Workplace Archives - Page 4 of 10

Executive Spotlight: What AI Means For The Future Of Work

July 4, 2023

Artificial intelligence (AI) is intelligence (such as learning, reasoning, and inferring information) demonstrated by computers that mimics human intelligence. In the workplace, it can be used to perform cognitive abilities and tasks with reduced human error and cost. But this is just the tip of the iceberg of the transformative potential of artificial intelligence for the future of work.

We recently asked our leading executives what they think AI means for the future of work.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

In continuation of our exploration of artificial intelligence (AI) and its impact on the future of work, this aims to shed light on the potential drawbacks and challenges associated with the integration of AI in the workplace. While AI offers tremendous opportunities, it is essential to acknowledge and address the concerns that arise alongside its implementation. Let us delve into the cons of AI and foster a comprehensive understanding of its implications.

Job Displacement and Transition: As AI technology advances, there is a legitimate concern regarding job displacement. Tasks and roles that can be automated may lead to workforce reduction or shifts in job requirements. Professionals in industries heavily affected by automation may need to navigate transitions and acquire new skills to adapt to changing job market demands. It is vital to implement effective reskilling and upskilling programs to support individuals in successfully transitioning to new roles.
Ethical Considerations and Bias: AI systems rely on large amounts of data, and if this data carries inherent biases or reflects societal inequalities, it can perpetuate discriminatory outcomes. Algorithmic bias can impact hiring practices, decision-making processes, and access to opportunities. Ethical considerations surrounding AI, such as privacy concerns and data security, must be addressed to ensure fairness, transparency, and accountability in the workplace.
Overreliance on AI and Lack of Human Judgment: While AI excels at processing vast amounts of data and making predictions, it may lack the ability to understand complex contexts and exercise human judgment. Overreliance on AI systems without human oversight can lead to errors, misinterpretations, or flawed decision-making. Maintaining a balance between AI automation and human expertise is crucial to mitigate risks and ensure the responsible use of AI technologies.
Workforce Adaptability and Learning Curves: Implementing AI technologies often requires a learning curve and adaptation for the existing workforce. Not all employees may be technologically adept or comfortable with AI integration. Organizations must invest in comprehensive training programs and provide ongoing support to help employees navigate the changes effectively. Overcoming resistance to change and fostering a culture of continuous learning are essential for successful AI implementation.
Job Satisfaction and Work-Life Balance: AI’s ability to automate certain tasks may inadvertently increase workloads and expectations for employees. As AI takes over repetitive and mundane tasks, professionals may find themselves handling more complex responsibilities, potentially leading to increased stress levels and a compromise in work-life balance. Organizations must proactively address these concerns to ensure that AI implementation enhances employee well-being and job satisfaction.

While artificial intelligence presents remarkable opportunities for the future of work, it is crucial to recognize and address the associated challenges. By acknowledging the potential drawbacks of AI, such as job displacement, bias, ethical considerations, and workforce adaptability, organizations can proactively navigate these concerns. Striking a balance between AI integration and human judgment is key to harnessing AI’s potential while safeguarding the well-being and success of the workforce.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

I want to look at AI from the standpoint of leadership selling the concept to C-suite executives.

Selling Up:

1. Understanding C-Suites Destination

These executives are visionaries who look at things in the time and space of decades into the future. Their foundation is mission, vision, and purpose.

It would be best to build a narrative; be a good storyteller, a master at telling their story.

You must show them where they are now and where they want to go. The progress of everything in the middle will get their attention.

If Henry Ford had asked the public if he could help them with something to improve their lives, the dayâs response might have been weâre good; all I need is a faster horse.

2. Articulate the Value

You might see the value in AI and all that it can bring to the sports world. But your task is to articulate whatâs important to them and concerned about every day.

Tell them something that they are not aware of.

You need to understand the observable group behavior of the culture of the C-suites. The essence of a personâs culture is a group of behaviors that you can measure, see, and experience. So, the C-suite will have a culture associated with it.

And there are individual cultures that influence their behaviors and decisions. Still, then thereâs the group culture that affects the group and, therefore, the individualâs decisions to have a unanimous decision to buy into what youâre recommending.

