The document provides guidance for remote working and managing remote teams during a crisis. It suggests establishing frequent communication with clear expectations. Use collaboration technology to maintain connections and consider individual preferences for communication. Offer encouragement and support for wellbeing. Social interaction is important to prevent isolation, so encourage virtual informal meetings. Take care of your own wellbeing as well.
Forward-thinking organisations are constantly on the lookout for the right leaders to help drive growth and stay competitive.
To stay top of the mind means having the right leader at the helm of affairs. It doesn’t matter the depth of your investment, with the wrong set of leaders,your organisation will struggle.
You sure want a leader that can inspire employees and serve as a rallying point.
The right leadership remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape. Therefore, securing the right leadership for your organisation is imperative.
In this deck, you will learn how to help your organisation to scale and remain competitive with the right leadership.
You’ll also learn,
• What today’s leadership entails
• What it means to be a Collaborative leader
• Six reasons to adopt a Collaborative leadership style
• The benefits of Collaborative leadership to your organisation
This document discusses managing remote teams and provides strategies for addressing common challenges. It notes that remote work is increasing and outlines issues like communication, relationships, and leadership that are harder without in-person interaction. To address these challenges, the document recommends using tools to enhance collaboration, adopting servant leadership practices, and focusing on engagement, visualization, facilitation and socialization. It demonstrates a collaboration tool and emphasizes the importance of good relationships, proper communication tools, and leader support for effective remote teamwork.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
This document presents information on the glass ceiling phenomenon in organizations. It defines the glass ceiling as an invisible barrier that prevents women and minorities from advancing to higher level positions, despite qualifications. The summary discusses some key points:
- Studies have shown that women and minorities receive lower customer satisfaction ratings and are seen as less competent than equally performing men.
- Women hold only 16% of top executive positions in large companies. There are also gaps in earnings and full-time employment rates between men and women.
- Factors like family responsibilities, lower pay, discrimination, job segregation and harassment can prevent women from rising in corporations.
- Approaches to addressing the glass ceiling include encouraging assimilation of masculine traits,
After the Pandemic: Leadership in a Hybrid WorkplaceCynthia Clay
This document discusses leadership challenges in a hybrid workplace after the pandemic. It highlights that remote work has been successful for many employees and employers. While remote work provides benefits like work-life balance and savings, leaders face challenges like maintaining productivity, motivation and a sense of belonging for remote employees. Managing teams virtually requires different skills around communication, inclusion and social connection. Moving forward, companies are considering hybrid models that balance remote and in-office work, but optimizing this requires investments in tools and training leaders for virtual management.
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
This document provides 12 practices for effectively managing a remote team. It recommends hiring remote workers suited for independent work, clearly communicating project goals and objectives, scheduling regular communication check-ins, using the proper collaboration tools, ensuring worker comfort, addressing requests for help, maintaining process documents, promoting a positive team culture, providing feedback, and addressing legal requirements. Following these practices can help remote supervisors increase productivity, accountability and job satisfaction among their virtual workers.
David Zinger created an employee engagement model with symbols located in different areas to represent key aspects of engagement. The model focuses on achieving results through crafting strategy, enlivening roles, and performing work. It also emphasizes getting connected, being authentic, and living recognition to fully engage. Additional areas identify with the organization, build community, and serve customers. The model further develops employees personally by leveraging their energies and attaining happiness.
Published Article on Employee Engagement and Employment Value Propositionbheger
This document summarizes a pilot study examining the relationships between an organization's employment value proposition (EVP), employee engagement, and business outcomes. The study assessed EVP and engagement levels through an online survey of 614 employees. Preliminary findings showed relationships between EVP fulfillment and intention to stay, an engagement component. However, relationships between engagement measures and business outcomes like profit and productivity were not as strong. The authors recommend improving future studies through refined measures and linking engagement to outcomes over multiple time periods.
Forward-thinking organisations are constantly on the lookout for the right leaders to help drive growth and stay competitive.
To stay top of the mind means having the right leader at the helm of affairs. It doesn’t matter the depth of your investment, with the wrong set of leaders,your organisation will struggle.
You sure want a leader that can inspire employees and serve as a rallying point.
The right leadership remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape. Therefore, securing the right leadership for your organisation is imperative.
In this deck, you will learn how to help your organisation to scale and remain competitive with the right leadership.
You’ll also learn,
• What today’s leadership entails
• What it means to be a Collaborative leader
• Six reasons to adopt a Collaborative leadership style
• The benefits of Collaborative leadership to your organisation
This document discusses managing remote teams and provides strategies for addressing common challenges. It notes that remote work is increasing and outlines issues like communication, relationships, and leadership that are harder without in-person interaction. To address these challenges, the document recommends using tools to enhance collaboration, adopting servant leadership practices, and focusing on engagement, visualization, facilitation and socialization. It demonstrates a collaboration tool and emphasizes the importance of good relationships, proper communication tools, and leader support for effective remote teamwork.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
This document presents information on the glass ceiling phenomenon in organizations. It defines the glass ceiling as an invisible barrier that prevents women and minorities from advancing to higher level positions, despite qualifications. The summary discusses some key points:
- Studies have shown that women and minorities receive lower customer satisfaction ratings and are seen as less competent than equally performing men.
- Women hold only 16% of top executive positions in large companies. There are also gaps in earnings and full-time employment rates between men and women.
- Factors like family responsibilities, lower pay, discrimination, job segregation and harassment can prevent women from rising in corporations.
- Approaches to addressing the glass ceiling include encouraging assimilation of masculine traits,
After the Pandemic: Leadership in a Hybrid WorkplaceCynthia Clay
This document discusses leadership challenges in a hybrid workplace after the pandemic. It highlights that remote work has been successful for many employees and employers. While remote work provides benefits like work-life balance and savings, leaders face challenges like maintaining productivity, motivation and a sense of belonging for remote employees. Managing teams virtually requires different skills around communication, inclusion and social connection. Moving forward, companies are considering hybrid models that balance remote and in-office work, but optimizing this requires investments in tools and training leaders for virtual management.
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
This document provides 12 practices for effectively managing a remote team. It recommends hiring remote workers suited for independent work, clearly communicating project goals and objectives, scheduling regular communication check-ins, using the proper collaboration tools, ensuring worker comfort, addressing requests for help, maintaining process documents, promoting a positive team culture, providing feedback, and addressing legal requirements. Following these practices can help remote supervisors increase productivity, accountability and job satisfaction among their virtual workers.
David Zinger created an employee engagement model with symbols located in different areas to represent key aspects of engagement. The model focuses on achieving results through crafting strategy, enlivening roles, and performing work. It also emphasizes getting connected, being authentic, and living recognition to fully engage. Additional areas identify with the organization, build community, and serve customers. The model further develops employees personally by leveraging their energies and attaining happiness.
Published Article on Employee Engagement and Employment Value Propositionbheger
This document summarizes a pilot study examining the relationships between an organization's employment value proposition (EVP), employee engagement, and business outcomes. The study assessed EVP and engagement levels through an online survey of 614 employees. Preliminary findings showed relationships between EVP fulfillment and intention to stay, an engagement component. However, relationships between engagement measures and business outcomes like profit and productivity were not as strong. The authors recommend improving future studies through refined measures and linking engagement to outcomes over multiple time periods.
Leading Remotely: The Keys to Being a Long-Distance LeaderBizLibrary
The reality of being a leader in the working world today means that all those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges.
If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people, and creating the results needed by your team. Presented by Kevin Eikenberry, a leadership expert who leads a remote team himself, you will leave this engaging and interactive webinar with new skills and the confidence to use them.
In this webinar, you'll learn:
The biggest challenges remote leaders face
How to systematically overcome these challenges
How to take advantage of the opportunities remote teams can offer
The document discusses the SCARF model and its relevance for leaders. It explains that the SCARF model evaluates how our brains respond to social interactions that impact our Status, Certainty, Autonomy, Relatedness, and Fairness. It provides tips for leaders to be aware of these domains and ensure their team feels safe, informed, empowered, included, and treated fairly to optimize engagement and performance. Leaders should focus on open communication, giving team members choices and credit, building trust and friendliness, and applying standards equitably. Understanding the SCARF model can help leaders strengthen their relationships and culture.
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
The document outlines an leadership development program that aims to help participants 1) develop leadership skills and strategies, 2) assess their leadership competence, 3) improve their coaching abilities, and 4) build professional networks. It provides details on program objectives, structure, content including modules on creating organizational leadership, understanding oneself and others, developing potential in others, and influential leadership. The agenda covers reviewing participants' applications of program content and concluding their action plans.
The Lean Product Lifecycle Book- Product Innovation & Business Growth (Craig ...strongandagile.co.uk
An overview on how The Lean Product Lifecycle can transform your business to simultaneously innovate and grow by taking on insights from Venture Capital, Private Equity, Budgeting, Agile, Lean, Lean Startup, Beyond Budgeting and more.
Know how to take your idea and build a successful business.
