Categories
Company Culture

6 ways to build psychological safety in the workplace

During the pandemic, only a quarter of employees felt they had psychological safety in the workplace. Burnout, stress, and feelings of loneliness all increased.

When six in ten employees feel psychologically safe, and able to voice their opinions, businesses can experience a 27% reduction in staff turnover and a 12% increase in productivity. 

It also means employees experience 74% less stress, 29% greater life satisfaction, and 76% higher engagement at work.

And psychological safety in the workplace also makes it 67% more likely that workers will apply any newly learned skills to their jobs.

What is psychological safety?

Psychological safety in the workplace looks like people feeling comfortable sharing their ideas and concerns, asking questions, admitting mistakes, and taking risks at work, without fear of negative consequences.

When employees feel able to speak up and make mistakes, they’re happier in their roles and less likely to leave. They’re not spending their working days on edge, waiting for someone to snap at them over a minor error.

How to build a psychologically safe work environment

No-blame culture

A no-blame culture means that if a mistake happens, nobody gets blamed or scapegoated. 

The team analyzes the mistake, takes away any learnings from it, and makes changes going forward.

Employees continue to feel able to share constructive feedback with their colleagues. Their mental health doesn’t take a hit out of fear for their futures, either.

As a result, high-performing teams stay high-performing and the psychological safety in the workplace remains.

The Mercedes F1 team is famous for its no-blame company culture. Watching their seven-year winning streak come to an end over the past couple of years has tested this approach. Plus, their new car design has significantly impacted their performance in the championships.

Despite this, nobody blamed or fired anyone on the team.

Instead, they simply moved people around the company to find roles that better fit them. 

When asked about the team’s no-blame culture, Mercedes Team Principal, Toto Wolff, explained: “The human mind is structured in a way that when something happens, when a problem comes up in the race, or a part fails, human nature will always be ‘it’s your fault,’ because that allows me to release pressure. Understanding that is an important first step that is just the pressure release valve for yourself.”

He continued: “It’s important to recalibrate yourself, recondition yourself, and then say okay, what has actually gone wrong? And only if you’re calm and reflected, but also an emotional leader, will people be able to come out of their hiding spaces and say, ‘I think we should have done that better or this better.’ I think this is a very important ingredient to make the team progress. To uncover every problem that’s come up and not blame the person.” 

Listen to everyone’s opinion—and encourage employees to voice theirs

Not everyone is comfortable voicing their opinions at work. Especially if someone has reprimanded them in the past for doing so, either at their current or a previous job. The only way that will change is if they experience psychological safety in the workplace.

Taking employees’ suggestions, and making a habit of doing so without allowing someone else to take credit for them, will further help employees feel comfortable sharing their thoughts.

If they feel like someone else will get the credit, or like people won’t listen to them, they’re less likely to make suggestions and more likely to retreat into themselves.

Support risk taking

Employees need to feel like they can take risks, or suggest taking a risk, without being penalized for it.

Taking an attitude of “no suggestion is a bad suggestion” opens you up to a wider range of ideas. Even just one of them could revolutionize your business.

There’s no such thing as a stupid question

Employees need to feel like they can ask questions without judgement. Otherwise, they’re less likely to seek out help when they need it. 

If they know there’s no bar for what is or isn’t a stupid question, they’re more likely to reach out. They’ll know they can safely ask colleagues or their manager to help them find the answers they need. 

If they get judged, talked about behind their back, or ignored for asking questions, they’ll be stuck for longer, feel worse in their role, and struggle even more when a bigger problem arises.

Encourage asking for help

Asking for help is one of the quickest ways to learn and grow. It’s often easier to get advice from someone we work with than to spend time researching something and trying to find the relevant information ourselves.

Not to mention asking for help is a good way for employees to meet team members from other departments. 

I’ve had bosses in the past say to me: “don’t come to meet with problems, come to me with solutions.” While I understand wanting employees to solve their own problems, it can create fear around asking for help. Which is exactly the opposite of building psychological safety in the workplace.

It should be acceptable for an employee to ask for help when they’re feeling stuck. They shouldn’t feel like they have to solve everything on their own. They should feel like their colleagues are there to support them.

Embrace everyone’s skills and talents

Every employee has a unique set of skills and talents that they bring to a role. If they don’t experience psychological safety in the workplace, they’re less likely to lean into those skills and talents. As a result, your business doesn’t get to benefit from them.

Instead, employees may find it harder to generate ideas or even think clearly. The pressure of having to adapt to fit into the workplace, rather than be who they are, will take its toll on their physical and mental health.

Psychological safety matters

Psychological safety in the workplace is a key building block for employee satisfaction and engagement. The safer employees feel in the workplace, the more you’re going to get out of them. Plus, it will be better for their long-term health and wellbeing.

If you want to increase psychological safety in the workplace, it’s important to have the right tools. Giving employees a one-stop shop for connecting with colleagues and finding important information lets them know they’re supported.

Plus, with real-time analytics, you can unlock new insights about how to further increase psychological safety in the workplace. If you’d like to learn more, drop by our site, or send us a note at hello@workrowd.com.

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Categories
Employee Experience

8 workplace flexibility ideas that serve both people and profit

When you mention ‘flexible work’, different workplace flexibility ideas come to mind for different people. One thing is clear, though; no matter how it looks, it’s growing more and more important to today’s talent.

Almost 40% of candidates rank workplace flexibility as one of the top three factors they consider when job hunting.