So thatâs why itâs essential to understand how and what areas their culture influences.

3. Trust

What is the C-suite modus operandi concerning trusting? For them to trust your pitch on AI, they must trust it and you.

Once you have articulated the three steps in the order that I have laid out from their perspective, from their lens, youâre on your way.

Finally, you must evoke the right emotions. Emotions will have the final say. Itâs not the idea theyâre buying intoânot the thing itself. Itâs the meaning behind it thatâs important to them.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

As a brand marketer, I cannot ignore the profound impact that rapid advancements in artificial intelligence (AI) have had on various industries, and my industry is certainly no exception. AI technology is revolutionizing how companies engage with their audiences, streamlining processes and making data-driven decisions. Here are four ways AI is changing the future of work in brand marketing and how businesses can leverage this transformative technology to gain a competitive edge:

Automating Routine & Repetitive Tasks

AI technology offers the potential to automate routine and repetitive tasks, freeing up valuable time for brand marketers to focus on strategic initiatives. Chatbots, for example, can handle customer inquiries, providing instant responses, personalized recommendations, and support around the clock, enhancing customer satisfaction and allowing marketers to allocate their time and energy towards creative endeavors and relationship-building efforts. Additionally, AI-powered tools can automate social media posting, content generation, and campaign optimization, increasing efficiency and productivity.

Enhanced Data Analytics & Consumer Insights

One of the most significant advantages of AI for brand marketers is its ability to process vast amounts of data and unlock valuable consumer insights. AI-powered analytics tools can analyze consumer behavior, preferences, and patterns, enabling marketers to create more targeted and personalized campaigns. By leveraging AI algorithms, marketers can segment their audience more effectively, tailor content, and optimize marketing strategies based on real-time feedback, resulting in higher engagement and conversion rates.

Predictive Analytics & Forecasting

AIâs analytical capabilities enable brand marketers to predict future trends and make data-driven decisions more accurately. By leveraging machine learning algorithms, marketers can analyze historical data to forecast market demands and consumer behavior and identify emerging opportunities. This empowers them to anticipate shifts in the market, refine marketing strategies, and optimize resource allocation. With AI-driven predictive analytics, brand marketers can stay ahead of the competition and adapt proactively to changing market dynamics.

Hyper-Personalization

AI empowers brand marketers to deliver hyper-personalized experiences to consumers. By leveraging AI algorithms and machine learning, marketers can analyze user data to understand individual preferences, purchase history, and behavior patterns. With this knowledge, brands can create highly targeted marketing campaigns, personalized product recommendations, and tailored messaging that resonates with each customer on a deeper level. This level of personalization fosters stronger customer relationships, boosts customer loyalty, and ultimately drives revenue growth.

Artificial intelligence is transforming the future of work in brand marketing, offering many opportunities to increase efficiency, improve customer engagement, and drive business growth.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What do you think AI means for the future of work? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: How To Foster An Inclusive Workplace

June 20, 2023

A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today’s world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I’ve led, and had been part of:

Set the tone from the top: As a leader, it’s essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Kirsten Yurich, Executive Coach & Vistage Chair

“Who and what is most important to you as a leader? Why does an ‘inclusive workplace’ matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?”

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don’t want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any programâespecially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employeeâfrom vast backgrounds and demographicsâfeels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

Be Transparent â Itâs tough to admit to their shortcomings regarding who should be included.
Open Opportunity â Create a space where more than one person decides on promotions or opportunities for career training for advancement.
Be More Empathetic â Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
Communicate Regularly â Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
Form a Diversity and Inclusion Team â Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the companyâs commitment to inclusion.
Give People a Voice â Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Lisa Perry, Global Marketing Executive

In todayâs diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your departmentâs diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each memberâs strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily’s Executive Program.

5 Tips For Dealing With Difficult Co-Workers

June 9, 2023

The average full-time employee spends more time at work with co-workers than at home with friends and family. This can make for an unpleasant situation when we have one or more co-workers that we dislike.

It’s in everyone’s best interest to try to reach some common ground and make the work environment at least tolerable. So, how can you deal with difficult co-workers?

