employee appreciation
Employee Appreciation and Your Bottom Line

Employee appreciation is more important than you think. In this article we’re going to explore just how impactful employee appreciation really is. We’ll demonstrate how genuine appreciation can transform a business in many ways. Consequently, you’ll understand how the lack of employee appreciation impacts your bottom line and has the potential to sabotage success.

We’ll begin with research by Workhuman® and Gallup®. Their report reveals that when employee appreciation efforts were doubled (from 1 in 4 to 2 in 4 polled stating they felt appreciated at work) businesses realized a 9% improvement in productivity, a 22% decrease in safety incidents, and a 22% decrease in absenteeism. For larger companies these numbers amount to millions of dollars being added to the bottom line. This study included large US businesses so when a smaller business incorporates this kind of cultural development, it serves to reason even higher percentages of improvements can be experienced in these areas.

Why it Works.

Humans are wired to do better when they feel appreciated. In fact, the feelings generated from appreciation occur when the chemicals in the brain are stimulated by the 5 senses. This article isn’t a science expose, but it helps to understand human behavior to nurture good mental health in the workplace. When genuine praise is given the brain releases dopamine. This creates a feeling of pleasure and the desire for more of it drives the behaviors by which they can repeat the feeling. So, when giving praise be specific and clear so the employee can know how to replicate it.

It’s Not Easy for Everyone

Something so simple should be easy to do but unfortunately, we humans can be complicated creatures at times. We carry around all sorts of baggage making it challenging to communicate praise. If it’s hard for you, here’s some ways you can ensure your issues don’t stand in the way of giving employees the acknowledgement they need to feel good about their work.

Ways to Show Employee Appreciation

Need to improve an environment in which employees bad mouth each other too much? Saying nice things is free, and it goes a long way in creating positive behavior. Create a “caught being nice” contest. Over a determined amount of time, cards are collected when a person is “caught being nice”. Their name is written on a card and put in a fishbowl or a box. The person with the most notes can win a prize or be celebrated at lunch.

Create a “Job Well Done” box in which peer-to-peer or even manager-to-peer praise notes are collected. The note acknowledges something done well. They can be collected and then given to the individual or read aloud at meetings. This is a great way to create team bonding and mutual support.

Create an employee of the day/week/month and celebrate these individuals. Set up a gift program to demonstrate appreciation. It can be as simple as taking an employee to coffee to say thank you or a gift card they can use anywhere.

While praise doesn’t always have to have a monetary reward attached to it, creating an environment in which employees feel appreciated most definitely has the ability to positively impact the bottom line of every business.

Need help creating an employee appreciation program? We’re here to help! Reach out so we can chat soon.

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Increase Employee Retention

Employee Discipline – Get it Right!

employee retention
Increase Employee Retention Using Flexible Scheduling

Offering more flexibility to your employee’s schedule is an area in which you can be creative. This is one way to increase employee retention and give your employees control over their time at work. We are sharing 5 ways you can offer flexibility while still maintaining the coverage you need.

  1. Implement self-scheduling. Self-scheduling is when you let your employees know what shifts are needed and allow them to choose when they are going to work. You can use software or a paper calendar. Allowing employees the choice over the days and times they will work gives them control over their week. This will also offload the manager’s responsibilities of regularly making a schedule.
  2. Communicate with employees about open shifts and encourage them to share changes to their schedule with managers or the team to keep shifts covered.
  3. Offer incentives, such as bonuses or shift pay, to persuade staff to pick up additional or less desirable shifts.
  4. Offer cross training. Not only does this give your employees the opportunity to gain experience a new skill, but it will give everyone more flexibility as they can cover different shifts and roles.
  5. Look at offering a variety of shift lengths or different starting times. Determine what shifts would work to provide the coverage you need and then collaborate with your employees to discuss which options they would like to see.

This may not work for every business but being flexible and creative in this area will go a long way with employee retention.

Need more ideas on how to increase employee retention? Reach out for additional support.

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Employee Training is No Longer Optional

3 Tips to Stay On Trend with Your Hiring Efforts

Pump Act Update
“Pump Act” Update You Need to Know!

As of April 28, 2023, a Pump Act violation can make an employer liable for legal or equitable remedies under the FLSA. In other words, if an employer violates an employee’s right to reasonable break time and space to pump breast milk, the employee can take appropriate legal or equitable remedies under the FLSA.

If you’re not familiar with the legislation, here’s a Fact Sheet.

