Guest Article: Be sceptical. Be thorough. Be proud of getting it right. by Ross Clennett

I am writing this pre-dawn. I need to write my blog before my very busy day of client work starts in a couple of hours' time. I am feeling pleased that I have found via Twitter, what I think will be, a really interesting piece of research (below) that I will write about. CLICK TO ENLARGE Before I start writing my blog, I take a closer look at the source quoted on the slide:

Article source:Ross Clennett - Be sceptical. Be thorough. Be proud of getting it right.»



Check out more of Ross Clennett's work at hisblog

Simple Strategies to Prevent Workplace Anxiety

Workplace anxiety is more common than you might think. The ‘2014 Stress and Wellbeing in Australia Survey’ conducted by the Australian Psychological Society found ‘issues in the workplace’ was one of the top five sources of stress among Australians aged between 26-45 years, with a massive 44% of Australians identifying work as a key cause of stress. Work related sources of stress can include things like; starting a new job, lack of autonomy, heavy workloads, poor resources and limited support. Constant anxiety, worry, apprehension, fear, and feelings of impending doom can arise from stress and be long-lasting, even when the original stressor is gone.

With the fast-paced environments and pressures of meeting client demands, deadlines, and keeping on top of your game, it’s easy to develop work related anxieties. Struggling with anxiety at work can be debilitating; even the simplest tasks can become difficult to complete. Stress is often unavoidable in the working world, but it is helpful to identify key sources of stress, and have some strategies at hand to prevent it developing into a more serious problem.

Here are six simple ways to prevent stress and anxiety in the workplace.

1. Slow down. Close your eyes and focus on slow, deep breathing for several minutes until you feel yourself physically relax. This will make it easier to focus and gather your thoughts for the task at hand.
2.  Break it up. Sometimes when faced with a difficult situation, rather than tackling it head on, break it down into smaller tasks. That way, you can set goals for getting each part done. Reward yourself by taking a break in between set tasks; go for a quick walk to clear your head. 
3. Exercise. We’ve all heard that exercise plays an important role in keeping mentally healthy, and it’s true. Find and join a gym close by and go before, after or even during work. If you think you can’t handle those spin classes, make an effort to walk to and from work. Not only does being physically active improve mental health, just being outside with some natural greenery has been shown to have positive impacts to emotions and self-esteem. Every bit counts!
4.  Enjoy your social life.  Don’t forget you have a life outside of work. Catch up with friends and family to keep yourself socially active. Organise things for after work, so you have something to look forward to and keep you going throughout the day. 
5. Face your anxiety. That feeling of frustration, anger or nervousness might seem normal at first, but when it lasts a little longer than it should, it can be a good idea to talk it out to yourself, write your worries down, and actually stop and think about what is worrying you and accept the stress or anxiety might be more serious than you thought. Self-understanding is important to finding a resolution. If you think it’s weird talking it out to yourself…
6. Talk to someone else. Find a co-worker, friend, family member or a mental health professional that you are comfortable talking with. Sometimes just saying what you’re going through out loud can bring an immense amount of relief.

Stress is a normal reaction when something at work is a little more demanding or challenging. However, it’s good to learn to recognise the signs when it’s getting a bit too much for you. Many organisations have an Employee Assistance Program available to help employees enhance their health and wellbeing, and some even accommodate leave of absence from work so you can have a day away to mentally recharge. If you’re finding anxiety is getting the better of you, take a minute to discuss your options with your manager or supervisor, or contact a medical professional for extra support.

Guest Article: Culture is caught, not taught: 10 years of Kingfisher Recruitment by Ross Clennett

(L-R) Matthew, Mal and Rohan,enjoying the 2011 Kingfisher Christmas Partyat the Kyneton races In 2006 I met Mal Stuart when he attended an RCSA Leadership workshop I was running. He and his business partner, Rohan Christie had started their own recruitment agency, Kingfisher Property Recruitment, the year previously and they were now in the process of bringing another

Article source:Ross Clennett - Culture is caught, not taught: 10 years of Kingfisher Recruitment»



Check out more of Ross Clennett's work at hisblog

It’s not what you know, it’s who you know - The disadvantages of hiring friends and family

It’s not what you know, it’s who you know – The effects of nepotism in the workplace are far reaching and can impact employee morale, culture and even threaten business growth.  Nepotism is a form of discrimination in which family members or friends are hired or promoted for reasons that do not necessarily have anything to do with their experience, knowledge or skills. When personal relationships appear to take precedence over actual qualifications, the adverse effects are likely to be felt by all parties involved. 

Why does nepotism still happen?