Here are five tips to help you deal with the difficult co-workers in your life:

1. Be The Better Person

If you find that a co-worker is always breaking bad on other employees and has a proclivity for office politics and gossip, try to distance yourself from that person. If you happen to share an office with the scandalmonger, try to only talk about work-related topics that are not personal attacks on other colleagues.

2. Keep A Positive Attitude

No one wants to be around someone who’s always negative and in a bad mood, so even if your difficult co-workers try to bring you down, think about the positives in your job.

If you’re struggling to see the silver lining, think about what this job allows you to do outside of work. Perhaps your income provides you with a few discretionary dollars that can be spent on a favorite hobby. Or maybe you have a real opportunity to grow your career at this particular company, and dealing with a couple of difficult co-workers is worth it to achieve career success down the road.

3. Ignore The Person

We’re at work to do a job, so focus on the tasks that must be accomplished and network with other people at your workplace who aren’t quite so difficult to be around.

It’s important not to be rude. Just try not to engage in more conversation than you need to.

4. Take Action

Sometimes people don’t realize that they are perceived as being negative or a gossip.

In a non-confrontational way, pull the person aside in private and tell them that you’re really trying to be positive at work and could use their help. This tactic might be subtle enough to invoke a change in their behavior.

5. Make The Most Of It

There’s no rule that we have to be best friends with our co-workers. You may find that you work with someone who you just can’t grow to like and that’s okay.

However, come to the realization that you do need to try to be professional and treat the difficult person with respect and civility. Continue to focus on your work and see if there’s something that you can learn from the difficult person, even if it’s just the fact that you don’t want to ever act like them.

We’ve all known the pain of dealing with a difficult co-worker. With these tips, we hope you can handle all the difficult co-workers you’ll come across in your career in a professional and effective way.

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This article was originally published at an earlier date.

The Importance Of Training (And Reinforcement Learning) For Effective Operations

June 8, 2023

The organization invested in some expensive technology. Everyone was initially trained, but now it seems like certain groups arenât leveraging the system as well as they could be. Do you have a comprehensive training program?

Continual training is important because it provides employees with the knowledge needed to effectively use the systems. Proper training helps employees understand and stay current with the latest features, functionalities, and best practices of the system. This can lead to increased confidence and productivity to streamline their work. And when employees understand the system, they are more likely to use the system correctly, reducing the risk of mistakes and errors.

Different Training Options

Did you know that individuals typically only remember a fraction (as little as 10% after two weeks) of the information from a training session? Everyone is unique and learns differently so offering a variety of training options can make the training program more inclusive. Plus, having multiple options is great for reinforcement learning. Also, individuals may be working remotely, or the organization operates in multiple locations. Some training options you may want to consider are:

1. Instructor-led training â recurring scheduled training sessions in a classroom setting where there is an instructor allowing for direct interaction with the students. These sessions may be in person or virtual.

Have some type of handout for individuals to take notes on.
Itâs critical that the content is relevant (preferably with real-world examples) so that individuals know how to apply what theyâve learned!
Encourage individuals to participate in discussions. Engagement promotes retention!

2. Web-based training â training sessions such as videos that are recorded so that employees can access them at their convenience. This is great for employees who work âoff hoursâ or outside the main office. Some options are:

Purchase a learning management system (LMS) which not only offers the content, but also tracks progress, assessments, and reporting.
Create self-paced interactive courses (with minimal technical skills) using tools like Articulate leveraging PowerPoint slides.
Create custom training videos with tools like Camtasia.

3. Written materials â some employees may prefer to read training materials on their own. This includes user manuals, online help, quick reference cards, or cheat sheets.

4. Train the trainer or SMEs (subject matter experts) within departments who can provide more customized training, especially for new employees.

Benefits Of A Comprehensive Training Program

When new employees join the organization, there are many concepts including systems, processes, and policies that they need to become familiar with. A lot of new information is coming at them and they will probably benefit from some ârefresherâ training for reinforced learning. Having training options that accommodate how they learn best can help them ramp up and become more productive faster.

Besides reinforcement learning, other times when employees benefit from training are when there are changes. When employees get promoted or transferred to a new department, theyâll need training to acquire the new knowledge needed to be successful in their new role. Also, most software vendors will produce a major release annually. You want to ensure employees can leverage the new updates which could be compliance or regulatory related.