The “Pump Act” supports a lactating mother’s right to fulfill her desire to breastfeed her child. It is the goal of legislation to help reduce socioeconomic disparities in breastfeeding rates and the related barriers to breastfeeding for working mothers.

Employers who understand the benefits of breastfeeding can become an advocate and in doing so support better health for mother and child. Not only is breastfeeding good for mother and child, but studies show a mother choosing to breastfeed reduces costs for an employer since health risks to breastfed babies are lower and consequently reducing health care costs.

Here’s a Mini-Guide to help you become a supportive employer to the needs of lactating employees.

Do you have questions about staying in compliance with laws like this and more? Reach out! We’re here to help.

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Is Work Overload a Choice You’re Making?

Employee Training is No Longer Optional

Hiring
3 Tips to Stay on Trend with Your Hiring Efforts

It is undeniable these past couple of years have been challenging years for organizations everywhere. It is the duty of businesses to adapt and develop recruitment strategies that respond to current workforce needs.

An important way to do this is to understand how current trends relate to individual organizations. Why? Because when recruiting new talent, if your business does not demonstrate you are in touch with current issues, the competition takes the talent that could have been yours. And we all know in today’s employment climate, obtaining new talent is challenging to say the least.

Today, we will share three ways you can stay on trend with your hiring efforts. Want to know more about this, reach out so we can help you with your recruiting efforts.

Develop a Talent Strategy

One of the biggest challenges hiring managers face is the shortage of available candidates. Developing a talent strategy is of the utmost importance. Businesses must anticipate future talent needs, know how to upskill and re-skill employees.

According to a study done by the National Association of Colleges and Employers it states that businesses plan to increase hiring of new graduates by nearly 15%.

Think creatively with your talent strategy. There are both digital and non-digital creative ways of attracting and keeping talent. Extending your search beyond platforms intended for professional use is a creative approach. For example, think about the type of content your target candidates consume organically. The audience you reach may be smaller, but it will also be more select, which is key to finding candidates who are a strong match.

Another option is to let AZ HR Hub do the recruiting for you. We cannot share all our secrets for ‘thinking outside the box’ when it comes to recruiting but we can tell you… we are good…really, really, good!

Take Steps Now to Prevent Quiet Quitting

If you have not heard of the term ‘quiet quitting,’ it does not mean employees are not silently quitting their jobs. It means employees are doing the bare minimum of the work required to keep their jobs. They are no longer actively participating in meetings, not jumping to take on more tasks, and they refuse to work overtime. It is believed this happens due to stress, little to no recognition, an unclear career path, indifferent management, and work-life imbalance.

The ability to turn this around lies in the hands of managers and leaders. Here is one way to do that. More people are looking for work that connects to a larger purpose. In other words, they want to do work that has meaning. As such, it is important for a business to demonstrate the larger purpose in their organization. It has always been important to develop management and improve their leadership skills but now more than ever this is important. And it must spring from an increased focus on making workers feel heard, respected, and reinforcing how their work is purposeful.

Develop Your Front-Line Talent

Creating a career path for aspiring talent is key to keeping the talent you have. According to employment reports lack of a career path was the third most common reason for employees changing jobs, with salary and work/life balance preceding it.

This means, it is just not enough to hire someone. As a manager, you must be cognizant of your team’s future within your organization. And you must make this awareness known to your potential and current employees. Postured correctly, it will even create friendly competition.

These are just a few of our ideas. As HR experts, we specialize in all the above trends, and we stay on top of all of them, so you do not have to.

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4 Hiring Challenges Facing Small Business Owners

HR Hiring Trends Continued

Employee Training is No Longer Optional

Did you know that according to LinkedIn’s Workforce Learning Report 94% of employees say they would stay at a company longer if it invested in their learning and development. This means employee training is no longer optional if you want to retain your talent.

A strong commitment to employee training by management sends the message that it values education and growth and this creates an environment where more employees feel wanted and needed. And who doesn’t love feeling wanted and needed?

This report goes on to say training is particularly important to young workers with roughly 25% of Gen Z and Millennials ranking learning as the #1 thing making them happy at work. It also states lack of learning and development is the #1 reason they’d leave their job.

Failure to Budget for Employee Training Leads to Business Sabotage

The failure to budget for employee learning and development is the equivalent of business sabotage. The financial losses in a business span from decreased productivity, increased safety issues, increase in hiring costs to replace employees that quit, to increased health care claims, and to a less competitive edge in your industry to name a few.