This document discusses the importance of diversity and cultural competency in leadership. It argues that diversity, when properly leveraged, can power innovation and drive business success in today's global environment. The document outlines four forces shaping the new mindset of inclusiveness that leaders must adopt: 1) economic and social forces, 2) demographic shifts, 3) globalization, and 4) demands for diversity from stakeholders. It also notes that diversity today encompasses more than just differences in race and gender, and that leaders must view diversity as a key part of corporate strategy with major financial implications.
• Matrix structures combine the benefits of traditional functional & product / service based structures. In a matrix reporting channels form a grid, and employees typically report to both a functional leader as well as a product or service based leader.
• Prior to adoption, an organization should understand the advantages and challenges associated with the matrix structure, as well as how such structure would address the specific needs of the current and future business. Matrix structures have several advantages over conventional one, such as flexible allocation of resources, increase information flow & increase employee autonomy. However, in addition to being extremely difficult to implement and sustain, matrix structures can incur greater overhead costs and increase internal competition for limited resources.
• If an organization decides to adopt a matrix , then it should be aware that, to succeed, the transition will require significant investment of both time and effort. Simply adopting a matrix structure is no guarantee for success, and such fundamental changes to an organization are not made swiftly. Organizations should acknowledge that changing cultural attitudes and norms, increasing levels of emotional intelligence and awareness, and developing effective training for employees and leaders are all critical components in maximising a matrix structure’s potential success.
• Organizations also should give thought to how they will navigate the unique challenges associated with successfully adopting a matrix structure, such as the increased potential for misaligned goals, unclear roles, responsibilities , ambiguous authority, the lack of matrix guardianship and silo- focused employees.
The document provides tips for business coaches to help improve team performance. It suggests that leaders first clarify the exact problems with underperforming team members through respectful conversations. Leaders should be open to feedback from team members and individualize their approach based on each person's unique needs. Goals and expectations should be set clearly, and improvement should be rewarded while lack of progress may require warnings or potentially letting an incompatible employee go.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
The document discusses five steps to building a leadership brand. The first step is to develop a leadership code and put leaders in unfamiliar situations to demonstrate the code. The second step is to develop a leadership statement and incorporate the mission statement into leadership development while aligning individual brands. The third step is to periodically assess leadership from the customer's point of view and its impact on employee commitments. The fourth step is to involve customers in the design of training programs and have them serve as experts. The fifth step is to develop strong leadership benches that are resilient to changes and track long-term market success.
The Role of Leadership in Driving Excellencetheojamison
This presentation outlines what impedes organizations from achieving excellence, and leadership\'s role in creating and sustaining a culture of excellence.
Michael Netzley, PhD is the Academic Director of SMU's Executive Development office where he delivers courses on leadership, implementation, change management, strategy, and digital media. He currently serves as the faculty programme director for two of SMU's programs - Aligning to Win: Excellence in Strategic Implementation and Change Management and the EXCELerator Leadership Programme. Previously, he was faculty director of the Wharton-SMU Strategic Leadership and Change Management Program. The document discusses leadership branding and assessing leaders against an organization's leadership brand. It provides five steps for evaluating leadership brand and ensuring it represents the organization well to stakeholders.
research project - organizational changeAdelia Kolbe
This document summarizes a research project on the impact and effect of change in an organization. The organization has undergone changes relating to global improvement initiatives that have led to issues like poor timekeeping, absenteeism, and staff leaving. The research aims to define change, explain factors that cause change, describe the change process and challenges in managing change through a study of the GSK Cape Town site. It will review literature on topics like creating a culture of change, factors that drive change, models of the change process, and challenges faced by management in change implementation.
The key to a successful business is customer loyalty. Building enduring business relationships is a timeless strategy that transcends factors that are out of a service organization’s control, including technological changes, economies of scale, and exchange rates. Solid customer loyalty serves as insurance against the risks of a commodity being viewed as replaceable or interchangeable.
To access business book summaries, please visit http://www.bizsum.com.
NEXT GENERATION RECRUITING: PROVEN STRATEGIES TO CONNECT AND ENGAGE GENERATION ZHuman Capital Media
Meet the generation that's never been offline. Generation Z — born after 1998 — is pouring into the workforce. They have an entirely different approach to communication, career and work than previous generations (even millennials). Growing up enabled and empowered by a tech-heavy and digital world, Generation Z has new strengths, weaknesses, needs and wants. Understand Generation Z and how best to recruit, connect and engage this unprecedented generation. This program is packed with practical ways to attract Generation Z.
ATTENDEES GAIN:
Insights into Generation Z values, behaviors, motivators and expectations.
Insights into how Generation Z is different from millennials.
Perspectives of what Generation Z wants in a job and employer.
Strategies that are proven and actionable to attract and engage Generation Z.
Best-in-class examples of organizations successfully recruiting Generation Z.
Ability to effectively recruit Generation Z.
The world of employee management has undergone a rapid and evolving change. #Leaders and #managers have navigated unexpected and challenging times. Workers worldwide are rethinking where and how they work and why they work where they do. The need to re-evaluate #culture, #technology, and #Management Practices is greater today than it ever has been before.
With the continued shift towards #HybridWork, the importance of a physical workplace has decreased, and the importance of cultural and technological advantage has become more evident. What are organizations looking to do in the future to continue to improve the employee experience, and what successes are they having now as they try new tools, methods, and approaches?
Today, leaders and managers have new digitally-enabled options from new mainstream categories of digital employee management tools like #Ally.io for #ObjectiveManagement / #Goal Management to #Microsoft Viva Insights for improving how we, our teams, and our organization work. The demands of employees are higher than ever when it comes to learning and can only be met with pro-active and #Connected Learning initiatives like those powered by #Microsoft Viva Learning, while #Employee Recognition, #Employee Connection, and #Employee Networking remain essential areas of focus during a time of considerable workforce change.
Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on #Microsoft365 and Asif Rehmani, MVP, a Microsoft MVP and expert on #Adoption and #Learning, as they share insight on how to better plan for, prepare for and benefit from the #Future Of Employee Management.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
Are challenging conversations causing unnecessary stress and discomfort? Imagine being able to navigate these tough discussions with confidence and poise, fostering understanding and cooperation.
Difficult conversations are an inevitable part of life, both personally and professionally. Whether you’re dealing with conflicts, delivering constructive feedback, or addressing sensitive topics, mastering the art of communication can turn these challenges into opportunities for growth.
In this deck, you will understand the importance of having difficult conversations.
You will also learn,
• Sources of difficult conversations at the workplace
• Negative and positive outcomes of difficult conversations
• How to manage a difficult conversation
• Tips for business leaders to navigate a difficult conversation
The document describes a 12-hour webinar series on sustainability for the workforce. It aims to help align employees' mindsets, engage them, and equip them with skills for changed work environments. The webinars will cover topics like goal-setting, communication, leadership, and time management. Organizations will benefit from a more motivated and productive workforce that can adapt together. Individuals will gain lifelong learning skills. The webinars will take place every two weeks for one hour each over 12 sessions.
The document provides tips on writing an effective resignation letter for employees. It recommends keeping the letter brief and to the point by stating the intention to resign, referring to the notice period, and optionally thanking the company for the experience gained. It advises against including reasons for leaving, as there is a risk of misunderstanding that could remain in HR records. The document also contains information on recent recruitment trends focusing on candidate rights and privacy, essential skills for effective work like time management and communication, managing stress, and the importance of ongoing career development and learning.
Leading Remotely: The Keys to Being a Long-Distance LeaderBizLibrary
The reality of being a leader in the working world today means that all those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges.
If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people, and creating the results needed by your team. Presented by Kevin Eikenberry, a leadership expert who leads a remote team himself, you will leave this engaging and interactive webinar with new skills and the confidence to use them.
In this webinar, you'll learn:
The biggest challenges remote leaders face
How to systematically overcome these challenges
How to take advantage of the opportunities remote teams can offer
The document discusses the SCARF model and its relevance for leaders. It explains that the SCARF model evaluates how our brains respond to social interactions that impact our Status, Certainty, Autonomy, Relatedness, and Fairness. It provides tips for leaders to be aware of these domains and ensure their team feels safe, informed, empowered, included, and treated fairly to optimize engagement and performance. Leaders should focus on open communication, giving team members choices and credit, building trust and friendliness, and applying standards equitably. Understanding the SCARF model can help leaders strengthen their relationships and culture.
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
The document outlines an leadership development program that aims to help participants 1) develop leadership skills and strategies, 2) assess their leadership competence, 3) improve their coaching abilities, and 4) build professional networks. It provides details on program objectives, structure, content including modules on creating organizational leadership, understanding oneself and others, developing potential in others, and influential leadership. The agenda covers reviewing participants' applications of program content and concluding their action plans.
The Lean Product Lifecycle Book- Product Innovation & Business Growth (Craig ...strongandagile.co.uk
An overview on how The Lean Product Lifecycle can transform your business to simultaneously innovate and grow by taking on insights from Venture Capital, Private Equity, Budgeting, Agile, Lean, Lean Startup, Beyond Budgeting and more.