Cybersecurity threats are still on the rise so make sure you have a rigorous security training program. It may include phishing awareness, social engineering awareness, and the importance of using strong unique passwords.

Create a specific training site on your intranet so the training resources are in one central location and are easily accessible to all employees. Itâs an easy way to make sure everyone has access to the most current versions of the training materials.

When the organization offers a comprehensive training curriculum, it shows that investing in the employeesâ personal development is important. They provide employees with the tools and resources needed to excel in their roles. Employees will appreciate these efforts, which can lead to increased employee morale and motivation.

For more information on investing in a comprehensive training program to maximize the use of your technology, follow me on LinkedIn!

5 Fun Work Activities To Bring The Office Together This Summer

June 8, 2023

When you work in an office, you’re used to seeing your co-workers every day. But when was the last time you bonded with them? What team-building activities have there been to strengthen your connection and improve the workplace culture?

If your office hasn’t made team-building activities a priority in the workplace, don’t worry. With more sunshine and nicer weather, summer is a great time to bond with your co-workers.

Here are five fun summer work activities that will bring your office together:

1. Ice Cream Party

Everyone loves ice cream! While it may not be the most unique suggestion for a fun workplace activity, an ice cream party doesn’t require a lot of planning (or funds) and it’s always guaranteed to be a hit.

On a hot day, bring the office together with some sweet treats. Sit outside and soak up the rays while cooling off with a cone. To make sure no one feels left out, take note of any allergies or sensitivities your colleagues may have and offer enough safe options.

The great thing about this fun workplace activity is that it can easily be something you do regularly. Make it a monthly tradition to celebrate your co-workers and all of their hard work!

2. Office Bake-Off

One of the best things about summer is the fresh food! Have fun and bond with your co-workers with an office bake-off (or cook-off) using whatever is in season. Whether it’s from a local farm stand or a personal garden, this activity will not only make you feel connected to your colleagues but to your whole community.

Want to make it more interesting? Make it a competition! Encourage everyone to bake or cook something, and then have people vote for their favorite dish or dessert. The winner could get a gift card, an extra vacation day, or just plain old bragging rights. You can even set some rules for everyone to followâdepending on how competitive your co-workers are.

Lots of fresh summer food and a fun competition to bring the office together? Sign us up!

3. BBQ And Lawn Activities

Keeping with the food trend, a classic BBQ is the perfect activity to get to know your co-workers better. You could either do this at work or at someone’s house and have everyone bring a dish and their favorite lawn games.

If you decide a weekend day is the best time for a summer work party or BBQ, you can also invite family members to join in on the fun. While this type of activity requires more planning and resources than most other summer activities, it’s also probably the best way to bond with your co-workers outside of the office.

Think you might want to host a work party this summer? Don’t hesitate to send out your invites! Your co-workers won’t want to miss out.

4. Photo Contest

Most people take a vacation during the summer months. So, why not use that as an opportunity to start a photo contest?

Whether it’s pictures of animals, family, nature, beautiful cities and landscapes, or adventures, have your co-workers submit a photo or two from their vacations this summer for a chance to win the office photo contest. Winners could receive a monetary prize or (with their permission) have their photo posted somewhere in the office or on the company website.

A fun activity like this lets employees show off their creative side, and it might even compel them to travel more and use up those vacation days they’ve been hoarding all year.

5. Start A Company-Wide Team Sport

No other activity can help you bond with your co-workers quicker than playing a team sport together. If your company doesn’t already have a few sports teams you could join, start one yourself!

Common team sports like softball/baseball, soccer, basketball, and even dodgeball are all great options. Not only will playing a team sport with your co-workers strengthen camaraderie, but physical activity will help everyone stay in shape, which might in turn help job performance and employee health. Depending on how big your company is, you could form different teams for each department and play against each other or battle it out against other teams in your community.

Sound like fun? Grab your sneakers and gym bag and get your team together today! You won’t regret it.

Summer is the perfect time to bond with your co-workers over seasonal activities and fun competitions. If your office could use some fun team-building activities to boost morale, try one of the five summer activities above. Your teams will be stronger because of it!