96% of employees, meanwhile, feel that they need flexibility at work. But only 47% believe they have access to the sort of work flexibility that they need. That’s a massive 49% gap!

This gap is even more pronounced for women—only 34% have the type of flexible working arrangement they want.

Of the employees who did report having some flexibility at work, only 19% said they had access to structured workplace flexibility programs.

If diversity and inclusion can make such a huge difference to a business’s bottom line, how is there such a big gap between the percentage of employees who want to make use of workplace flexibility ideas, and the percentage who actually get to?

Why does workplace flexibility matter?

Implementing workplace flexibility ideas ensures you can attract—and retain—a wider range of employees. Every employee and candidate has a different set of needs. The more you can cater to, the more you’ll benefit from a happier, more diverse, and more productive workforce.

Creating a flexible workplace means embracing changes that make employees’ work schedules work for them.

Over time, these changes compound to improve your employee satisfaction and employer brand. And make you more money.

Offering the option of a flexible work schedule is a low-cost way to add to your compensation package. Plus, it reduces your employee turnover and helps you tap into a wider talent pool.

It also shows employees that you value work/life balance—something that’s grown increasingly important since the pandemic.

And it’s something that can easily be adapted for remote work, hybrid work, or office-based work.

So, let’s take a look at some workplace flexibility ideas that serve both people and profit:

Flexible working hours

The most obvious group of people who can benefit from flexible hours are parents. When they don’t have to be superglued to their desks from 9am every day, they get to drop off, and pick up, their children from school. This saves them money on childcare and gives them more time with their children.

A flexible schedule doesn’t just benefit working parents, though. Some people just don’t fit with the traditional 9-5 model.

Leaning into employees’ natural working patterns helps them excel in their roles. It also embraces neurodiversity and creative thinking, and benefits your business as a result.

Compressed workweek

A recent UK study found that a four-day work week—without pay cut—resulted in no reduction in employee productivity. In fact, in some instances, it made employees more productive.

I’ve spoken to a couple of friends who work full time recently, and they’ve both told me that they feel they could do just as good of a job if they worked one day fewer per week.

Having to work five days means they’re often finding ways to fill the time or pretending to be busy.

This isn’t how a healthy company culture should operate. What should matter is the quality of work someone produces, not how many hours they spend sitting at a desk.

Reduced hours or part-time work

If you’ve got a fantastic employee whose situation has changed—for instance, they’ve just become a parent or been diagnosed with a chronic health condition—rather than lose them, why not reduce their hours instead?

This is a great way to retain their company knowledge. And, as we’ve seen above, it doesn’t always mean a reduction in productivity. Offering some workplace flexibility ideas when an employee is struggling is a great way to show you value them.

Annualized hours

Rather than have someone work a set number of hours per week, annualized hours average out over time.

This flexible work arrangement ensures that tasks get done, but nobody’s sitting at a desk twiddling their thumbs when they’ve completed all their tasks for the day/week.

This improves employee wellbeing and means they have more time to spend during launches or other busy periods without wasting time when things are quieter.

Job sharing

Job sharing is when two or more employees split the equivalent of a full-time role between them.

This flexible working arrangement helps you attract working parents. Or just people who want to work but can’t or don’t want to work full-time.

As a result, you get to benefit from the alternative perspectives that come with increased workplace diversity. In today’s tight hiring market, incorporating some of these workplace flexibility ideas can help you tap into new talent pools.

Flexible paid time off

The average US worker takes just 20.3 days off per year. In the UK, employees get at least 28 days including bank holidays. Any less than this would put most Brits off applying for a role. Extra PTO makes the job more attractive and says a lot about the workplace culture.

Flexible PTO allows employees to take as much vacation time as they like without it impacting their role or the attitudes of their colleagues toward them.

To introduce this, you could set an example by taking time off yourself. This shows employees you really do value breaks from the desk and workplace wellbeing.

Sabbaticals

Sabbaticals are a great way for employees to explore the world, learn about themselves, and recover from mental/physical health issues.

Knowing that there’s a job at the end to return to reduces some of the stress of their time away. This can further help them to relax and recover.

Phased retirement

Going from full-time work to full-time retirement can be a huge shock to someone’s mind and body. If they don’t have hobbies it can lead to boredom, loneliness, and unhealthy habits. 

Phased retirement allows them to adjust to retired life while still connecting with others and getting some mental stimulation.

They could use this time to train someone to replace them, meaning that you don’t miss out on talented employees’ industry or company knowledge—they can pass it on to the next person before they leave.

Conclusion 

Workplace flexibility is a cornerstone of a diverse and inclusive workplace. It starts with a flexible mindset that values work/life balance.

It embraces everyone’s working patterns and ways of life, helping them perform at their best. And means you get the most out of every employee.

When the work environment is adapted to suit employees’ needs, instead of them needing to adapt themselves to suit their workplace’s needs, they’re more engaged and more productive. 

Implementing workplace flexibility ideas improves your company culture, employee retention, and job satisfaction. It also makes you a more attractive employer to prospective candidates.

If you’d like to get more rapid feedback on your existing workplace flexibility ideas, or simply ensure employees are aware of everything they can tap into, Workrowd can help.

Our all-in-one platform automates surveys and engagement analytics to give you more insight into what’s making a difference for employees. Plus, by bringing everything employees need under one roof, there’s no question about where to find important info.

Sound useful? It is! Send us a note at hello@workrowd.com to learn more, or drop by our site to schedule a time to chat.