Know how to take your idea and build a successful business.
This document discusses the importance of diversity and cultural competency in leadership. It argues that diversity, when properly leveraged, can power innovation and drive business success in today's global environment. The document outlines four forces shaping the new mindset of inclusiveness that leaders must adopt: 1) economic and social forces, 2) demographic shifts, 3) globalization, and 4) demands for diversity from stakeholders. It also notes that diversity today encompasses more than just differences in race and gender, and that leaders must view diversity as a key part of corporate strategy with major financial implications.
• Matrix structures combine the benefits of traditional functional & product / service based structures. In a matrix reporting channels form a grid, and employees typically report to both a functional leader as well as a product or service based leader.
• Prior to adoption, an organization should understand the advantages and challenges associated with the matrix structure, as well as how such structure would address the specific needs of the current and future business. Matrix structures have several advantages over conventional one, such as flexible allocation of resources, increase information flow & increase employee autonomy. However, in addition to being extremely difficult to implement and sustain, matrix structures can incur greater overhead costs and increase internal competition for limited resources.
• If an organization decides to adopt a matrix , then it should be aware that, to succeed, the transition will require significant investment of both time and effort. Simply adopting a matrix structure is no guarantee for success, and such fundamental changes to an organization are not made swiftly. Organizations should acknowledge that changing cultural attitudes and norms, increasing levels of emotional intelligence and awareness, and developing effective training for employees and leaders are all critical components in maximising a matrix structure’s potential success.
• Organizations also should give thought to how they will navigate the unique challenges associated with successfully adopting a matrix structure, such as the increased potential for misaligned goals, unclear roles, responsibilities , ambiguous authority, the lack of matrix guardianship and silo- focused employees.
The document provides tips for business coaches to help improve team performance. It suggests that leaders first clarify the exact problems with underperforming team members through respectful conversations. Leaders should be open to feedback from team members and individualize their approach based on each person's unique needs. Goals and expectations should be set clearly, and improvement should be rewarded while lack of progress may require warnings or potentially letting an incompatible employee go.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
The document discusses five steps to building a leadership brand. The first step is to develop a leadership code and put leaders in unfamiliar situations to demonstrate the code. The second step is to develop a leadership statement and incorporate the mission statement into leadership development while aligning individual brands. The third step is to periodically assess leadership from the customer's point of view and its impact on employee commitments. The fourth step is to involve customers in the design of training programs and have them serve as experts. The fifth step is to develop strong leadership benches that are resilient to changes and track long-term market success.
The Role of Leadership in Driving Excellencetheojamison
This presentation outlines what impedes organizations from achieving excellence, and leadership\'s role in creating and sustaining a culture of excellence.
Michael Netzley, PhD is the Academic Director of SMU's Executive Development office where he delivers courses on leadership, implementation, change management, strategy, and digital media. He currently serves as the faculty programme director for two of SMU's programs - Aligning to Win: Excellence in Strategic Implementation and Change Management and the EXCELerator Leadership Programme. Previously, he was faculty director of the Wharton-SMU Strategic Leadership and Change Management Program. The document discusses leadership branding and assessing leaders against an organization's leadership brand. It provides five steps for evaluating leadership brand and ensuring it represents the organization well to stakeholders.
research project - organizational changeAdelia Kolbe
This document summarizes a research project on the impact and effect of change in an organization. The organization has undergone changes relating to global improvement initiatives that have led to issues like poor timekeeping, absenteeism, and staff leaving. The research aims to define change, explain factors that cause change, describe the change process and challenges in managing change through a study of the GSK Cape Town site. It will review literature on topics like creating a culture of change, factors that drive change, models of the change process, and challenges faced by management in change implementation.
The key to a successful business is customer loyalty. Building enduring business relationships is a timeless strategy that transcends factors that are out of a service organization’s control, including technological changes, economies of scale, and exchange rates. Solid customer loyalty serves as insurance against the risks of a commodity being viewed as replaceable or interchangeable.
To access business book summaries, please visit http://www.bizsum.com.
NEXT GENERATION RECRUITING: PROVEN STRATEGIES TO CONNECT AND ENGAGE GENERATION ZHuman Capital Media
Meet the generation that's never been offline. Generation Z — born after 1998 — is pouring into the workforce. They have an entirely different approach to communication, career and work than previous generations (even millennials). Growing up enabled and empowered by a tech-heavy and digital world, Generation Z has new strengths, weaknesses, needs and wants. Understand Generation Z and how best to recruit, connect and engage this unprecedented generation. This program is packed with practical ways to attract Generation Z.
ATTENDEES GAIN:
Insights into Generation Z values, behaviors, motivators and expectations.
Insights into how Generation Z is different from millennials.
Perspectives of what Generation Z wants in a job and employer.
Strategies that are proven and actionable to attract and engage Generation Z.
Best-in-class examples of organizations successfully recruiting Generation Z.
Ability to effectively recruit Generation Z.
The world of employee management has undergone a rapid and evolving change. #Leaders and #managers have navigated unexpected and challenging times. Workers worldwide are rethinking where and how they work and why they work where they do. The need to re-evaluate #culture, #technology, and #Management Practices is greater today than it ever has been before.
With the continued shift towards #HybridWork, the importance of a physical workplace has decreased, and the importance of cultural and technological advantage has become more evident. What are organizations looking to do in the future to continue to improve the employee experience, and what successes are they having now as they try new tools, methods, and approaches?
Today, leaders and managers have new digitally-enabled options from new mainstream categories of digital employee management tools like #Ally.io for #ObjectiveManagement / #Goal Management to #Microsoft Viva Insights for improving how we, our teams, and our organization work. The demands of employees are higher than ever when it comes to learning and can only be met with pro-active and #Connected Learning initiatives like those powered by #Microsoft Viva Learning, while #Employee Recognition, #Employee Connection, and #Employee Networking remain essential areas of focus during a time of considerable workforce change.
Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on #Microsoft365 and Asif Rehmani, MVP, a Microsoft MVP and expert on #Adoption and #Learning, as they share insight on how to better plan for, prepare for and benefit from the #Future Of Employee Management.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
Are challenging conversations causing unnecessary stress and discomfort? Imagine being able to navigate these tough discussions with confidence and poise, fostering understanding and cooperation.
Difficult conversations are an inevitable part of life, both personally and professionally. Whether you’re dealing with conflicts, delivering constructive feedback, or addressing sensitive topics, mastering the art of communication can turn these challenges into opportunities for growth.
In this deck, you will understand the importance of having difficult conversations.
You will also learn,
• Sources of difficult conversations at the workplace
• Negative and positive outcomes of difficult conversations
• How to manage a difficult conversation
• Tips for business leaders to navigate a difficult conversation
The document describes a 12-hour webinar series on sustainability for the workforce. It aims to help align employees' mindsets, engage them, and equip them with skills for changed work environments. The webinars will cover topics like goal-setting, communication, leadership, and time management. Organizations will benefit from a more motivated and productive workforce that can adapt together. Individuals will gain lifelong learning skills. The webinars will take place every two weeks for one hour each over 12 sessions.
The document provides tips on writing an effective resignation letter for employees. It recommends keeping the letter brief and to the point by stating the intention to resign, referring to the notice period, and optionally thanking the company for the experience gained. It advises against including reasons for leaving, as there is a risk of misunderstanding that could remain in HR records. The document also contains information on recent recruitment trends focusing on candidate rights and privacy, essential skills for effective work like time management and communication, managing stress, and the importance of ongoing career development and learning.
Creating a Great culture for remote teams Deepa Kartha
Remote working is here to stay for the foreseeable future. When companies started working remotely earlier in 2020, the focus was on the basics - connectivity, tools, access, ability to work from home with commitments and distractions like children and care giving - the focus was at the business continuity level. With this situation dragging out for a longer time organizations have to figure out how they create a thriving culture with their remote teams. Most companies are starting from square-one and relearning how to create their culture.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
Nick krest - skills for a successful management careerNickkrest
Effective leaders must master all forms of communication including written, verbal and listening skills. As a team manager you're the line of communication between frontline staff and senior management.
How can organizations promote individual engagement to meet the extreme challenges and uncertainty of the times? And what can PXT Select™ do to help?
We explore the answers to these questions in Managing Rapid Change Through Employee Engagement.
Poor communication in the workplace can lead to assumptions, information hoarding, lack of feedback and psychological safety issues. This impacts employee motivation and productivity, negatively affecting customer service delivery. To address this, managers should clearly communicate expectations and responsibilities, provide frequent feedback, recognize knowledge sharing, and use tools to improve asynchronous collaboration and overcome communication barriers between remote employees. Fostering strong communication through transparency and openness builds employee satisfaction and innovation.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
This document discusses the importance of effective communication from leaders during times of change. It provides tips for CEOs on how to communicate their vision and strategy to employees. Some key points include:
1) When an organization is undergoing change, it is crucial for the leader to communicate clearly with all stakeholders to provide information, motivation, and reduce uncertainty.