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This article was originally published at an earlier date.

How To Celebrate Pride Month At The Office

June 1, 2023

Pride Month is the perfect time to show extra support for your LGBTQ+ colleagues. It’s also an ideal time to celebrate the LGBTQ+ community at your company and get involved in local LGBTQ+ charities and initiatives.

Need some ideas for how to best celebrate Pride Month at the office? We’ve got you covered! Here’s how to celebrate and support your LGBTQ+ colleagues at work this June:

Get Some Fun Pride Swag

A great way to kick off Pride Month is with some fun office swag! Whether you’re working remotely or in the office, wearing Pride merch is a fun way to show your support for the LGBTQ+ individuals at your company.

Throw a tie-dyeing party where everyone can make their own Pride t-shirts, or buy matching Pride merch for every employee. Then, invite everyone to wear their merch at work. Depending on your company’s dress code, this could mean employees will wear Pride merch whenever they want to or on specific days such as casual Fridays. Plus, with matching Pride merch, you’ll have something to wear if you volunteer as a company during Pride Month.

Plan Pride-Themed Events (In Person & Virtual)

With many companies now allowing remote work, it may be tricky to plan a Pride-themed event in which every employee can participate. Thankfully, there are lots of ways to host events and fun activities for your employees, both in person and virtual.

Pride-themed bingo nights, parades, trivia, lunches, bake-offs, movie nights, and happy hours are all events and activities that would be fun for the office and can be adapted for the remote workforce. When in doubt, a Pride-themed party is a classic event in need of no explanation that could incorporate a few of the activities mentioned above.

Volunteer At Organizations Supporting Local LGBTQ+ Initiatives

While wearing matching Pride merch (or not!), your company should make it a priority to go the extra mile to show your support for all of your LGBTQ+ employees. A great way to do this is by going out in your community to volunteer at local organizations supporting LGBTQ+ initiatives.

Volunteering and doing other types of community service not only brings the workforce together but also strengthens your employer branding, which could then help you attract the right types of job candidates. If you make an effort to support the LGBTQ+ community, you’ll likely receive a number of resumes from qualified LGBTQ+ members and allies who are passionate about your mission and values and feel they’d be safe and included in your workplace.

Organize A Fundraiser & Donate To LGBTQ+ Charities

Along the same line as the idea above, going the extra mile could also mean organizing a fundraiser and donating to LGBTQ+ charities. Fundraisers are fun events that give employees a chance to be involved and support a cause in a measurable way.

Another way to involve employees in this process is by having them vote on which LGBTQ+ charity to donate the funds to. It’s always fun coming together to support a cause knowing you’re making a difference!

Celebrating Pride Month at work will help bring your workforce together and make everyone feel included. Support your LGBTQ+ colleagues at work this June with the four fun ideas above!

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This article was originally published at an earlier date.

Executive Spotlight: How To Create A Healthy Work Environment

May 31, 2023

When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today’s world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
Celebrate successes. It is important to recognize and celebrate employees’ successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Michael Willis, Sports Business Operations Executive

In creating a healthy work environment, I canât ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awarenessâadding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplaceâs cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Debra Shannon, IT Executive

When building a positive workplace culture, make sure you invest in each employeeâs personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? Itâs crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: âI want you to be everything thatâs you, deep at the center of your being.â Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If itâs important to them, then it should be important to you too. Besides professional-focused development, make sure to include âpersonalâ learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about whatâs next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees’ physical, mental, and emotional health.

Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Mark Taylor, Product & Operations Executive

I think what we are really trying to say here is:

âHow do you create a work environment where tasks get done in a manner that moves the business forward (thatâs what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?â

Those feel independent of each other âscientifically,â but highly correlated on a day-to-day basis; the linkage being oneâs manager.

For example, Iâm sure most of us have had the âopportunityâ to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more âhealthyâ experience for both the individual and the business.

From experience, a solid way of linking a companyâs and individualâs needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employeeâs values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He’s managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily’s Executive Program.

This FREE Career Assessment Quiz Will Help You Thrive At Work

May 30, 2023

What if we told you there was a magical FREE way to determine which careers you should be pursuing in your job search?

Okay, so it’s not exactly “magic”âbut it’s pretty close.

