Have you ever heard a manager say something like, “leave your emotions at the door”?
Sure, there may be some value in that because people need to use their rational and logical side of the brain while trying to solve problems at work. But when someone is telling you to “leave your emotions at the door” they are telling you that emotions have no place here.
If your employees are back to work, you’ve probably established new policies to comply with social distancing guidelines. You’ve most likely worked out new policies regarding how to handle documents, time tracking, customer service, and more. You have gotten this far, but have you considered taking a look at your current time off policy?
Most people can’t travel like they used to, which means that many employees aren’t using their PTO as they normally would. What are you going to do with those hours? Allow them to rollover their hours to the next year? Are you going to implement a use-it-or-lose-it policy? There’s a lot to consider now that the coronavirus has changed the way people work. What are you planning on doing with your PTO policy?
Businesses are facing greater challenges than ever before in 2020. The global pandemic has resulted in an economic crisis that has left many companies scrambling to find ways to stay afloat. And, in some cases, change their basic practices from top to bottom. It can be immensely difficult, but at this point adaption is a matter of survival for most businesses.
On weekday mornings when the alarm rings, sometimes the idea of getting up and going to work is overwhelming. Seeing people at the office, attending meetings with supervisors, or wading through emails can seem daunting. It often feels as though you’re just counting down the hours until you can leave. When you lose interest and engagement, your job becomes just a paycheck. Most employees recognize that this isn’t good, and they know that something desperately needs to change.
This article was published on May 19, 2020. New information may be available regarding PPP loans and UI benefit packages. Visit the Small Business Administration for more information.
The PPP loan is a valuable resource for many business owners, especially for employers who have employees with unemployment insurance. With the new loan, employers will have the ability to pay their employees as they would normally and can avoid paying unemployment taxes. This all sounds great, but PPP loans are confusing to employees, and many wonder whether their employer’s PPP loan will alter their unemployment insurance statuses. Do PPP loans affect employees’ unemployment benefits? Let’s find out.
Every company wants to ensure that they make carefully considered investments. Employees, for instance, are one of the most valuable investments a business can make. Employers spend copious amounts of time and resources ensuring that their employees are properly trained and that they are provided with adequate benefits. Employers hope that this ensures long-term employee retention and that it will fortify the company’s overall future.
If you’re an employer, an acquisition is a good thing. This means that your business gained so much revenue and popularity that another larger company sees its potential and purchases it. If you’re an employee, you may have a different mindset about acquisitions. Unlike employers, employees often do not sit back and relax when they hear about this transition. After an acquisition, employees are nervous about their job security, and rightfully so. All of these changes cause confusion and nervousness among employees, and that’s why we’re here to clear things up:
In this digital age, corporate culture is facing more disruption than ever before. With technology continuously evolving, businesses are under pressure to adopt and adapt. Aside from the changes in business processes, companies are also having to adjust areas of their people management. Cloud computing, particularly, is creating notable changes in what modern company culture looks like.
Here, we’re taking a look at four ways cloud technology can improve company culture.
If you aren’t formally training your staff, you’re not alone. 31% of companies do not formally train their employees. If you are part of that group, you may want to consider implementing a program or plan soon. Training your employees properly is one of the most important things you can do at the workplace. It can improve finances, strengthen employee happiness, improve knowledge among staff, lessen weaknesses that you may have as a company, expand the basic knowledge for all employees, and intensify productivity.
Not only can you expand knowledge and productivity, but you can also use training as a retention and recruitment tool. A study by Udemy showed that 70% of employees agree that training could help them learn to focus and manage their time better. A study by Udemy also found that 51% of employees would be more likely to quit their jobs if they didn’t have proper training. Employees want to be trained and take it very seriously.
Every so often it’s time to give your employees raises. When and how you give those raises is entirely dependent on you. You have the choice to give raises by a percentage or flat rate. Most businesses calculate raises by percentage and we have a great article on that topic here. In this article, we’ll be focusing on the flat rate raise.
For businesses of all sizes, strong relationships between team members is the most important foundation to the success of team projects. While no one is expected to be best friends with their colleagues, strengthening your team’s ability to collaborate and openly communicate with one another can prevent projects from stalling, while creating a more positive work environment. Here are some of the ways managers can improve team dynamics in order to speed up the workflow, increase overall efficiency, and boost employee morale.