2) Effective communication involves explaining the reasons for change, goals, impacts, and benefits in a way that is clear, consistent, and connects emotionally.
3) Leaders must communicate their vision consistently and ensure all employees understand their role. They should also address issues, praise contributions, and keep people informed of progress.
This document provides guidance on motivating employees through leadership. It discusses how successful leaders empower employees to make decisions, share information, and try new things. Motivated employees are important for a company's success. The document outlines several strategies for motivating employees, including focusing on the bigger picture, emphasizing process, building employee involvement, recognizing achievement, and spreading positive energy. It discusses the importance of feedback, incentives, and creating a positive work environment to retain top talent. Motivating different employees requires understanding individual needs and creating a plan with varied strategies.
This document provides guidance on motivating employees in 5 chapters. Chapter 1 discusses the importance of focusing on the bigger picture to provide employees with clear strategies and direction. It emphasizes that motivated employees are vital for business success. Chapter 2 will cover emphasizing the importance of process. Chapter 3 will discuss building employees' involvement. Chapter 4 will cover recognizing achievement. And Chapter 5 will spread positive energy to others. Motivation is important for maximizing employee performance and business outcomes. Different factors can motivate or cause stress, so managing stress is important. The document will explore motivation theories to help employees perform well while reducing workplace stress.
Soft skills such as communication, collaboration, and relationship building are becoming increasingly important for workforces. While employees may have strong technical skills, many lack soft skills like teamwork, leadership, and communication. This can create a "soft skills gap" where organizations are unable to fully capitalize on their employees' expertise. In order to close this gap, companies should evaluate employees' interpersonal skills and encourage soft skills development through training programs focused on listening, conflict resolution, and relationship building. A proposed 30-hour soft skills enhancement program would address this need through activity-based workshops or regular sessions using multimedia and interactions.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
The document summarizes a variety of workshops offered by gluetogether to empower employees and improve performance. The workshops cover topics such as influencing skills, communicating difficult messages, assertiveness, creative problem solving, time management, leadership development, managing change, and business skills. Attendees would learn practical tools and strategies to strengthen their abilities in areas like communication, conflict management, delegation, motivation, and goal setting. The workshops aim to help professionals develop key skills for both career success and personal growth.
To re-engage employees, leaders must understand why workers feel disconnected through fact-finding, address issues like burnout, provide growth opportunities, and help employees see how their work contributes to organizational success. Regular feedback, participation, clear expectations, and ensuring personal goals align with company goals are also important for engagement. With the right workplace conditions and management practices, leaders can renew employees' commitment and pride in their work.
This document provides leadership lessons drawn from history's greatest leaders. It discusses the importance of aligning employee expectations with the employment contract to avoid issues like presenteeism. Developing leaders within the organization is key, with managers taking a parental approach to find employees' talents, give regular feedback, empower decision making, and recognize contributions. Determination is a crucial quality for managers to have in order to convince others of their leadership and achieve goals. Living fully for the job and working fearlessly are emphasized.
Digital awareness combines traditional PR, content marketing, social media, and search to spread news further and faster to target audiences online. It allows creating conversations rather than just sharing static news. The document discusses using social media and blogs to create dialogue in addition to sharing news. It also provides three main guidelines for knowing, crafting, and training team communication styles and word usage. The objectives discuss repurposing content into different formats like blogs, articles and social media to further spread messages. Lastly, it talks about no longer using silos and instead promoting content across different channels for more exposure.
Digital awareness combines traditional PR, content marketing, social media, and search to spread news further and faster to target audiences online. It allows creating conversations rather than just sharing static news. The document discusses using social media and blogs to create dialogue in addition to sharing news. It also provides three main guidelines for knowing, crafting, and training team communication styles and word usage. The objectives discuss repurposing content into different formats like blogs, articles and social media to further spread messages. Lastly, it talks about no longer having communication silos and integrating cross-promotion across different channels.
Similar to Remote Working in a Crisis: A Workplace Toolkit [White Paper] (20)
This whitepaper provides a summary of the key challenges small businesses face in managing human resources (HR) and how an HR software solution can help address these challenges. It outlines the main HR processes like recruitment, onboarding, performance management, and offboarding. It then discusses each stage of the employee journey and common roadblocks at each stage. Finally, it promotes the benefits of Sage HR software for automating HR tasks, streamlining processes, gaining insights from data, and creating better employee experiences to improve engagement and productivity.
Human Resources Gurus for Q2 2019: CakeHR’s A-Z HR Experts List for the Secon...Sage HR
We’ve got a great list of A-Z HR gurus who sure know how to get ahead of the competition (and stay there)!
Our HR gurus this time around are based internationally across 11 different countries and are working within some of the world’s most recognisable, leading organisations such as, Uber, Facebook, Google, Nike, Olympics, Volvo, Snapchat and so on; companies which regularly feature on blogs due to having top ranking HR departments that give them a competitive edge.
- Pranesh Anthapur, VP HR at Uber
- Christer Balle, Turning sales experiences into business excellence
- Mario Ceitil, Presidente da APG (Associação Portuguesa de Gestão das Pessoas)
- David D’Souza, Director at CIPD
- Cortney Erin, Head of Global Talent Intelligence & Selection at Facebook
- Amina Fouad, SPHR, HR Manager at Carrier Corporation
- Dröfn Guðmundsdóttir, Human Resource Manager at Origo
- Lisa A. Holmes MSHR, HR Executive| HR Consultant| Executive Coach| Speaker |Author of Job Hunting
- Zainab Iqbal, Consultant | Executive Search at HRSG – Innovative Business Solutions
- Volker Jacobs, CEO and Founder of TI People
- Armand Kaali-Nagy, Bildung öffnet neue Horizonte
- Sharlyn Lauby, Human Resources Management: author, writer, speaker, consultant
- Karen May, Vice President, People Development at Google
- Vasanthi Naidu, Director HR at Intel Technology India Pvt Ltd
- Michelle O’Connor (FCIPD), Group People & Culture Director at Linnaeus Group
- Sara Portelli, Head of HR, International Operations at Evolution Gaming
- Amybeth (Hale) Quinn, Technical talent sourcing, research, intelligence
- Rachel Roethlisberger, HR Manager
- Soumyasanto Sen, HR Technology, Transformation & People Analytics Leader and Advisor | Strategist Future of Work | Speaker & Writer
- Ona Teerikorpi, VP, Global Talent Acquisition at JUUL Labs
- Candace Unger, Human Resources Assistant at Remedy Intelligent Staffing
- Ambrosia (Humphrey) Vertesi, VP People Duo Security / Former VP Talent Hootsuite / Co-Founder HROS / Board Member
- Maxine Williams, Global Chief Diversity Officer at Facebook
- Sophia Xu, HR at Volvo Car Corporation
- Deepika Yadav, Self Employed at UVKA Consultant Private Limited
- Syedda Anum Zainab, HR Generalist | HR Business Partner
Let us know in the comments below, if there is a HR guru that you would like to see on our next A-Z list, that hasn’t been mentioned already.
HR Gurus for Q1 2019: The A-Z of Human Resources Experts This Quarter [Infogr...Sage HR
We are back with our popular A-Z list of HR Gurus and have a very well-rounded, diverse and inclusive mix of people, expertise and skills to show you!
We showcased some great HR experts across 2018 in our quarterly A-Z lists and also engaged with a number of our readers that highlighted HR expert’s within their own networks who had not appeared on our radar yet. So we are thankful for the feedback and excited to share some new names with you all.
Our multifaceted HR experts include professors, a global inclusion director, diversity specialists, culture transformation advisors, masters of advanced statistics, HR trend hunters, inclusive environment builders and even a stand up comedian who has used stories from his long career in HR as a way to spread humour!
Although our Q1 2019 list of A-Z HR Gurus is heavily UK based, we still have experts from all across the globe; Israel, USA, Macedonia, Russia, Latvia, China, South America, Switzerland and India, all of which collectively bring a strong focus on Diversity and Inclusion.
Learn more at www.cake.hr
A-Z HR Gurus of Q4 2018: See the Current Experts in Human Resources!Sage HR
We have developed an A-Z list of HR experts every quarter of the year to spotlight some of the human resources industry leaders for our readers to take inspiration from. So let’s take a look at which HR Gurus made our final A-Z list of 2018.
Our 2018 Q4 HR experts collectively encompass knowledge and skills across HR technology, culture, global and offshore workforce planning, transformative recruitment, org design, digitalisation and administration. But the most popular theme across the 2018 Q4 list is Change Management.
If you are looking for inspiration on how to successfully implement new initiatives, procedures or services within your business and want to develop an organisational change management strategy to support them, then our A-Z list of influencers may be able to offer up some guidance!
CakeHR Pitch Deck for Zīmolu Tops - Latvia's Most Beloved Startup Brands.Sage HR
Founded in 2012, CakeHR is a growing HR software company that streamlines attendance and performance management for customers in over 1000 cities worldwide.
Unlike older platforms which can be painfully slow and complex, our innovative and user-friendly tool is designed to be fast and enjoyable to use for employees and managers.