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Categories
Diversity, Equity, Inclusion, & Belonging

Inclusive language examples to drive belonging in the workplace

Building a culture of belonging in the workplace is important if you want to attract and retain top talent. The words we use can play a big role in ensuring people feel included. It can sometimes be hard to ‘get it right’, though, especially if you’re not sure what inclusive language examples look like.

In the last few years, there’s been a big push toward using more inclusive language in the workplace. This isn’t an easy change to manage, but it can lead to huge rewards.

For instance, consider that millennials are one of the most racially and ethnically diverse generations in US history. By 2025, members of this group will make up 75% of the global workforce.

And 83% of millennials are actively engaged at work when they feel their employer creates an inclusive culture.

Given the consequences of a disengaged workforce, language usage could be your first step towards creating a more diverse, welcoming, and inclusive business.

Getting employees’ feedback on language usage is a good way to discover what potential words and phrases could be problematic.

Once you’ve done that, here are some tips along with inclusive language examples that will help drive belonging in your workplace:

Communicate in plain language

It doesn’t matter who your target audience is. Plain language, and avoiding jargon or acronyms, will always make what you say and write more inclusive.

It also makes things easier for people to understand. So then they come to you with fewer questions, allowing everyone to spend more time on higher-value tasks.

Using plain language in your marketing could even increase your website conversions because it’s easier for people to grasp.

Use gender-neutral terms

“They” has been around as a gender-neutral term for hundreds of years. Yet it’s one of the inclusive language examples that continues to face resistance.

When you use “he” in cases where you don’t actually know the person’s gender, it can make the reader uncomfortable and put them off your business.

I read a lot of nonfiction, and it pains me every time I see a book use “he” to mean a single person whose gender we don’t know.

Sometimes those books split it between “he” and “she,” or even just use “she,” but what about non-binary folks? What if you don’t get the balance right?

It’s easier, and more inclusive, to use “they.”

Using words like “guys” to mean a group of people is another subtle way to gender the conversation.

It subconsciously implies that the default gender is male, again further isolating your audience. There are lots of different alternatives to this, including “folks,” “gang,” or “people.”

Using gendered terms like “waitress” instead of “server” makes assumptions about someone’s gender, which is isolating and unfair.

Language reflects culture. Changing the words and phrases we use changes cultural perceptions and attitudes.

It starts with people being aware of the connotations of what they say, and consciously changing the words they use. Incorporating some of the inclusive language examples above is a great first step.

Ask people their pronouns

It never hurts to ask someone what their pronouns are.

Sure, we can make assumptions, but that can lead to awkward atmospheres that make people uncomfortable. This is true for both the person who assumed incorrectly, and the person on the receiving end.

In the latter case, they’re going to feel less like they belong and can be themselves in the workplace. This can negatively impact their mental health and make them more likely to leave.

With belonging in the workplace being so important, asking someone their pronouns is a simple way to show people that you do want them to feel like they belong, whether they’re working with you for five minutes or fifty years.

Consider the connotations or origins of a word, phrase, object, or action

There are some words and phrases that were once considered innocuous but are now problematic.

This is partly because the world is more diverse. However, it’s also because more people are aware of the origins of these things and why we should avoid them.

Recently, there was controversy in the UK when a pub had dolls with racial connotations on display. While displaying them isn’t technically illegal, making people uncomfortable through your words or actions in this way is.

Even though the offensive dolls were confiscated, the pub owners continue to defend their actions. They even acquired more dolls to display.

As a consequence, the pub received a lot of negative press. One of the UK’s most respected pub guides even removed them from their listings.

We should always be questioning and challenging previously held attitudes and beliefs. There are always ways to improve processes and make more people feel welcome.

Failing to question these attitudes and beliefs can lead to negative press that can impact your business in the short- and long-term. Incorporating more inclusive language examples is important, but eliminating exclusive words, phrases, and of course actions, is just as essential.

Be mindful of the language around disabilities

Saying that you’re blind because you didn’t see something can be offensive to people who are visually impaired.

There are some people who wouldn’t find this offensive, like my nan, who was visually impaired. When it comes to inclusive language though, it’s much better to err on the side of caution and inclusivity rather than divisiveness and upset.

Likewise, there are some people who dislike the word disability and prefer to use “differently abled.” If you’re unsure which to choose, ask your employees who face long-term health challenges which term they prefer.

Adopting the social disability model can help, too. This states that it isn’t people themselves who are disabled, it’s society that disables them. This puts the onus on society, and businesses, to accommodate those disabilities, rather than forcing those with disabilities to change themselves.

Conclusion 

You don’t have to get all of this right 100% of the time. You just have to be open to feedback and learning, and do your best to utilize these inclusive language examples when the occasion calls for it. 

When you’re open to feedback and learning, you’re more likely to not repeat the same mistakes. You’ll also create the inclusive culture that you want your business to have—and that you and your business can benefit from.

If you’re looking to build a more inclusive organization, Workrowd can help. Our all-in-one tool suite makes it easy for your people to find their people from day one.

Plus, it’s a breeze to share resources like a list of inclusive language examples so that the whole team sees it rather than just getting lost in people’s inboxes. If you want to create a more inclusive culture with less work, visit us online or send us a note at hello@workrowd.com. We’d love to connect.

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Categories
Employee Retention

9 employee benefits examples that go beyond the basics

There are so many employee benefits examples out there, it can be hard to know where to start. Luckily, that piece at least has a clear answer. 58% of companies provide health benefits to their team members, making it the most common employee benefit.