This kind of prejudice still occurs due to a basic principle that many follow, often without realising, and that is to do with choosing what is more familiar. The saying ‘better the devil you know’ will allow people to choose someone that is ‘passable’ against someone that may be far better but still has a looming question mark around them. Some managers see that it can also be easier or quicker to choose what is under their roof rather than to seek out what may better suit their business goals.

What are the outcomes of nepotism?

One of the main complaints in a company that operates through nepotism is the obvious lack of fairness. It can result in dissatisfaction among workers and employees may have less incentive to perform if they feel that the path to promotion is undermined by nepotism. As a consequence, a company employing such tactics may find its employees looking for jobs where their talent is better recognised. Another pitfall is that by providing opportunities that are not based on merit means that managers will not give other employees a chance to develop, thus not raising the level of competency of employees or that of the business. Promoting under-qualified individuals into more senior roles can lead to an erosion of the company's leadership skills.  Nepotism can make employees feel unimportant and that their contribution to business is insignificant which can ultimately impact overall productivity and growth.  

What is the best way to tackle it?

The best way to prevent nepotism and avoid infringing the rights of the employees is to make employment decisions based on objective performance related reasons such as their skills, competencies and experience. By providing fairness and equality, employers can earn their workers’ loyalty and dedication, boost morale and achieve a more harmonious and productive workplace.

Want to learn more about testing personality directly related to your role and company?

Talent assessment and development Psychologists, Psych Press have a large selection of in-house and customisable assessment tools that link personality to performance prediction for a variety of companies. One such tool, Business Personality Reflections (BPR) has been used for a multitude of roles to ascertain a strong fit for recruiting decisions. Based on a wide field of research and multiple industry norms, this assessment provides a full report for your informed decision. To find out more visit the Psych Press Business Personality Reflections page.

 

Guest Article: Retain Your Older Workers (It’s Good for Business) by Ben

According to a recent CareerBuilder survey, more than half of workers over age 60 plan to continue working in some capacity after retiring from their current career. I’ve read about the “graying of the workforce” and the impending “brain drain” for years, and it’s easy to be overwhelmed by the topic’s sheer magnitude. And while it might be your first instinct to think that the shift is toward part-time work, the population of individuals over 65 who are pursuing full-time work has been on the rise for years. Today I’d like to share a short anecdote to help illustrate how this can play out in the real world and to teach a lesson in retaining older workers.

The Risk of Employee Retirement

When I was working as an HR Director several years back, an employee called me and told me he planned to quit. When pressed, he admitted that he liked the job and his coworkers, but he wanted to spend time with his grandchildren and pursue some hobbies.

At the time, several things were running through my head simultaneously:

• Our government customer really liked this employee and his work and would not like to lose him.


• He was in a niche role and it would be very difficult to find a backfill for his position. With him gone it would be virtually impossible to train someone without his expertise.

So instead of accepting his initial resignation request, I asked if he would talk with his family and consider working part-time a few days a week on a flexible schedule. He seemed surprised by the idea since it hadn’t occurred to him previously, and he readily agreed that it would be his preference. Let’s look at what solutions that offered:

• The customer got to keep him around, though as a part-time employee it would help with a more gentle transition to his successor. (win)


• He was able to continue doing work that he enjoyed. (win)


• I was able to find a potential backfill candidate who would be trained by this individual gradually over time, transferring much of that informal knowledge that wasn’t written down anywhere. (win)

In the end it was a success for everyone involved, and I still wonder what would have happened if we hadn’t broached the subject of continued employment.

It’s a lesson I share because as the aging workforce continues to transition away from full-time employment, this is an option that can be incredibly valuable.

An Innovative Approach to Retaining Older Workers at CVS

While this can be approached at an individual level, it’s more exciting to imagine the possibilities of this sort of program being delivered at the company level. CVS has a particularly innovative program where older workers that move south during the cold seasons of the year are offered positions that align with their lifestyle choices. Here’s the snippet from the New York Times:

In one unusual effort to encourage older workers to stay, CVS Caremark offers a “snowbird” program in which several hundred pharmacists and other employees from Northern states are transferred each winter to pharmacies in Florida and other warmer states. Suzanne Fontaine, 66, a certified pharmacy technician at a CVS in Richmond, R.I., said she would have retired years ago if the company had not let her work the winter months at a CVS in Naples, Fla., where she and her husband have a second home.

Have you had any success with transitioning your older workforce away from traditional roles? What has been the impact to the business overall with regard to retaining more senior workers?

Originally published on the Brandon Hall Group blog

The post Retain Your Older Workers (It’s Good for Business) appeared first on upstartHR.

Article source:Ben - Retain Your Older Workers (It’s Good for Business)»



Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Be Still and Know by Jay Kuhns, SPHR

Guest Article: Piece By Piece by Jay Kuhns, SPHR