This improves employee engagement and identity in the company and the quality of data that they supply without the need for paperwork or spreadsheets.
> Leave Management
> Scheduling & Timesheets
> Performance Appraisals
> Onboarding & Offboarding
> Centralised Employee Directory & Database
> Recruitment Management (soon!)
> Organisational Chart
Find out more at cake.hr
CakeHR’s A-Z HR Gurus for Q2 2018: Current Experts in Human Resources [Infogr...Sage HR
This document provides an A-Z list of HR professionals and influencers along with their brief bios and social media links. It includes names like Jeanne Achille, Ita Eglite, Sehrish Iqbal, Aco Momcilovic, Fatima Qadeer, Yvette Uys, Marina Volkova, Agata Zasada, and others. The list is intended to help readers discover influential HR people to follow on platforms like LinkedIn. It concludes by stating great businesses require great HR and encourages refueling one's business with the latest HR insights.
HR Experts for Q12018: See the Gurus Who Made This Quarter’s List!Sage HR
It’s a new year, a new quarter, and so we’re taking a fresh look at the A-Z HR Gurus who are inspiring us in 2018!
So what is the focus for HR in 2018?
This year, focus is on the employee experience and culture. There’s still an on-going race to digitalize human resources and we’ve seen more organizations incorporate people analytics into their business structure. That’s not all. The Agile Organization Model and the Gig Economy is re-defining how workplaces can operate, further highlighting the importance of culture in business.
Our top twenty-six as a whole, contain leaders that are developing initiatives for creating value, generating strategic development for programmes and procedures whilst driving digitalization and culture change forward. We also continue to see numerous experts from the Baltic States thanks to the continuing developments we saw in the Nordic region towards the end of last year.
We would love to know which HR Leaders inspire you so please tell us who would make your Q1 2018 HR Guru’s list in the comment section below!
The recent Facebook-Cambridge Analytica scandal has stirred heated discussions on privacy around the globe. An estimated 87 million people are affected by the data breach. Although the majority of the affected users are in the United States, Facebook published that personal data of over 1 million users in the Philippines, United Kingdom, and Indonesia are also compromised.
For the people who ratified the General Data Protection Regulation (GDPR), the answer is a resounding NO.
As Reinis Papulis of KRONBERGS ČUKSTE DERLING points out, “today’s level of technological development and role of personal data in the provision of various services has made it impossible to ensure the protection of personal data (privacy of individuals) at an adequate level with a legal act that was adopted in the second half of the 90's.”
This has prompted the EU to overhaul its defences against data breaches. Technology changes fast and data collection is at its peak today. Out of the necessity to protect consumers and uphold data privacy, the General Data Protection Regulation is set to be in full effect beginning May 25, 2018.
The battle for data privacy is not lost. And the enforcement of GDPR shows that we can still put up a good fight against companies that treat our personal data as commodities. However, there’s still a long way ahead of us.
Introducing you to the top 112 HR Analytics experts [infographic]Sage HR
In a bid to highlight some of the best HR analytics experts currently in the industry, we have compiled an easily accessible list of top 112 HR analytical leaders for you to familiarise yourself with and use as a go-to resource for ideas.
HR Gurus A-Z List: Revisiting the Current Industry Experts for Q4 2017Sage HR
Our year-end wrap-up of the top A-Z HR pros continues to highlight experts in the Human Resources field that we believe are helping influence and shape the trends and growth of the HR function thanks to their innovative solutions, mainly in HR analytics and strategy – a topic that is extremely hot right now due to the shift in how HR operations are now being run.
A positive difference you will see between our top A-Z gurus in the previous quarter and our top A-Z gurus in Q4 2017 is a better balance of the genders.
Despite the fact most of the HR experts in our A-Z teams already have a large following, we hope that we will continue to see plenty more inspiring content on LinkedIn from the likes of Josh Bersin and the other HR experts that we have listed throughout 2017 to help motivate the rest of us in the way we run our own HR functions.
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LEARN MORE AT blog.cake.hr
Human Resource’s Gurus: Picking HR’s Ultimate A-Z Team | Q3 2017Sage HR
Here we have compiled an A-Z list of HR guru’s to help you discover which influencers you really should be following right now.
It is always good to follow other experts in the Human Resources field and get inspired by new ideas whilst also keeping up to date with current real-time changes in HR trends and legislation.
The list of HR leaders and influencers that we have chosen, all have a vast background in Human Resources or promote innovative ways in how they operate HR within their business, so much so that they now have a large following from other HR professionals.
So take time to look at all of the HR leaders we have listed below; we have even added links to their LinkedIn profiles to enable you to follow them for yourselves.
Team CakeHR
➡️ www.cake.hr
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...Sage HR
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
Introduction to the HR management software CakeHRSage HR
Founded in 2012, CakeHR is a fast growing HR software company that streamlines attendance and performance management for customers in over 1000 cities worldwide including airBaltic, CBS, BDO, Squalio, Twino and 4Finance. Unlike older platforms which can be painfully slow and complex, our innovative and user-friendly tool is designed to be fast and enjoyable to use for employees and managers. This improves employee engagement and identity in the company and the quality of data that they supply without the need for paperwork or spreadsheets.
Key functionality of the software:
- Leave management
- Scheduling and timesheets
- Performance appraisal
- Onboarding & off-boarding
- Centralised employee directory and database
- Recruitment management
- Organisational chart
Learn more by visiting www.cake.hr
Technology in HR - Human Resources Management SoftwareSage HR
The history of HR technology starts in the 1800s with Frederick Winslow Taylor, an American Engineer whose passion was to increase industry efficiency and one of the first management consultants.
Today’s digital applications are really a misnomer because they don’t simply track time off, they’re comprehensive tools that help good managers manage the time in their firms. In the process, they also save everyone involved a great deal of time, freeing them up for more important jobs.
Learn more about HR management software CakeHR here >>> cake.hr
5 Reasons Why Holacracy is Failing. Is it Time to Say Goodbye to Holacracy (a...Sage HR
Holacracy is a self-management principle founded on interconnectedness. The term was first coined in 2007 by Brian Roberts but the idea has been around for centuries.
It's only been a couple of years since Zappos adopted Holacracy. But it seems that everyone is eager to learn about the results of Hsieh's experiment. Latest speculations (mostly from the press) suggest that Holacracy is failing.
Is it?
Or maybe it only needs more time to prove its worth?
In this Slideshare story deck, we present 5 main reasons why many experts think that Holacracy is failing. And of course to make it a fair fight, we are also proud to show one big reason why we need to give Holacracy more time.
Hope you'll find this information useful!
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Visit our blog for more > > > cake.hr/blog
10 Easy Ways to Unleash Your Kid's Brain PowerSage HR
Do you know that a baby is born with all the brain cells he needs when he becomes an adult?
Do you know that a baby creates 700 neural connections every second in the first 1,000 days of his life?
A study conducted by Dr. Jim Heckman, a Nobel Laureate in Economics, show that early stimulation of brain function during childhood plays a critical role in a child's social and economic success. Furthermore, the neural pathways and networks that are forged during the first 1,000 days will have lasting impacts on the person's social, emotional and mental capabilities --- very important factors which dictate the kind of lifestyle, job and social interactions he will have in the future.
For parents who want nothing but the best for their children, Dr. Heckman's research show that preschool experiences and early interactions with peers and adults provide the highest return in capital investment. The benefits of which decreases dramatically after school due to aging and several other reasons.
From an economic standpoint, these words ring true. Early childhood stimulation of brain function develops fluid abilities such as memory, reasoning, speed of thought and problem solving prowess. All of which are interrelated and foreshadows high-level brain function which is key to a happy, successful life.
In this Slideshare story deck, CakeHR is proud to present 10 easy, practical ways to develop your kid's brain power. Here you will learn about the importance of play, songs and interactive toys in early childhood brain stimulation. You will also learn that the way your respond to your child's needs and cries will have a direct effect on the development of his cognitive and emotional abilities.
Learn more about CakeHR at > > > cake.hr
How to Skyrocket Your Communication Skills - 23 Awesome Tips!Sage HR
This SlideShare will show you 23 awesome tips on how to negotiate with people around the world!
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You can't expect negotiations with the French to be like negotiations with Americans, and the same holds true for every culture around the world.
British linguist Richard D. Lewis charted communication patterns as well as leadership styles and cultural identities in his book, "When Cultures Collide," which is now in a third edition. His organization offers classes in cross-cultural communication for clients like Unilever and BMW.
Although cultural generalizations can be overly reductive, Lewis, who speaks 10 languages, insists it can be done fairly. "Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception. There is, however, such a thing as a national norm," he writes.
"How to Skyrocket Your Communication skills to Irresistible Levels" SlideShare presentation we made thanks to CrossCuture negotiating with people around the world!
Enjoy and share your thoughts below!
Team CAKE HR.