Beyond that, though, it gets murkier. If you want to stand out from your competitors, you need to come up with other employee benefits examples to improve your employee experience and increase retention.

When done right, these offerings can make a huge difference. In fact, 49% of employees will leave their job in the next year because of a lack of benefits. 51% feel it plays a big role in talent retention.

So, what are some employee benefits examples you could implement to increase your retention rates?

Meditation or mindfulness apps

A huge 91% of Gen Z employees believe companies should provide mental health benefits. 

So, if you’re not providing any mental health benefits, you’re missing out on a huge part of the talent pool.

Not to mention, businesses lose $1 trillion every year in employee productivity because of mental health challenges, according to the World Health Organization.

A short, 10-minute meditation can improve everything from concentration levels to anxiety to chronic pain. Giving your employees this option helps them focus more and ensures they perform at their best.

Many meditation or mindfulness apps now provide business subscriptions too, showing just how big the demand is for them. These subscriptions also make this an easy option to implement as far as employee benefits examples go.

Skills development

Having skills in unrelated areas makes us more creative. This leads to better problem-solving skills. Of course, this can help your business stand out from competitors, move faster, and make more money.

You could provide art classes, storytelling workshops, cooking courses, gardening workshops – the list is virtually endless. You could even offer subscriptions to sites where employees can learn a variety of different skills at their own pace, like Wondrium or Masterclass.

Nap rooms

We’ve all experienced the 3 p.m. slump. Providing nap rooms where employees can take 10 minutes in private to recover helps them be more productive and allows them to think more clearly.

It’s also handy for anyone who didn’t sleep well the night before and is finding caffeine just isn’t enough. A quick power nap could be just what they need to get going again.

While this is one of the employee benefits examples that obviously requires a bit of space, it can be well worth it.

Library

Reading fiction makes us more empathetic and more creative in our language usage.

Non-fiction teaches us new skills and introduces us to other perspectives.

Reading works faster than some other relaxation methods, like listening to music or drinking tea. It lowers your heart rate, relaxes the body, and reduces stress.

Having a company library where employees can take out books that are related—or unrelated—to their role allows them to experience all these benefits.

The books could be physical books or ebooks, depending on employees’ preferences.

Audiobook subscription

Audiobooks can be expensive, but they’re a useful and relaxing way to pass the time on long commutes.

If you know your employees love a story, why not provide them with a subscription to feed that interest? It could be to sites like Audible, Kobo Plus, Blinkist, or one of the many other options.

This is one of the employee benefits examples that’s really easy to implement, but is often overlooked.

Sabbaticals

Taking an extended break from work is a great way for someone to experience another culture or recover from burnout.

However, the stress of having to find a job at the end can take away some of the enjoyment.

Offering long-term employees the opportunity to go on sabbatical, safe in the knowledge that their job will still be there at the end of the break, rewards their loyalty and shows how much you value them, their knowledge, and their skills.

Lunchtime exercise classes

Breaking up the day with exercise is a fun way to relieve stress and boost happy hormones. 

To experience the benefits, we don’t need to do loads. It’s about compounding efforts over a period of time.

Could you offer a 10-minute stretch class or a 30-minute barre class, for example?

A lunchtime exercise session could be the perfect way to give employees opportunities to try out different exercise methods they may not have considered otherwise.

They may even end up falling in love with that form and practicing it more regularly. This will benefit their physical and mental health long-term and boost their productivity and engagement at work.

Travel subsidies

Whether it’s travel abroad to expand employees’ experiences of the outside world, or travel to and from work, subsidizing travel gives employees the opportunity to do more. 

In the current cost of living crisis, helping employees with the cost of their commute shows them you value their contribution to your business and want them to stay. You could offer discounted travel cards or discounts on bikes from local businesses, for example.

When it comes to traveling abroad, do you have an overseas office where they could work from? Or a location where several of your employees are based where they could hang out?

Many larger companies now even subsidize the cost of relocating overseas for a few months. This gives employees the chance to experience another way of life.

Or maybe you want to encourage them to take regular vacations by connecting them to discounts on hotels, flights, or activities abroad.

Four-day work week

Several studies have now shown that a four-day working week doesn’t lead to a reduction in productivity. What it does do instead, is improve employee mood and mental health.

When employees have to be at their desks for eight hours a day, five days a week, they can wind up feeling chained to their jobs. It leaves them with less time and energy for their loved ones, or their hobbies and interests.

The four-day working week provides more time for employees to enjoy life outside of work. And you get the benefits of their improved mental health and energy levels. 

It’s one of the relatively newer employee benefits examples, but it can have a huge impact.

Conclusion 

These are just a handful of employee benefits examples you could implement in your workplace.

If you want to ensure employees know about all the benefits you’ve put in place for them, look no further than Workrowd. Our one-stop shop makes it easy to centralize all your important employee information.

Once team members see all the employee benefits examples they can take advantage of, they’ll be happier and more likely to stay long-term. Don’t leave them searching around in the dark. Visit us online or send us a note at hello@workrowd.com today to learn more.

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Categories
Company Culture

Boosting your employer brand with a better candidate experience

Your candidate experience has a huge impact on your employer brand. It affects how candidates feel about you and the types of reviews they leave online after going through the vetting process.

Negative reviews impact who’s likely to apply for future roles, so finding ways to mitigate them is important.

Here are five ways to improve your employer brand with a better candidate experience: 

Use a clear job title

Job titles like “ninja” or “rockstar” sound great, but part of being accessible means using clear language.