Research by SHRM suggests that replacement costs alone can be as high as 50%-60% with overall costs ranging anywhere from 90%-200%. Example: If an employee makes $60,000 per year, then it costs an average of $30,000 – $45,000 just to replace that employee and roughly $54,000 – $120,000 in overall losses to the company.

It’s no longer acceptable to dismiss the importance of ongoing training of employees and frankly, you cannot afford NOT to make this a priority.

Why is Employee Training Undervalued by Business Owners?

Most of the time training isn’t truly undervalued and it doesn’t happen because owners are unaware, greedy, or cold-hearted. It happens because they are so caught up in the daily challenges of running the business that subsequently training falls down the list of priorities. They simply don’t have the time it takes to plan and develop a training program.

What is the Solution to the Employee Training Deficit?

The options can range from simply making this a priority and tasking management with training, or increasing your HR department if management can’t handle the workload. However, for business owners already drowning in more work than they can handle, this is a daunting endeavor. This presents another choice. You can outsource and partner with an HR agency.

AZ HR Hub exists for this very reason. Business owners are inundated and need help and they needed it yesterday. We specialize in immediately bringing the relief and expertise that is needed to develop an employee training program.

Here’s what one of our clients has to say about working with us.

Bringing on AZ HR Hub has been one of the best things we have done from a business operation perspective. They have been able to alleviate so many tasks (onboarding, paperwork for all the states, payroll, and the list goes on and on) it has allowed us as business owners to focus more on our core business. If you love doing all the HR work for your business fantastic, but if you would rather be able to put that time and energy into focusing on your core business functions then give AZ HR Hub a call. ~ John Adams

The Bottom Line

If you’re losing employees, it’s probably because you failed to give them a reason to stay. Well-trained employees are loyal, happy, and thriving employees.

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Manager Training

Diversity, Equity, Inclusion, and Belonging: Why They Matter in the Workplace

Do you understand the importance of creating a diverse, equitable, and inclusive workplace? It’s not just about checking boxes or meeting quotas; it’s about creating a culture where everyone feels valued, respected, and empowered to be their authentic selves.

What do these terms mean?

Diversity: Diversity refers to the range of differences that exist among people, including but not limited to race, ethnicity, gender, age, religion, sexual orientation, and ability. A diverse workplace brings together people from different backgrounds and perspectives, which can lead to innovation, creativity, and better problem-solving.

Equity: Equity means ensuring that everyone has access to the same opportunities, regardless of their background or identity. This includes addressing systemic barriers that may prevent certain groups from achieving their full potential.

Inclusion: Inclusion means creating a sense of belonging for all employees, regardless of their differences. It involves creating an environment where everyone feels valued, respected, and able to contribute to the organization’s goals.

Belonging: Belonging takes inclusion a step further, to a sense of feeling connected and supported within the workplace community. It involves creating a culture that supports and embraces diversity, equity, and inclusion.

Why the concepts of diversity, equity, inclusion, and belonging matter.

For one, they can have a direct impact on employee engagement and retention. When employees feel included and valued, they are more likely to feel motivated to do their best work and stay with the organization long-term.

Additionally, diversity and inclusion have been shown to improve decision-making and problem-solving. When teams bring together different perspectives and experiences, they are more likely to come up with creative solutions that take into account a range of viewpoints.

And perhaps most importantly, creating a diverse, equitable, and inclusive workplace is simply the right thing to do. Everyone deserves to feel valued and respected, regardless of their background or identity.

So what can organizations do to create a more diverse, equitable, and inclusive workplace?

Here are a few suggestions:

Start by examining your own biases and assumptions. We all have unconscious biases that can influence our decision-making and interactions with others. Taking steps to become more aware of these biases and working to overcome them can help create a more inclusive culture.

Create policies and practices that promote equity and inclusion. This might include things like flexible work arrangements, diverse hiring practices, and providing accommodations for employees with disabilities.

Provide training and education on diversity, equity, and inclusion. This can help ensure that everyone in the organization is on the same page and has a shared understanding of the importance of these concepts.

Foster a culture of belonging. This might include things like celebrating diverse holidays and cultural events, creating opportunities for employee resource groups to connect and network, and regularly soliciting feedback from employees on ways to improve the workplace culture.

Creating a diverse, equitable, and inclusive workplace is an ongoing process. But by making a commitment to these values and taking concrete steps to put them into practice, organizations can create a culture where everyone feels valued, respected, and empowered to do their best work.

Contact AZ HR Hub today for help in building an inclusive workplace!

Book a FREE Consultation: https://calendly.com/linda-7921/15min

or Email us at: linda@azhrhub.com