It’s Work It Daily’s Career Decoder Quiz.

This career assessment quiz will help you determine your workplace persona. This key piece of information is incredibly helpful to have as a working professional. Here’s why understanding your top personas is helpful for your career…

It Will Help You Market Yourself To Employers

Here at Work It Daily, we like to say that you are a business-of-one. That means you need to know how to market yourself effectively and build your personal brand. Taking this career assessment quiz will help you determine your professional strengths so you can market yourself more effectively to employers.

It Can Help You Pinpoint Your Career Path

Knowing exactly what makes you happy on the job will make the job search much easier. You won’t be wasting your time applying for jobs you think you’d like; you’ll be focusing on careers you know you’d love.

It Will Help You Articulate How You Add Value

You could really wow your potential employer by telling them what value you’d add to the company. This quiz will tell you your professional strengths and how you can capitalize on them in the workplace.

This Career Quiz Only Has 20 Questions

I’m sure you had tests in high school that were longer than this quiz. It only has 20 questions, and you can take your time answering them. Plus, the questions aren’t hardâjust answer them honestly! You’ll be glad you did it. And remember, there are no wrong answers!

You’ll Learn Something New About Yourself When You Take This Quiz

via GIPHY

Knowing this important aspect about yourself will help you in the long run. The more you know yourself, and how you function in the workplace, the better off you’ll be.

So, what are you waiting for? An important piece of your personal brand is waiting to be revealed!

Take our Career Decoder Quiz today.

So, what are you waiting for? An important piece of your personal brand is just waiting to be revealed!

Take our Career Decoder Quiz now.

3 Ways Companies Can Show Appreciation For Their Employees

May 26, 2023

The first Friday of March has become the unofficial holiday of Employee Appreciation Day in the U.S. Some companies celebrate this day, while others celebrate their employees throughout the year.

No matter how your company does it, showing employees appreciation is essential to providing a good employee experience. Every company has different ways to recognize employees. Some may plan a big event around Employee Appreciation Day, while others may plan quarterly or monthly events to show appreciation for employees.

Some companies may show their appreciation with financial awards like bonuses or through offering additional time off, while others may have more modest ways of doing so.

The bottom line: It doesn’t matter how big or small the appreciation is. What matters is that you take time to show appreciation for your employees.

If you’re limited on ideas, or resources, here are some simple ideas for showing appreciation:

Personal Notes

Work can be a grind sometimes, so anytime an employee gets a note from their boss or supervisor expressing appreciation for their efforts, it can be a nice little pick-me-up.

Every company wants hard-working and passionate employees because those are the type of employees who throw themselves into their work and are proud to represent the company. However, with hard work comes stress. That’s why it’s nice to check in with employees from time to time and thank them for their efforts.

These notes of appreciation don’t have to be long. They could be written or emailed.

Many employees will just appreciate the fact you took the time to recognize them. One little note can really work wonders for morale and motivation.

Company Gatherings

Most companies will have some sort of weekly meeting to update the workforce on current happenings and to touch base. Every once in a while, the company should hold a gathering instead to recognize the workforce and discuss positive happenings in the company.

Sometimes the workforce needs a good reminder of why they do what they do and the positive things that come from it.

These gatherings could be on or off site; it’s a matter of company preference. The important thing is that the gatherings focus on thanking employees and celebrating the positive accomplishments of the company.

And, these gatherings should include food! It doesn’t matter if the company provides the food, or if employees contribute via potluck, just as long as there’s food.

Give Employees Some Control

Some companies use employee-led committees to plan monthly fun activities that encourage workplace bonding. These committees can also be used to plan employee recognition activities or coordinate company community service activities.

Sometimes just giving employees more ownership of things within the company is the ultimate sign of appreciation. It signals to employees that management doesn’t have all the answers and that employees deserve a large role in shaping the company’s culture.

Management should always look at their company and ask themselves where they can give employees more ownership in shaping it. Not only will this type of trust motivate employees, but they will feel appreciated.

What does your company do to show employees appreciation?

These are only a few ideas, but there are several more ways to show employees appreciation.

Tell Work It DAILY how your company appreciates employees and you might be featured on our website and social media channels to thousands of job seekers and potential employees!