Sometimes, if the job title is for a ninja or a rockstar, it’s not clear what the role entails.

Saying that someone is an HR manager is a lot clearer than saying they’re a people guru, for example.

Being clear also helps with your visibility on job search sites and LinkedIn. Candidates search for keywords. This means if you’re not using those keywords, or they don’t see them in the job description or title, a great fit could end up not applying.

Don’t sugarcoat expectations

Sometimes, businesses can sugarcoat what’s expected of employees. Or, they might not go into detail about how stressful a role can be.

While you don’t want to tell them the role will be stressful (if it is, you’ve got bigger problems that need fixing), you do want to be upfront if it’s a fast-paced environment. Roles where things move quickly attract different types of people than those that move at a more leisurely pace.

For someone to be successful in a role, you need to clearly explain what success in the role looks like. Surprisingly few businesses do this, which means doing so is another great way to boost your employer brand.

Be honest about salary

Ever seen a job posting that just states “competitive salary” instead of what the actual budget for the role is?

Don’t do that.

From a business point of view, I get it. 

From a moral point of view, it’s frustrating for candidates to get to the end of a process and discover that you don’t have the budget to pay what they’re looking for.

Or to learn later that you had a higher budget but chose not to pay them that because their imposter syndrome or lack of confidence prevented them from asking for a higher salary.

Calling your pay “competitive” makes your business look opaque and old-fashioned.

It subconsciously suggests that you’ll pay candidates what they think they’re worth, not what you think they’re worth. You have a budget for the role, so why not just say that from the start?

Most of the time, I’ve found that when a business says the pay is competitive, what they actually mean is that they’re paying pittance.

I work as a freelance writer, and when I first started out and applied for roles where agencies or businesses said their pay was competitive, they usually charged a cent per word while expecting writers to churn out tens of thousands of words per month. That’s a whole lot of writer’s cramp for not a lot of pay.

Their focus was on volume over content quality. But as the industry changes, quality content will become increasingly more important than quantity.

To get the best hires and elevate your employer brand, you need to be upfront about your expectations and salary. It’s as simple as that.

Give feedback

If someone’s unsuccessful in applying, they’re 4 times more likely to try again for a future role if you offer feedback.

The best way for us to grow is through feedback. We can only get better when we know what to work on.

Despite how many candidates want feedback after an unsuccessful job application, 30% of candidates have been through at least one interview where they never heard back.

This leaves them with a more negative view of the company they wanted to work for. In other words, it can seriously damage your employer brand. It also means they’ll repeat the same mistakes whether they reapply to your business later or they apply elsewhere.

Be clear and helpful in your feedback, and don’t worry about adhering to certain sandwich-style comment structures.

You don’t have to go really in-depth, just provide a few bullet points explaining the strengths and weaknesses.

If it really did come down to someone else having more experience, candidates will still appreciate your honesty and transparency. Being communicative is a simple, but extremely significant thing you can do to bolster your employer brand.

Ask for feedback from candidates

As mentioned above, feedback is one of the best ways for us to learn and grow.

You don’t know what’s broken in your hiring process until you get feedback from people experiencing it. This is especially true from the folks who are unsuccessful.

There may be other ways of doing something that you hadn’t considered in the past. Or, your inclusivity could do with some extra work.

Likewise, if something is working really well, you want to make sure that you’re aware of it. That way, you don’t try to fix what isn’t broken.

This can sometimes happen when attempting to improve things whether it’s a hiring process, a marketing plan, or a novel.

We need to know what’s good and bad about something so that we focus on growing our strengths and enhancing our weaknesses. This is certainly true when it comes to both your candidate experience and your employer brand.

Conclusion

The experience you provide candidates has a huge impact on your employer brand. It affects how the outside world feels about your business, and this can have a ripple effect. Especially if anyone who did experience your hiring process is particularly vocal.

We’re more likely to share negative experiences over positive ones. If you want to avoid negative publicity that can harm who you attract to future roles, you want to make the process as positive as possible.

The more positive it is, the more positively candidates will feel about you, even if their application is unsuccessful. They may then come back in the future to work with you and be the perfect fit.

If you’re ready to take your employer brand to the next level, it’s important to make sure your employee experience is something to be proud of. Making the most of your employee programs, groups, and events ensures candidates can easily see you have a great company culture.

With an all-in-one employee experience hub like Workrowd, you can connect all your tools to streamline processes and get more bang for your employer brand buck. Visit us online, or send us a note at hello@workrowd.com to learn more.

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Categories
Diversity, Equity, Inclusion, & Belonging

6 ways to create a more accessible and inclusive hiring process

Diversity matters. It matters so much that 37% of candidates want to know what a business is doing about diversity. If you can’t answer that question, you risk losing out on talent. One of the first steps is to ensure that you have an inclusive hiring process.

So, what can you do to make your hiring process more accessible and inclusive?

Use clear language in job descriptions

The clearer your job description is, the better the fit any candidates who apply for the role will be.

Think of your job description as a way for candidates to self-select. They can use it to decide if it’s exactly what they do—or don’t—want from their next role.

Also consider the fact that most people applying for a job will look at multiple jobs in multiple places.

This can be tiring and stressful.

If you cut the fluff and tell candidates exactly what they need to know in easy-to-understand language, they’re going to associate you with a better experience from the get-go.

This means they’re more likely to apply, and be enthusiastic about working for you.

