“And what is it to work with love? It is to weave the cloth with threads drawn from your heart, even as if your beloved were to wear that cloth.
It is to build a house with affection, even as if your beloved were to dwell in that house.
It is to sow seeds with tenderness and reap the harvest with joy, even as if your beloved were to eat the fruit.
It is to charge all things you fashion with a breath of your own spirit, And to know that all the blessed dead are standing about you and watching.”
(Kahlil Gibran – The Prophet, 1923)
While Kahlil Gibran was able to wax lyrical about the virtues of work, the majority of employees do not feel this sort of passion for their work. We are more likely to hear “I hate my job,” or “My job is killing me,” than “I love my job and my work fulfils me.”
Modern society tends to define us by what we do for a living; our vocation is a massive part of who we are. We spend so much of our time and the best years of our adult lives working, so it is imperative that we find something that we can love.
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Would you want to be defined by a job that you merely tolerate? Or even despise?
At the same time, we – as a society that holds prestige and money in such high regard – should not push school leavers into fields of study because of financial gain or prestige; they should be encouraged to find something that brings them JOY! They should be reminded of the quote (often attributed to Confucius but there is uncertainty as to its origin) “Choose a job you love and you will never have to work a day in your life.”
On a recent trip, I had the riveting experience of engaging with someone who clearly LOVED his work. This tour guide had the most infectious passion for what he was doing. He spends every day conveying (I assume) the same information to groups of tourists at a fairly small attraction. Not for one moment did I feel that he was merely reciting what he had been instructed to. Nothing in the way he behaved gave us the impression that he found his job mundane. He made the experience. We hung onto his every word and the magic of the place was only enhanced by his attitude.
This got me thinking… how can we get our employees and colleagues to be this excited about what we do?
More and more companies have acknowledged the importance of creating a work environment that people productively enjoy and that this is great for the bottom line.
A 2013 report by Gallup Inc. revealed that only 30% of the U.S. workforce is “engaged” in their work — this means that they are passionate about their work and feel strongly committed to their companies. The other 70% percent are either “not engaged” (those who are “checked out,” putting in time but without much energy or passion) or “actively disengaged” (act out on their unhappiness, taking up more of their managers’ time and undermining what their co-workers accomplish).
The report goes on to say that actively disengaged workers are more likely to steal from their organisations, negatively influence co-workers, miss workdays and drive customers away. According to Gallup, active disengagement costs U.S. companies $450 billion to $550 billion per year!
So how do we, as HR professionals, motivate or engage our employees, not just in the interests of their productivity and our companies’ bottom lines, but so that they can have that sense of fulfilment and joy?
According to Taylor Smith, American entrepreneur, “Today’s employee needs more than a steady job, good pay, and benefits to love their jobs. They have to see work as a place they enjoy going, where they can work on things that they feel are important, and then feel valued for doing that work.”
We have learned that some of the most effective methods of improving job satisfaction are
- Flexible scheduling which allows staff to take advantage of technology to be able to work from a convenient location and work around the schedule of their family lives;
- Effective management(a topic which has warranted the publication of thousands of books!);
- Employee influence which relates to allowing the employee to have a voice in the organization and allowing creativity. (It is interesting to note that none of the top five methods relates to remuneration!)
- Professional development – employers need to identify the strengths of employees and develop them. A People Accelerator has been introduced at NATIVE VML to drive the capacity of the company by identifying skills gaps and find smart ways to fill them. This person works closely with line managers to challenge, grow and retain great people.
It is better to love your work and earn less money or have to work longer hours than to tolerate a job simply because it is convenient or because it pays well. Loving what you do will be better for the business and better for your own health and wellbeing. And as clichéd as this is, it is worth reminding ourselves of this: If you can’t change your job, change your attitude!
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How Training Your Employees Will Prepare Them For The Future
Below are just some of the ways in which training your employees will help to prepare them for the future.
Employee training is an important part of any growing business. Your staff are the backbone of your business and so should have their skills improved whenever possible. By investing in training courses for your employees, you will be preparing them for the future and helping your company keep ahead of the competition.
In order to be prepared for any future trends, you should invest in training courses for companies that focus both on your industry and on more general skills. Not convinced? Below are just some of the ways in which training your employees will help to prepare them for the future.
They will stay on top of evolving skills
In today’s technological and digitally focused world, the skills we are used to are continuously evolving. This might mean that your administrative assistant will need to be able to use chatbot technology in order to deal with client queries or that your marketing team will need to learn about a new Google algorithm as it comes out.
Having a team that is up-to-date on all the latest skills and trends is one of the major benefits of training courses for companies. It prepares them for the future by allowing them to stay on top of evolving skills that they need for working in a fast-paced environment. Their knowledge and abilities will improve, making it easier for them to adapt to any new changes that occur in technology and their skillsets.