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
How Volkswagen Mocked Corporate Social Responsibility: “Diesel Gate” Outs Sus...Sage HR
How Volkswagen Mocked Corporate Social Responsibility:
“DieselGate” Outs Sustainable Business Sham
In September 2015, the automotive industry played witness to the largest scandal among its ranks in recent history, as Volkswagen was caught cheating with its pants down. The German car manufacturer had recently overtaken Toyota in sales, in the first half of 2015, to establish itself as the leader of the global car market. Though, this shouldn't have been a surprise to anyone, since VW was largely leading the automotive industry in terms of revenues, profits, and assets even in 2013.
The world was left with jaws agape in early September, as the German giant admitted to placing “cheat” software in roughly 11 million of its diesel-engined cars worldwide. Carried out since 2009 onwards, this subterfuge was perpetrated in an effort to deceive pollutant emissions testing in developed markets like US and EU. As investigations into the fraud continue, the primary reason seems to be that Volkswagen did not wish to install a Urea-based exhaust system marketed as AdBlue – roughly $336 per unit – into the “clean diesel” engines which they'd spent years developing for their 2009 models. In-house testing into the engines revealed that they emitted roughly 35 to 40 times the amount of nitrogen oxide, linked to smog, acid rain, asthma, and other illnesses, above the limits allowed by clean air legislation in developed nations.
Suddenly, the car manufacturer was faced with two options – go back to the drawing board and miss out on the 2009 car season, or spend exorbitant amounts of money to fix the problem by retro-fitting their engines with AdBlue. They chose option three – cheat through a “defeat device” software. Ironically, the test which ultimately uncovered the deception was carried out by independent American researchers – working for an NGO, rather than the EPA or other bigwig agencies – to show their European counterparts that diesel engines can be used with cleaner emissions. Despite their published efforts coming to light in 2014, however, the EPA was unable to make Volkswagen admit to the cheat till September 2015 – after threatening to withhold approval for VW's and Audi's 2016 diesel models.
Now, after having lost its CEO in the wake of the scandal alongwith almost a fifth of its share value, Volkswagen is looking at criminal investigations from the US and Chinese governments, a legal penalty for $18 billion for the roughly 482,000 cars it sold in US, and class-action lawsuits from owners of post-2009 VW Jetta, Golf, Beetle, and Passat, as well as similar Audi diesel models. Even though the firm has set aside roughly $7.3 billion to deal with this scandal, early projections show that this amount may be grossly insufficient.
By now, we're sure that you have a flood of unanswered questions – What are these “defeat devices”? How do they affect the car's performance?
For more visit > > > cake.hr
The Rise and Fall of Ellen Pao. Perpetrator or Victim?Sage HR
There’s always been an old adage in the advertising world – “All publicity is good publicity” – however the sheer stupidity of that statement is enough to give old PR hands heartburn.
And the prime examples to prove its invalidity are the ups and downs of ex-Reddit interim CEO, Ellen Pao.
Since 2012, Ellen Pao has gone through an unbelievable series of highs and lows worthy of earning its own mini-series, starting with her $16 million case against former employer – Silicon Valley venture capital firm, Kleiner Perkins Caulfield & Byers.
Her current peak ended on Friday with her resignation from her post at Reddit, in the face of overwhelming negative responses from Redditors’ hivemind, a roughly 213,000 signature-strong petition demanding her resignation on Change.org, and the official reason of differences with higher ups over the future growth rate of the website.
And now, the statements coming in from Reddit Board of Directors and ex-head honchos possibly suggest that Pao may have simply ended up being a patsy for the decisions of others, rendering her pain and humiliation at the hands of disgruntled Redditors entirely pointless.
One obvious fact visible to anyone who followed this high-octane drama over the last month is that none of Pao’s decisions were evaluated at face value, and instead she faced constant uphill battles due to her sexual discrimination (not harassment; there’s a difference, people) lawsuit against KPCB, with accusations of everything from “suing her way to the top” to gilding her own comments on Reddit (the ultimate taboo) flying around left and right.
Over the last few months, we’ve seen this story unfold and encompass everything from gender discrimination in big-money Silicon Valley, to the insidious power of trolls on the Internet.
So, let’s take a quick look at the past few years of Ellen Pao, and let you readers evaluate facts as you would.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. 2
Remote Working in a Crisis: A Workplace Toolkit
Dear customers of Sage HR
This year of unprecedented challenges has brought a series of big company moments to organisations.
In the past, it was the CEO or CFO from the executive team, breaking the news surrounding changes and future
plans. Yet this year has seen HR leaders step into the spotlight to have their moment of organisational wide
leadership.
Organisations more than ever before have recognised the importance of empathy, compassion and focusing on ways
to support and serve the needs of their people. The previously so-called nice to haves of caring for employees,
consigned to the HR department alone, now permeates the culture of all departments and the teams within them.
CHRO’s and HR teams have been leading by example, starting every interaction and conversation with questions to
understand the person beyond the role, “How are you?” “How is your family?” “Are you ok?”
To this extent, good communication, coupled with empathy can be the difference between employees feeling
engaged and supported or not. The 2020 Edelman Trust Barometer found that employer communications were the
most credible source of information — across 10 countries.
Moving forward the focus for organisations now is to relentlessly consider the needs of your people.
Helping them to feel informed and confident in the actions they can make for themselves during the crisis.
Best,
Kaspar Upmanis
VP Category Leader, HR & Payroll
3. 3
Remote Working in a Crisis: A Workplace Toolkit
Leading & Operating in a Remote Team, During in a Crisis
Guidance to Give Your Team on Remote Working
Supporting Virtual Team Interactions
Holding One-to-One Conversations Remotely
Getting the Most Out of Remote Events
Promoting Wellbeing in a Virtual Team
Feel Far Less Remote Thanks to Sage HR’s Latest Features
Sage HR - Useful Resources
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Contents
People Centred
Teaming Success Innovation Wins
Collaborate Together
4. 4
Remote Working in a Crisis: A Workplace Toolkit
Leading or operating in a team that is now working entirely remotely,
could be a whole new way of working for you and your organisation,
presenting challenges to many businesses. Fewer still may have worked
in this way, during a crisis. Here Sage HR are sharing their expertise on
some things to think through when considering your approach on how to
respond to the challenges and opportunities being felt during this time.
Establish frequent communication,
check ins and focus where it matters
With your wider teams and the individuals within, the most valuable thing to focus on is
ensuring you have frequent communication, reflecting the kind of communication you would
have if you were working together in an office environment. The most important thing is that
communication, be it through calls or video meetings, are regular, consistent and scheduled to
happen in a format where colleagues know their concerns and questions will be heard and
supported.
Leading & Operating in a
Remote Team, During in a Crisis
5. 5
Remote Working in a Crisis: A Workplace Toolkit
There are some people who enjoy working from home and
others who may not, based on a variety of factors. Not every-
one’s home working environment will be conducive to a positive
experience, some colleagues may be house sharing, some may
not have a suitable workspace, others may simply miss the social
connection that comes as a result of working with others in an
office. It’s important to understand the context and unique
circumstances of an individual's working environment, whilst
recognizing that different personality styles may have different
preferences and work styles that may not currently be catered
to.
Helping individuals and teams adapt to the change and to
understand how to be as interactive and productive as possible,
is important. Discuss prioritisation with your team so the most
important tasks and the actions that add most value are the ones
that you focus on first and foremost.
The Sage HR team is all about effective
communications:
“We are meeting daily for virtual stand-ups
which keeps the team well connected, and our
manager always encourages the use of video
cameras.”
6. Make full use of Collaboration Technology,
such as Teams, Slack or Zoom
As a collaboration, instant messaging and video conferencing tool. Remember that visual
cues—i.e. webcam on—help reduce the sense of isolation among the team and are particularly
useful for complex or sensitive conversations. Equally, it’s important to take on board that
using webcams may feel like an uncomfortable transition for some and not everyone will feel
comfortable with sharing their home environment with team colleagues and managers. Be
prepared to accommodate individual preferences to help transition and adoption.
Establish “rules of engagement”
Remote work becomes more efficient and rewarding for everyone when expectations are set
for the frequency, means, and ideal timing of communications for their teams. It also helps to
be clear with your team, on what time will be made available for follow ups or more individual
discussions, particularly on issues that may be not be possible to discuss on the next call. Be
aware of the periods where you are more available for discussions on particular or more
sensitive issues that can’t wait until the next regular call. Being flexible in your approach is
going to be important as new ways of working and new routines are established. There will be
an inevitable period of trial and error to work out what works best and what can be evolved to
work better.
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Remote Working in a Crisis: A Workplace Toolkit
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Remote Working in a Crisis: A Workplace Toolkit
Offer encouragement and emotional support
As a leader, manager or colleague within your business, it’s important to
remember that there are stresses that could be affecting everyone's well-being
and performance during this time. It’s valuable to encourage a culture where
colleagues at all levels acknowledge stress, listen to anxieties and concerns,
and empathise with their personal challenges. If a colleague is showing signs of
struggling, but has not yet raised the issue, then being comfortable with having
uncomfortable conversations and initiating discussions by asking “how is this
remote working situation working out for you so far?” may give you clues as to
how a person is feeling. Once you ask the questions, be sure to listen carefully
to the response and state it back briefly to check you’ve understood it
correctly. Although it may often be hard in situations that have been forced on
us all, try to let the colleague’s concern, rather than your own, be the focus of
this type of conversation. There are some more tips on holding one-to-ones
during this time in this Sage HR toolkit.