Be inclusive in your language usage

I was reading a job description the other day that listed the company’s brand values. The first was “diversity.” The third was “craftsmanship.”

While it’s only three letters, the use of “man” inside of the word does influence the connotations of the role—and the company.

Sometimes it’s better to use a few extra words and be more inclusive over choosing the shortest phrase.

HBR found that 40% of employees don’t feel they belong at work. If you want to make them feel like they do from the start, the language you use matters. This is true on both a conscious and subconscious level. 

There are lots of tools out there that you can run your job descriptions through to ensure that they’re aligned with an inclusive hiring process.

Nobody is perfect when it comes to this stuff. What matters is that you’re open to improving and adjusting based on feedback.

Make the application process easy and accessible

The clunkier or more confusing your application process is, the more candidates you’ll lose in this early stage.

And this won’t help you weed out candidates from the start, it’ll just annoy everyone who might be interested. Meaning many will take their valuable time and skills elsewhere.

Does your application process require a resume, a cover letter, and candidates to manually enter their job history? This unnecessary repetition could be losing you candidates. If you have their resume, you have their job history. They shouldn’t need to give it to you twice!

To make for an even more accessible and inclusive hiring process, consider optimizing your application form for mobile. 

If you’re not optimizing for the mobile experience, you’re probably missing out on people. For instance, the ones who may be casually browsing on their morning commute or during a break. 

If they can’t apply on their phone, it may make them question your commitments to accessibility. They may also question how modern and forward-thinking your business is. This could ultimately put them off the role and your business as a result.

Ask for what you need and nothing else

If you’re not interested in someone’s gardening adventures, don’t ask for information on their personal life in the application process. Make sure that in the application, you’re asking for exactly what you need and nothing else.

Almost 60% of job seekers will quit an online job application halfway through if it’s too long or complicated. That’s a lot of potential hires you risk missing out on from one step.

Say you’re hiring a copywriter. Is it more efficient to ask for samples of their writing that you can analyze to see if they can adapt to your company’s tone of voice, over asking about their formal qualifications?

What about some statistics about results they’ve helped businesses achieve in the past?

Sometimes these things can get lost in favor of more obvious criteria that don’t matter when you’ve got proven experience. For instance, someone’s educational background is a big one.

Many people I know who now work in marketing don’t have a traditional marketing background or marketing degree (myself included). Those things can be nice to have but don’t guarantee someone will bring you the results that you want.

Ensuring you’re not eliminating people based on irrelevant criteria is a key factor in building a more inclusive hiring process.

Make the assessment process inclusive

One of my pet peeves is when businesses say they’re inclusive but don’t have evidence to show that they are. More and more people are starting to see through this tokenism.

Saying that you’re inclusive, and actually being inclusive, are two very different things and require two very different approaches.

My friend is job hunting right now, and they were given a choice between an initial phone call or a video interview during the early stages.

In a later stage, the hiring manager sent them the interview questions in advance so that they could prepare.

The company even sent over a flyer explaining their process and sharing tips like how to handle interview nerves.

In the flyer, they also shared that some of their best employees didn’t get the job the first time around!

How can you make this level of inclusive hiring a reality at your organization?

To find ways to implement more inclusive hiring practices, it’s important to consider how other people—including people you haven’t met yet and who have a different background/worldview from you—experience the world.

Explain your interview process upfront

Interviews can be stressful. If you can explain to people what your interview process is upfront, it can alleviate some of that stress.

Another thing you can do to lower interview stress and be more accessible to neurodiverse employees, is provide interview questions before the interview.

Needing extra time to prepare isn’t a reflection of someone’s intelligence, or even how fast their brain works.

Providing the questions allows candidates to find relevant achievements from previous roles, statistics that show what they’re capable of, and anecdotes that showcase their skills.

This extra time to prepare means you’ll get better quality answers and can make a more informed decision. 

Conclusion 

Some of the things on this list may seem insignificant or finicky, but they’re small things that help you stand out from your competitors as a better place to work.

It’s embracing things like inclusive language that will help you achieve your diversity and inclusion targets. You’ll also reap the benefits that you get from having a more inclusive working environment.

Aside from a bit of effort to get there, there’s essentially no downside to transitioning towards a more inclusive hiring process.

If you’re looking for ways to extend your inclusive hiring practices through into your employee experience, Workrowd can help. With a one-stop shop for all your employee groups, programs, and events, it’s easy for everyone to get fully immersed in your company culture from day one.

Plus, with automated data collection and analytics, you always know what’s building real belonging for team members and driving ROI for the business. Check us out online or write us at hello@workrowd.com to learn more.

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Employee Experience

4 ways to deliver a better candidate experience in 2023

There are currently two job openings for every unemployed person in the US. With so much competition in the labor market, businesses need to do more than ever to stand out. This includes delivering a top-notch candidate experience.

Providing the best possible candidate experience makes it not only more likely that you’ll attract the best talent, but that your chosen candidate will accept the role at the end of the hiring process.

Any unsuccessful candidates will also be more likely to come away with a good feeling about your business. This could lead to them leaving a positive review about the process online. They may even reapply in the future when they could be a better fit for your organization.

So, how do you deliver the best possible candidate experience? Here are four tips:

Be open about your company culture

Your company culture can be one of your biggest selling points. But it can also put people off. In fact, 75% of people wouldn’t take a job with a company that has a bad reputation. This is true even if they’re unemployed.