They will be able to use the latest technology
This goes hand-in-hand with staying on top of evolving skills. Being able to use the latest technology is vital to your business’ success, and sending your staff on training courses for companies which operate in the technological world will help with this.
Imagine if you had a personal assistant who was unable to answer emails because they did not know how to access them? Or if you had a content marketing team who did not know how to resize images in Photoshop for a new campaign? This would cost you both time and money, making it difficult to keep your business operating smoothly. But sending your employees on training courses will teach them the basics of technology so they can stay abreast of new developments.
The entire team will build their knowledge
Sending your staff on a training course will help the entire team to improve and increase their knowledge. And this will help with productivity, collaboration and efficiency, all of which are expected by consumers in a world that is becoming increasingly fast-paced.
You will also be allowing those staff members with different levels of understanding of a topic to increase their knowledge on the topic. This will bring the whole team to the same level and allow everyone to have opinions and offer suggestions on issues. By having everyone on the same level, you will be creating employees who can share knowledge and collaborate on projects, finishing on time, within the budget and exceeding customer expectations.
They can prepare for redefined roles
Technology brings with it new and redefined roles for your employees to adapt to. And with new skills becoming difficult to find, smart business owners will send their staff on training courses for companies so they can learn new skills and be prepared for redefined roles.
In some cases, it might mean that your staff have to learn new automation programs that deal with workflow. This will change their role significantly as they will be working hand-in-hand (so to speak) with new software. Your employees will have to be able to adapt to and deal with a change in their role without any issues.
You might even have to assign them new roles if technology continues to advance, such as bookkeepers becoming data analysts once their roles have been automated.
You can address weakness in abilities
Preparing for the future means that you will need to look at your employees’ current performance levels. One effective way to do this is to take part in training courses for companies. This will allow you to see what weaknesses your employees might have and address and rectify them.
You can prepare them for the future by working on their present. Training courses will show them what areas they might need to improve on and work towards bettering their skills. Not only will this help to build their futures in your company, but you will also be helping your company have an edge over the competition. Well-informed and well-trained employees are ideal for building business success.
Sending your employees for training courses not only helps to improve your business but can build up their futures immensely. It will also help your employees to prepare for the future and allow them to easily adapt to any new roles, technology and trends. Their skills will improve and they will be able to stay up-to-date with everything that is happening in your industry.
Take Responsibility For Your Company’s Culture To Boost Productivity
A healthy culture isn’t a nice-to-have but a must-have.
Whether you’re running an early-stage startup or a fast-growing company, every organisation has a culture. And it can determine whether your business succeeds or fails.
Your company’s culture comprises the actual work environment for your team and the standards everyone is held to. It also dictates how colleagues interact and communicate and the values and beliefs of your team. In fact, one survey shows that 86 percent of employees believe their company’s culture influences how productive they are.
No wonder Arianna Huffington has described corporate culture as “a company’s immune system.”
“Ultimately,” she says, “your health depends on your immune system.” Here are four ways a healthy company culture boosts morale and productivity.
It makes employees happy
A study conducted by economists at the University of Warwick found that happiness led to a 12 percent spike in productivity, while unhappy workers were 10 percent less productive. As the research team states, “We find that human happiness has large and positive causal effects on productivity. Positive emotions appear to invigorate human beings.”
If you have employees who dread coming into work and are spending more time looking at the clock than working, how productive do you really think they are? What’s more, happier employees tend to work better with others, solve problems instead of complain about them and make fewer mistakes. They also have more energy and motivation, which helps them learn faster and make better decisions.
It promotes collaboration and stronger relationships
A healthy and positive company culture encourages your teammates to get to know one another. That friendly chatter eventually leads people to feel comfortable enough to share advice, opinions and ideas.
When there’s a large project looming, your team members will be able to work together faster and more efficiently because they know how to communicate. More importantly, this leads to your team building friendships – which has been found to increase productivity and engagement.
“People are more creative and productive when they experience more positive inner work life, including more positive emotions, stronger motivation toward the work itself and more positive perceptions of the organisation,” says Harvard Business School Professor Teresa Amabile, who co-authored “The Progress Principle.”
It inspires creativity
Let’s say that an employee or colleague comes to you with a suggestion. If you immediately dismiss her idea, do you think she’ll come to you the next time she has an “aha” moment?
Healthy company cultures encourage people to be creative through brainstorming sessions and new responsibilities. This not only gives them a chance to be heard, but it also helps them look for unique ways to solve problems.
It influences individual mindsets
Company culture also affects how each team member views his or her individual performance. It shouldn’t comes as a surprise, then, that healthy cultures foster more high-performing team members. Aaron Schmookler, leadership coach and co-founder of TheYesWorks, a training and team-building organization, calls this positive peer pressure.
“Why do aspiring Olympians train with other aspiring Olympians?” he asks. “In part, they want the high-performance drive to rub off on them if they don’t have as much of it as they wish.”