This article was originally published at an earlier date.

What “Work-Life Balance” Really Means Today

May 23, 2023

Nowadays, we hear a lot about work-life balance and why it’s important to have, whether for mental health or simply for quality of life. But what exactly is work-life balance? How do we know when we’ve learned the balancing act?

Sometimes it can feel like we throw “work-life balance” around so much that the phrase loses its meaning, its importance. Everyone seems to be focused on achieving that delicate balance, where we can thrive both in our personal lives and in our careers. We like to think that we’re living a balanced life, but are we?

If one of these three statements doesn’t ring true for you, you probably need to focus on improving your work-life balance, and maybe rethink your priorities too.

I Have Time To Pursue Hobbies

For most of us, our passions aren’t something we can monetize. In fact, the vast majority of working professionals will not have a career that they are passionate about. They may be excited about the problem they’re trying to solve at their company. But is it their passion? Probably not.

This is why hobbies are so important. Hobbies give us that much-needed outlet for our passions. They add meaning and value to our lives. They let us channel our creativity and help us pass the time in a relaxing way that also feels productive. Most importantly, hobbies give us something to look forward to when we’re done work, and can even help us cope with stress.

When we don’t have time to pursue hobbies, we’re at risk of becoming burnt out and demoralized employees. So, try kickboxing or painting or knitting. Make it a priority. Write it down on your calendar. We’re sure you can think of at least one thing you wish you had more time to devote to. Why aren’t you devoting more time to it? This is one of the surest signs your work-life balance is out of whack. And no, you’re probably not just “too busy.”

The bottom line: If you have gifts you can’t use or interests you can’t pursue at work, you need a hobby.

I Am Present For All Important Life Events

Everyone’s idea of “important life events” is different. You should always be present for the moments that hold significance for you, without feeling guilty for doing so.

By this, we mean physically and mentally present. What good is it if you’re physically present for an occasion but mentally concerned about project deadlines? No hurrying up to reply to an “important” work email. No thinking about work at all. If work follows you wherever you go and prevents you from living in the moment, you’re not living a well-balanced life.

When you understand that every job is temporary, you begin to realize just how valuable the present moment is, no matter if you’re at work, out with your friends, or on vacation with your family.

I Am Not Afraid To Say “No.”

It’s easy to become hyper-focused on our careers to the point that we sacrifice certain things in order to achieve career success. We don’t want to disappoint anyone. We want to be the go-to person. We want to work on this and that and on anything else that could possibly help us land that raise or promotion. Consequently, every time somebody asks us to do something at work, our default answer is always “yes.”

This kind of habit and mentality is not healthy. Your time is just as valuable as everyone else’s. You only have so much energy to devote to certain tasks during the day, and if you keep saying “yes” to things for other people, how much of your life is left for you?

The secret to achieving work-life balance is setting personal boundaries. Lots of people in your life will pull you in different directions, but if you set boundaries, you can ask yourself if something fits into those boundariesâand if it doesn’t, you’re then empowered to say “no.”

Everyone should learn to set personal boundaries. It gets you into the habit of asking yourself, “Is this really important?” It’s a question that helps you get real clear on what your goals are, and what’s a priority for you.

Work-life balance today means you can say “yes” to all three of these statements. If you can’t answer confidently, it may be time to take a closer look at your career and figure out where things are unbalanced.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Unlock Your Potential With The FREE Career Decoder Quiz!

May 19, 2023

Are you ready to take the first step toward unlocking your true professional potential?

If so, we’re inviting you to take this incredibly accurate career assessment quiz.

The Career Decoder Quiz will help you determine what your workplace persona are. That means you’ll get a sense of who you are as a working professional and what makes you thrive at work. You’ll find out how you like to create value and what your professional strengths are, which will help you find the right career for YOU.

Here are a few examples of what your persona could be:

Visionary

Visionaries are big-picture thinkers and conceptualize ideas to motivate others to action.

Are you: Capable of shaping a vision for those who can’t see the possibilities?

Can you: See the end before the beginning? Are you able to assess from a bird’s-eye view?

Do you: Have a long-term mindset and plot your course accordingly?