Social interaction in your teams is important
Remembering that social interaction in combination with ‘doing the work’ and
performing in our roles is an important part of team collaboration and
cohesion. Encourage a cultural norm for holding informal conversations about
non-work topics, establish virtual coffee meetings, drinks or pizza breaks.
These types of events may initially feel forced or awkward, but research tells
us that experienced managers of remote workers, and the workers themselves,
say that virtual events promote a sense of belonging and help reduce feelings
of isolation - which is so essential at this time. If you’re struggling with ideas on
how to get started with remote social activities, engage your team for ideas,
asking them to share how they would like to interact socially and what may
feel like fun for them. It can also work well to kick off the call, or wrap the call
with some basic social interaction just for non-work items. Take a look at the
ideas in this toolkit to get you started.
https://www.sage.com/en-gb/products/cakehr/
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Remote Working in a Crisis: A Workplace Toolkit
Take care of yourself too, and remember
Sage HR are in this with you and your team
Here at Sage HR we believe all our customers and their organizations are
heroes… but that doesn’t mean they have to be superheroes!
As the old saying goes, you can’t pour from an empty cup, so be sure to take
care of yourself as well as the colleagues you lead and manage. In a situation of
ongoing concerns, the stress response system remains active, which creates
chronic fatigue. Take your own regular breaks, set boundaries around your
work, eat well, sleep enough and get regular exercise. And accept things are
going to go wrong - this is not the time for control or perfection. If your routine
or best intentions aren’t successful one day or week, that’s ok. Be kind to
yourself in identifying what is working, what isn’t and what could be changed.
Remember to reach out to those who can support you too, that may be a
trusted colleague, business partner, mentor or coach and seek the support you
too may need with the challenges of leading a remote team. It’s also valuable
to remember that if you’re personally unsure of how to lead, manage or
operate remotely, there are a host of valuable tools and resources available via
Sage HR that you can draw on for guidance, advice and support.
Consider what you want people to remember about
your organisation's vision and goals during this time
What is the mission and vision of your organisation and how has this needed
to adapt during this time of crisis? Considering how to help the vision remain
at the forefront of colleagues' minds is important in the remote working and
remote from each other situation we find ourselves in. Research on emotional
intelligence tells us that colleagues look to their leaders & managers for cues
about how to react to sudden changes or crisis situations. Research suggests
that the most effective leaders both acknowledge stress and anxiety from their
team but also make it clear they have confidence in their team’s ability to pull
together to navigate through challenging times - Helping your team to have
clarity of focus on what your organization is working towards and keeping the
common goals at the forefront of everyone's minds will respond to the
situation with a sense of purpose and focus.
https:/
/support.cake.hr/en/
https:/
/support.cake.hr/en/
9. Sage HR have created a checklist to help in guiding and
communicating with colleagues consistently on this topic,
the checklist is just relevant to colleagues at all levels of the
organisation, from leaders to entry level professionals.
Establish a routine that works for you, your team and your stakeholders.
Remember to Incorporate tasks, meetings, check-ins and breaks. It is very easy
to get absorbed in calls and emails at home, without taking the natural breaks
that being in the traditional work environment affords you to take. Develop a
practice of blocking out time in your diary for independent working time, and
giving
yourself tangible goals for each day, all will help you manage your time better.
Be flexible. Need to change your well-planned routine? It’s not the end of the
world! Being flexible with your approach is going to be important as we re-set
into our new ways of working and new routine. It’s inevitable there will be a
period of trial and error to find out what works best for you and your team.
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Remote Working in a Crisis: A Workplace Toolkit
Guidance to Give Your
Team on Remote Working
Be mindful of both distractions and becoming too head-down.
People initially think they’ll be distracted by TV, biscuits, doing household
work, but the reality is the challenge can more often be with guarding yourself
from creeping hours on a daily basis. Without having the commute, stopping
by a coffee shop on the way to the office, or the walks in between meetings,
having stop or down times can feel more challenging to come by. Have your
‘stop’ times down firmly where you can. If due to childcare/family care, you
need to flex your working day, build that into your schedule too – if you need
to log back on after dinner to cover your tasks/meet your commitments/hours
then do what works best for you, your work commitments and the needs
presented by this disrupted period.
Discuss prioritisation within your teams, engaging managers and all
colleagues to help ensure the most important tasks and actions that add most
value are the ones that are focused on first.
Don’t get drawn into FOMO (Fear of Missing Out). Everyone is in the same
boat trying to stay productive and keep on track. If someone forgets to invite
you to a meeting, don’t take it personally! Proactively reach out.
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Mental health and wellbeing. Think about what’s important to you and
schedule breaks to get away from your screen for a moment, factoring in fresh
air, exercise and eating.
Stay connected. Remember that bringing people to life in video calls, by using
webcams can help bridge the connection. Encouraging a culture of
comfortableness with cameras being on whenever virtual meetings are taking
place can help. Seeing people in virtual real life can offer a boost of connection
and reduce any feelings of isolation.
Get into a regular rhythm for interactive set-up with your contacts and teams,
whether it’s daily virtual coffee breaks or group chats on using collaboration
tools. Remember that if you’re an organisation that operates regionally or
globally, different time zones may also need to be considered when scheduling
connections.
Be supportive. A quick instant message, call or check in can really brighten
someone’s day. Share your ideas amongst your teams to keep each other fresh.
Practical challenges. Make your working space as comfortable as you can.
Think about what helps you be productive, whether that’s having good day
light, a supply of drinks to hand, music in the background or complete silence.
Remember it’s important to align with the approved IT tools in your
organisation, utilizing the tools that are agreed and established amongst
colleagues helps ensure continuity and avoid any compliance or IT risk issues.
Conversations with line managers are key to agreeing individual working
arrangements, so please point to the importance of what these may include for
your organization for arranging and agreeing to specific ways of working.
Remember, this change in working style is temporary not permanent. As many
organisations have made this switch to home working whilst we work through
a pandemic, it’s important to remind yourselves that the challenges being
Ensure communications on guidance and
practices are shared openly amongst your teams
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Remote Working in a Crisis: A Workplace Toolkit
At Sage HR we have set up virtual lounges, to aid team
communications and give colleagues the feel of
interacting together in real time.
“Virtual lounges are fun and a nice little
break from working from home alone.
Laughing regularly is important at this
difficult time.”
In this new, temporary, working set up we all find ourselves in, it is even more
important to find ways to support colleagues in connecting socially to keep
engagement levels high.
Your team may be brimming with ideas, or you may just not have the creative
ability right now, which is perfectly understandable. So here are a few ideas to get
you going. You could run these at the start of a regular team get together, or
organise a dedicated session-whatever feels right for your team at the time.
Supporting Virtual Team Interactions
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Ahead of the meeting, send around a few ice breaker type questions and invite
colleagues to reply all; use the meeting to explore colleagues’answers. Or you
could ask the questions live in the meeting if colleagues are comfortable thinking
on their feet:
If you could eat only one food for the rest of your life, what would it be?
What superhero power would you choose and why?
What advice would you give your 16 year old self?
Who would you have dinner with, living or dead?
If you could visit anywhere in the world unconstrained
by budget or time, where would you go and why?
Who is it?
Ahead of the meeting, ask each colleague to send you a fact about themselves
that others do not know about them yet. During the meeting, read then aloud
to the group so the responses are kept anonymous. Have the team guess
which fact belongs to which team member. They can either cast votes and
discover if they got them right at the end, or vote as you go along.
Take a picture
Ahead of the meeting, ask everyone to take a photo of an object in their house that
means something to them (or bring it with them to the meeting if they can carry
it!), and ask each colleague to present on why they’ve chosen it.
Virtual coffee break
There is value in simply arranging a short break where everyone brings their
chosen daytime drink and chews the fat. It helps process what is going on for
all of us as individuals and promotes team bonding. Setting the session up as
one where work talk is not allowed, will help to keep the coffee break light
touch in sentiment.
Team bake off
Ahead of the meeting, ask everyone who would like to, to bake something that
represents their story e.g. their culture, the country they live in, something they
love to make, something their mum used to make for them. During the
meeting, ask colleagues to share the stories and eat the goodies with each
other virtually.
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Remote Working in a Crisis: A Workplace Toolkit
Your role as a manager of people has never been more important in helping your
colleagues feel connected, supported and focused.
Here’s a short guide to help you have conversations with your individual team
members..
Before the conversation
Holding One-to-One
Conversations Remotely
Check in with yourself. What this means is assessing whether you are in the right physical and mental
condition to have a conversation right now? If not, it’s probably best to reschedule and that’s ok. During
this time, it’s important to remember that the challenges are impacting everyone and collectively, we’re
all in this together. Your team members will understand if you need to reorganise a meeting, just
remember to communicate and share - That’s what will help you and others to work through this time.