According to Schmookler, even when someone already has a high-performance mindset, she’ll want to keep it and deepen it so she can keep pushing forward. Being surrounded by others pushing for greatness makes the hard work feel easy.
Schmookler also says the opposite is true.
“We’ve all heard of workplaces where a new person comes into a low-performance culture and people tell them, ‘slow down.’ ‘You’re making us look bad.’ High-performance cultures have people who instead say, ‘Pick it up. You can do it.’”
How to avoid toxicity
There’s a strong correlation between morale and productivity. If you want your team to be more productive, you’re going to have to foster a healthy and positive work culture. Emma Seppala, Ph.D., and Kim Cameron, Ph.D., suggest in Harvard Business Review that you can achieve this by fostering social connections.
Encourage your teammates to get to know each other by hosting social events or having them eat lunch together. You must also get away from your desk and have face-to-face interactions with your team. Go out of your way to help as well.
Leaders who are fair and self-sacrificing inspire employees to become more loyal and committed. If your team is swamped, step in to help. Encourage people to talk to you – don’t brush someone off when he has a problem. It gets the problem off his mind, which means he can focus on work.
A healthy culture isn’t a nice-to-have but a must-have. Culture exists, whether we actively cultivate it or let it develop on its own. To get the most productivity you can, make sure to build an environment where people feel respected and inspired. It will not only make your employees happier, but it will also fuel high-quality work.
This article was originally posted here on Entrepreneur.com.
Why You Should Gamify Your Business
Businesses do not succeed unless we understand why they operate and what their founder’s intentions are for creating the business.
Sweat pouring down his forehead, staring intently at the chessboard, an anxious Bobby Fischer faces imminent defeat. A few uncharacteristic blunders at the beginning of the game has the audience on pins and needles. It’s the height of the cold war and a stalemate between Boris Spassky has an unnatural weight for a chess match. The cameras cramp the space, distracting Fischer and causing him to throw the game. Then another.
Anxiety is higher than ever. Finally, Fischer demands that cameras stop piercing the so-called “Match of the Century.” Then, suddenly, he began to win. He won again and again until finally, he was unstoppable. Final score: Fischer, 12 and one half, Spassky, 8 and one half. Fischer was now the undisputed world champion and the world couldn’t stop talking about it.
Why games motivate us so deeply
How could a game, a game that later wasn’t even televised, capture the world’s attention? How could a simple chess match capture the imagination of an entire generation?
Games are powerful things. Unlike real life, games have clear goals, constant coaching, and immediate feedback. There are points, winners, losers, upsets, dark horses, and reigning champions. Everything is organised in a refreshingly understandable, trackable way. Experiences are tallied into points, matches are organised into tournaments with the promise of prizes, advancement, and adulation.
Gamification, in this sense, is actually quite old. It has been practiced for generations. For time immemorial, games have taught us important skills, both technical and social. Now, however, a few game changers are using gamification to create outstanding products and drive business goals.
How gamifying a business task works
In business practices, you can use gamification to help motivate employees and to understand the motivations of your customers, clients, and business partners. When put into practice, this can mean major surges in productivity and profitability. Think about it: We often have friendly competitions among team members to help motivate them to perform to the best of their ability. This is a simple gamification strategy that can be implemented in any business to a wonderful result.
Gamification, according to Yu-kai Chou, author of Actionable Gamification and pioneer within the gamification industry, is a mixture of game design, gaming dynamics, motivational psychology, user experience design, neurobiology, technology platforms, and behavioural economics. This may sound like a loose classification of complex and disparate fields, but it’s actually an adept definition of an all-encompassing philosophy on life and what motivates us to do what we do in our daily lives.
The drives that motivate us
What about gamification makes the philosophy so effective? There are eight core principles that are considered what is called the “octalysis,” a conceptualisation created by Yu-kai Chou. Basically, Chou posits that eight core drives motivate us in every facet of our lives. Not only can we use these drives in our personal lives, we can also use them in our work and business lives.
A mixture of drives can give us varying degrees of interest, dedication, and motivation. These core drives are as follows according to the octalysis: meaning, accomplishment, empowerment, ownership, social influence, unpredictability, scarcity, and avoidance.
The last three mentioned on the list can be used in negative ways to achieve participation. For example, using avoidance, or the feeling that you must act in order not to lose something can cause people to feel manipulated in the long-term. However, avoidance can be built into your motivation matrix if used properly and sparingly.
Truly, each drive has to be used with context, in the same way employing avoidance has to be monitored and managed. All these motivations can be employed to help better your organisation by finding those key intrinsic and extrinsic motivators that help you accomplish your business goals.
Gamification is the simple practice of identifying motivating factors and qualifying them through a myriad of ways.
In some cases, gamification boils down to simply analysing our motivations accurately so that we can either change them or manipulate them to better serve us. There is no better arena for this time of analysis and planning than business.
Businesses do not succeed unless we understand why they operate and what their founder’s intentions are for creating the business.
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