How your company comes across influences the types of people who apply for roles. You therefore want to make sure that what they see is accurate. The way the rest of the world sees your company should be what it’s actually like to work there.

While we don’t like to believe that people will judge a book by its cover, they definitely do.

As the author of 20 books, and an active member of the publishing community, I should know. It’s hard to overstate the difference a book cover can make to sales.

I’ve seen so many authors experience an increase in sales just because they redesigned their covers. Branding is just as important for businesses as it is for authors.

So, the question is: does your business culture need a cover redesign?

Or does it need a complete rework internally, too?

This is obviously a much more challenging process, but it can pay dividends. Particularly if you improve it for the better, prioritizing employee mental health and wellbeing over a high-stress, high-pressure environment.

Reflect your culture on social media

Social media is one of the best ways to show exactly what your company is like to work for.

The majority of candidates research companies online before applying for a role. So if your content is a ghost town, or your reviews are negative, it’s likely to deter them.

Only 30% of people are actively job-seeking at any one time. This means if you’re not creating content to show off your company culture, passive job seekers are less likely to discover how great working for you could be. That’s a lot of people you risk missing out on.

Some of the things you can share to reflect your culture include:

  • Videos where employees talk about your culture
  • Posts sharing employee knowledge or skills
  • Photos of events employees have attended or organized
  • Employee testimonials

If employees leave testimonials or LinkedIn recommendations for CEOs and HR managers, it says a lot about the type of culture your business has. Assuming they’re positive, this further helps your ability to attract the right types of people.

Ensuring easy access to resources like these can do wonders for your candidate experience.

Communicate clearly and often

It can’t just be me who’s experienced this: you apply for a role, then don’t get an email confirming that the company received your application.

As a result, you forget that you’ve applied. Then, three weeks later, you’re surprised when they invite you to the next stage of the process.

Sure, I should’ve written something down to say what I applied for and when, but it certainly doesn’t hurt your candidate experience to send an automated email confirming you’ve received their application.

Sending email updates to confirm receipt, with details of an upcoming interview, or telling candidates when they’re likely to hear back from you, makes a massive difference to your candidate experience. And it’s one of the simplest things you can do.

It demonstrates that you value communication, which, for some candidates, can be a make-or-break trait.

It’s also a positive reflection of your company culture. It shows that you really do value the candidate experience, and more importantly, them as an applicant.

Train your interviewers

Some interviewers may not be all that comfortable interviewing other people. For them, it may be akin to public speaking, which an estimated 75% are afraid of.

Training them in interview techniques ensures they feel confident and comfortable. It helps you provide the best possible interviews as part of your candidate experience.

A positive interview experience should put candidates at ease, make them feel welcome, and take into account that traditional formats aren’t for everyone.

I’ve definitely seen more of the latter lately. More companies are sending questions in advance and giving candidates a choice between video or phone interviews for remote roles.

Simple things like arriving on time, and leaving time at the end of the interview for candidates to ask their own questions, further improves the candidate experience and helps with your employer brand.

Conclusion 

A great candidate experience is a positive reflection of your business.

The more you develop your candidate experience, the more positive reviews you’ll get across the internet. That way, the greater the impact it will have on your employer brand.

Over time, this will help you attract higher quality candidates, have happier employees who want to stay longer, and therefore make more money.

If you’d like to ensure a great onboarding process, give your interviewers a place to share resources that can improve their interview skills, and even develop a talent pool and/or alumni network, check out Workrowd.

Our all-in-one platform makes it easy to ensure everyone has both the information and the connections they need to thrive. Send us a note at hello@workrowd.com to learn more.

Boomerang employees: what are they and why you want them
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Categories
Employee Experience

6 ways HR teams can support better time management at work

The average worker spends 51% of every workday on low to no-value tasks. If this isn’t a strong case for better time management at work, I don’t know what is.

It’s really no surprise based on this that 39% of employee stress comes from their workloads. Or, that only 20% of employees feel their work is under control every day.

But spending just 10-12 minutes planning their day could save them up to two hours of their time.

So, what can HR teams do to support better time management at work and improve employees’ stress levels as a result?

Create a system

I’ve recently been reading Atomic Habits by James Clear. In it, he talks at length about systems. Goals are great, but you need to break down how to achieve them—and when you’re going to do them.

He explains that an effective habit has four elements: cue, craving, response, and reward.

For example, say an employee wanted to check their emails less so that it didn’t disrupt their work as much. They could pick a specific time of day to open their inbox and reply to people. 

The cue would be the time of day, the craving is to answer emails (like many of us have), the response is replying to them, and the reward can be whatever they like. Maybe it’s just the satisfaction of having written everyone who needs a response, inbox zero, or making a coffee.

This set time when someone checks their emails then means they have more mental energy for other tasks. They’re not constantly being interrupted by emails they don’t need to immediately reply to or that otherwise interrupt their concentration.

Implement the right tools

The right—or wrong—tool for time management at work can make or break our productivity. 

If someone doesn’t understand how to use a tool, they’re never going to make the most of it. Plus, they’re going to lose a lot of time just trying to figure out how it works. 

Offering training, or at least pointing employees in the direction of where to find the help they need, decreases their mental load and helps them understand it quicker.

Seemingly unrelated tools like applicant tracking software or employee engagement platforms can also create efficiencies. These tools give you more opportunities to create a great candidate experience and employee experience.

Streamline processes/minimize steps

So many businesses have old or clunky processes that don’t need to take as long as they do. 