Be ready to be clear about the priorities right now. But to also remember the importance of supporting
your team and each other at a human level too. By being clear on priorities, you’re helping each team
member to understand where they should put the time which in turn will help them to balance their plate
of work and home life.
14. Top tips on how to have a successful conversation
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Remote Working in a Crisis: A Workplace Toolkit
Listen more than you
speak to create space for
colleagues to share their
individual experience.
Show empathy and share
you own challenges and
experiences to role model
open dialogue.
Try to be on camera and
avoid distractions - this
helps with both the first
two points.
How are you? How are your family members and loved ones?
How are you adjusting to the changes we’re all having to make?
What’s working? What are your biggest challenges?
What are the most impactful things you think you should spend your time on
right now? Are any of those at risk? If so, what can be pushed back, given to
someone else, or taken away?
What support and resources do you need to help you be successful during this
time? How else can I help?
Make sure you both leave the conversation with an agreement on where the
team member should prioritise their time, any adjustments to expectations
required and a plan to follow up on how things are progressing.
Try these questions to structure the conversation:
Check out these Sage HR wfh resources for more ideas on how to support
working from home and managing remote teams.
Avoid forcing conversations about work or personal life with your team members.
It may be the case that individuals are having a hard time, which could be helped by
reviewing their work load or putting in place supportive work or buddying arrange-
ments with a co-worker. It may also be helpful to encourage individuals to take some
leave where possible, or to simply be proactive in organising follow up conversations
to provide further support. You may also have other support partners in your organisa-
tion to draw on, from human resources partners to employee assistance programmes.
“My manager is organising weekly
catch-up meetings. She is supportive and
listens to issues. She is continuing to give
feedback on the business.”
https:/
/blog.cake.hr/category/wfh/
15. Managing interpersonal dynamics and creating an inclusive
environment are harder in virtual meetings, particularly larger
events that have been forced to go online. Here are some
things to think through as you prepare and lead entirely virtual
meetings.
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Remote Working in a Crisis: A Workplace Toolkit
Getting the Most Out of Remote Events
Stay on time, be clear on
your purpose and your
desired outcomes
Ask others in the team
to run parts of bigger
events to share the load
“We need to continue to develop and
implement our ability to work
emotely— we should use this
opportunity to deepen our knowledge
further on how to do it well.”
Top tips on how to have a successful conversation
Give out pre-reading to
ensure time spent
together is as useful as
possible
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16. Get creative
Think about how you might use webinars, pre-recorded core messages and get
virtual break out groups going. But stay realistic- it is not going to be as effective as
a face-to-face session.
Use your camera- at a basic level it encourages focus and presence, and supports
both effective verbal and non-verbal communication.
Be mindful of time zones- if you had been intending for everyone to travel to be in
the same time zone, encourage colleagues to get together to cover and share
where time zones are too extreme.
Agree clear ground rules and transparency on ownership to maximise psycho-
logical safety. Use energisers to lift the mood throughout and to encourage
connections.
Celebrate home life interruptions: it is very likely that some colleagues will be
interrupted by a young child or pet. Rather than allow this to cause embarrassment,
enjoy it and use it as an opportunity to get to know each other better. You could
even have an energiser around this- we’ve included one in this pack Take a picture.
Manage everyone’s energy: work in short segments of a maximum of 90 minutes
with plenty of breaks- both for non-work check-ins with colleagues, and for
personal downtime and to check emails.
Support diversity of styles and needs by mixing up content and methods in your
agenda – e.g. follow an analytical debate around numbers with a relationship
building exercise.
Create conditions for a proper debate: in virtual meetings it can be harder to
ensure all perspectives are aired. Stick to open ended questions and check in with
everyone before converging on action.
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Remote Working in a Crisis: A Workplace Toolkit
17. Making the time for well-being
Mindfulness and meditation are well known to support mental well-being. There are a
number of app’s available that can support you and team members in developing a
meditation practice, which can help relieve stress and anxiety.
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Remote Working in a Crisis: A Workplace Toolkit
For some of your team, this new world may be getting on top of
them. As a people leader in your organisation, you know how
critical it is to empower team members with the tools to stay
healthy. It is important to remember that wellbeing means
something different to everyone and can be achieved in many
ways, so if you have established programs in your organisation,
drawing on these can be supportive for all. If you don’t have
programs established, then this may open up future activities to
support your team to optimise their state of wellbeing.
Calm is the number one app for sleep meditation and relaxation and was named by the
Centre for Humane Technology as the“world's happiest app.”
Headspace is one of the world’s most popular mindfulness training apps. So popular in
fact that colleagues at Sage HR and Sage all have free access to the 1000+ hours of
bitesize support available.
Sattva is a meditation app offering guided meditations & chants, and has been
designed to help you meditate every day.
Mindfulness and meditation techniques can easily be used in everyday life to improve
resilience and the ability to focus and let go.
Promoting Wellbeing in a Virtual Team
https://www.calm.com/
https://www.headspace.com/
https://www.sattva.life/
https://www.sattva.life/
18. Sage HR in response to these challenges and
the feedback of our customers, are launching
three powerful software features to help you
solve workforce management challenges.
Freeing up more of your time which in turn
can be focused on creating great employee
workforce experiences.
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Remote Working in a Crisis: A Workplace Toolkit
There’s no mistaking the global shift taking place right now in the world of work.
Organisations of all sizes, have taken steps to become remote workers in answer
to the unprecedented impact that COVID-19 has made.
Feel Far Less Remote Thanks
to Sage HR’s Latest Features
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19. Announcements feature
The Announcements feature in Sage HR has been designed to help you share important
news, quickly with the entire company. The very act of communicating timely and
effectively in the current age of COVID-19 related changes happening all the time, from
local lockdowns to changes in health & safety measures will be a true value add.
Using this feature you can create and publish announcements in a built in
newsfeed, so sharing everything from a new hire joining the team, updates & changes
to HR policies, through to a virtual team pizza get together, can be shared quickly, whilst
encouraging interaction and participation.
https:/
/support.sage.hr/en/articles/3980517-introduction-to-announcements
https:/
/support.sage.hr/en/articles/3980517-introduction-to-announcements
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Remote Working in a Crisis: A Workplace Toolkit
Surveys feature
The Sage HR Surveys feature has been designed to give your employees a voice,
which in turn, for you as HR or an employer will empower you to better
understand the needs, opinions, views and feelings of your people on topics
that matter.
It’s always good practice to engage with your employees, gathering vital
intelligence on how they’re feeling about planned changes that may be about
to take place, how engaged they’re feeling in their work or as part of their
team and on business critical decisions that may be impacting the wider
organisation.
https:/
/support.sage.hr/en/articles/3325242-who-can-see-my-survey-answers
https:/
/support.sage.hr/en/articles/3325242-who-can-see-my-survey-answers
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Remote Working in a Crisis: A Workplace Toolkit
Bonus feature - Mobile HR
The Sage HR Mobile app transfers the power of self service & simplicity from the
web-based application to your handheld device. The functionality means that you
and your team can access Sage HR’s features wherever you’re located, but also
whilst you’re on the move.
The mobile HR app also includes a company directory which provides powerful
transparency so that employees can access colleague profiles, contact information
and department information. Great for if your teams are cross-collaborating with
other members from different teams or locations.
https:/
/sage.hr/features/mobile?ref=blog&utm_source=blog
https:/
/sage.hr/features/mobile?ref=blog&utm_source=blog
https:/
/support.sage.hr/en/articles/3325242-who-can-see-my-survey-answers
eSignature feature
The eSignature feature responds to increasing demands to leverage the power of
digital processes that can support remote working, by replacing the need to be
physically located in the same place. In short, this feature enables you and your
team to sign documents electronically.
Should you need to share the document with multiple signatories, then you can
easily add additional names by selecting an add recipient option. And by using the
flexible drag and drop field capability, it’s easy to take control of the document
layout by positioning signature fields where you need them to go on the docu-
ment.
https:/
/support.sage.hr/en/articles/4444863-introduction-to-esignature
https:/
/support.sage.hr/en/articles/4444863-introduction-to-esignature
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Sage HR has a wealth of resources available to support you, your team and your
organisation in performing at your best. Here is a selection.
Sage HR - Useful Resources
The Management & how to manage teams remotely section of the Sage HR blog — shares a series of
articles written by industry HR experts. You will also find a selection of articles written on productivity
and WFH curated to support you and your team make the very most of top tips on working effectively.
Sage HR are here to help in setting up and
supporting your team for success.
Remember to look out for your monthly newsletter
from us on the latest hints and tips from us landing
in your in-box.
https:/
/blog.cake.hr/category/management/
https:/
/blog.cake.hr/category/management/
https:/
/blog.cake.hr/category/productivity/
https:/
/blog.cake.hr/category/productivity/
https:/
/blog.cake.hr/category/wfh/
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