Optimizer

Optimizers assess, analyze, and map out improvements that directly save or make money.

Are you: Someone people rely on to make sound financial decisions?

Can you: Assess a business or project and immediately see ways to save or make money?

Do you: Gain satisfaction from knowing your work makes the business more profitable?

Builder

Builders execute a plan, managing all aspects, keeping it on time and under budget.

Are you: A specialist in your field with lots of hands-on experience?

Can you: Execute a plan and work through roadblocks to completion?

Do you: Like to focus on ways to do things better, faster, cheaper, etc.?

Educator

Educators close gaps in knowledge and ensure staff is clear on their roles and goals.

Are you: Good at organizing thoughts into oral and written communications to motivate and train others?

Can you: Take control of an idea and choose the right method for communicating it?

Do you: Excel at wordplay and use communication skills to guide conversations?

So, What’s Next?

There are eight workplace personas in total. Which one are you?

If you want to learn what your top workplace persona is, and how it impacts your ability to find career success and satisfaction, check out this free career assessment quiz.

Seriously, knowing who you are as a working professional and what makes you happy on the job will help you be successful in your career or job search.

Don’t waste another day not knowing your professional strengths. Take the Career Decoder Quiz to unlock your potential today!

3 Reasons Why Your Company Should Participate In Community Service

May 19, 2023

As you scroll through your social media feeds, it’s not uncommon to see the businesses that you follow post pictures from various community service projects that they participate in. It can sometimes be easy to quickly look at these posts, say, “Oh, that’s nice,” and move on. But the importance of what these businesses are doing can’t be overstated.

The importance of workplace community service projects goes far beyond the good deed itself. Here are three reasons why every company should consider taking part in community service:

It’s Important To Make A Difference

Businesses that have the means usually try to give back through a variety of channels. Sometimes it takes the form of backing an initiative such as environmental sustainability, or it could be backing multiple philanthropic efforts, including donating to or having partnerships with multiple charities.

Volunteering and community service tend to be two of the most popular charitable activities because they allow the workforce to get out of the office and build bonds between the business and the community.

If everyone with the means to do so was able to help out, it would solve a lot of problems in the world. That’s why any effort taken by a business to give back is important. No effort is too small!

It’s Good For The Workforce

There’s something about changing up the daily routine that can really invigorate a workforce.

Leaving the office for a day outside cleaning up the community, building something, or volunteering can really benefit employees. For one, it gives employees a chance to work together and interact outside of the office, allowing them to get to know each other better in a somewhat more relaxed setting.

In addition, working together with co-workers on different tasks outside of the office is great team building and could potentially lead to better work performance and pride in the workplace.

According to a 2017 Deloitte Volunteerism Survey, 89% of those surveyed believe that companies that organize volunteer and charitable activities offer better work environments than those that don’t, and 70% agree that companies that sponsor such activities have a much more pleasant work environment.

Some companies are unable to commit their entire workforce to a full day of community service and will instead offer their employees paid time off, also known as volunteer time off (VTO), to pursue community service endeavors on their own time.

For some employees, workplace community service may be their first experience with community service and it could encourage them to take part in other efforts outside of work.

Taking part in community service not only teaches employees good philanthropic efforts, but it brings the office together.

It’s An Important Part Of Your Employer Brand

Imagine this situation! You’re heavily recruiting a potential new employee and it’s down to your company and a rival company. The pay and benefits are similar but, ultimately, the employee chooses your company because they’re impressed with your community service efforts.

This isn’t a far-fetched scenario!

Community service is an essential part of a company’s employer branding efforts. According to a 2017 Glassdoor survey, 75% of U.S. workers surveyed said they expect their employer to support community service/volunteer efforts. It’s also an essential part of a company’s culture, as 70% of employees surveyed by Deloitte said volunteer activities are more likely to boost employee morale than company-sponsored happy hours.

Job seekers want to know what type of charitable efforts your company is involved in and those efforts should be featured prominently on your company’s website under your company culture section and on social media. Knowing that a company is socially aware and that they have an opportunity to do some good is an attractive perk for job seekers looking for their next career opportunity.

Need help with your employer branding efforts?

Check out Work It Daily’s Employer Story Builder program.