It’s therefore worth periodically reflecting to see if there’s a new software you could benefit from, if you’re better off outsourcing tasks to a freelancer, or if there’s just another way of doing something that would lead to better time management at work.

Make important information easily accessible

Sometimes documentation, advice, or guides, can be hard to find. Especially if they’re old or taken for granted. 

You want to make everything an employee needs to know easy to find and easy to understand.

The more mental load someone has to exert to find and understand something, the more energy it takes up. This then increases their stress levels and makes them more likely to lose time in their day just finding what they need.

When it comes to sharing key information with employees, it can also help to provide it in multiple formats.

This ensures that regardless of how someone learns or best retains information, they can get the answers they need.

One way you can make this easier for yourself is to record a video demoing how to use a software. Then, extract that audio to turn it into a clip, and use a dictation software (or even just Microsoft Word’s dictation feature) to turn it into a written guide.

Catering to different learning styles is a frequently overlooked way to improve time management at work.

Minimize distractions

When we’re interrupted in the middle of a task it can take up to 20 minutes to get focused again. That’s a whole lot of time wasted and a whole lot of work that gets delayed.

It’s surprising how tiny things can add up to disrupt us and distract from what we’re trying to do. 

Sometimes it’s nice to take a moment to stare out of the window or play with a pet, but unexpected disruptions can and do make a difference to someone’s concentration and mental health.

Consider ways you can minimize the distractions employees experience to improve time management at work.

If they’re in an office, could you put up barriers to separate people’s desks? That way, they can’t see their colleagues and get distracted by what they’re doing.

Or, if your office has particularly bright lights and you know that you have neurodivergent employees, is there a way that you can reduce the harsh lights so that it doesn’t impact their sensory issues?

For employees who work from home, could you get them noise-cancelling headphones? How about a new desk setup? 

If their home environment is particularly distracting, what about a budget to work in a coffee shop or coworking space?

Give them somewhere to share ideas

Some people absolutely love exploring productivity, mindset, and time management at work.

Creating somewhere they can share things they’ve learned, or ask for advice from other people, is a really great way to show your employees that you do care and you want them to perform at their best. 

One of the ways you can do this is through employee groups, programs, and events.

Employees can learn new things through these initiatives, then share them with their other colleagues. This means more people can benefit from the time management at work tips even if they’re not actively participating themselves.

Conclusion 

These are just some of the ways that HR teams can support better time management at work. 

The more effectively you can help employees perform their jobs, the more productive and happier they’ll be in their roles. 

This means they’re more likely to feel valued and stick around for longer. 

All this reduces your hiring costs, and how long you spend training new employees. Perhaps more importantly, it also creates a happier working environment for every team member.

If you’re looking for tools to support your efforts to improve time management at work, you’ve come to the right place. Workrowd makes it easy for everyone to quickly find what they’re looking for, saving them time and energy.

Our user-friendly tools reduce admin work by automating tedious processes, and real-time analytics ensure you always know what’s driving results. Want to learn more and optimize your employee experience? Visit us online or send us a note at hello@workrowd.com.

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Diversity, Equity, Inclusion, & Belonging

10 more ways to support parents working in your organization

In part 1 of our series on how to make life easier for parents working on your teams, we looked at some of the changes and accommodations you can make, such as updating your policies and using inclusive language.

In part 2, we’re exploring some of the day-to-day things you can do to support parents working while juggling childrearing.

Create a group for working parents to connect and share advice

ERGs are one of the best ways to foster a sense of belonging in the workplace. 

Setting up an ERG where parents and caregivers can share their experiences and get advice takes some of the stress away from being a parent working a full-time job. It also means they have people who understand what they’re going through. 

Sharing problems with people outside of a situation can be a great way to work out our problems and feel calmer. That makes us better able to focus and get on with other tasks.

Offer a remote work stipend

Remote working is more challenging for parents working every day as it’s easy to get distracted. This is especially true in a house with lots of other people—or children who may not understand that you’re on a call and shouldn’t be disturbed. 

Remember that professor on the BBC who went viral because his children interrupted his interview? Everyone thought it was cute and could relate.

However, the reaction for women who face similar challenges is often different. Colleagues can perceive it as them not taking their work as seriously. Ultimately though, it’s not their fault and men in the same situation don’t experience the same stigma. 

If parents working at your organization work remotely some or all of the time, offering them a stipend to improve their environment helps them perform at their best. Ensure that their setup isn’t a further challenge they have to contend with.

Introduce parental leave care days

There are some days when a child is sick and there’s only one parent who can look after them. 

It’s important to provide leave where employees can stay with their children without eating into their own wellness or vacation days. This allows them to take care of their child without worrying about work or losing out on time for themselves because of something that’s out of their hands.

Remove the stigma around mental health/sick days

Sometimes people attach judgments to mental health, sick, or wellness days.

Whatever you call them, it should be acceptable for an employee to use the days that are available to them when they’re not mentally or physically able to work.

We all have days where we’re overwhelmed. Offering mental health days where employees can recover makes it clear that you prioritize mental health.

It also means employees don’t sacrifice their health for the sake of their job. Over time, this can lead to burnout and cost you even more than a wellness day or two.

Provide financial support

What financial support could you offer parents working for you? Subsidies, backup childcare assistance, flexible childcare spending accounts?

Including these in your benefits packages not only shows you’re serious about supporting working parents. It also gives them more options for how they spend their paycheck.

Taking these payments out automatically reduces their mental load, giving them one less thing to plan for each month.

Support education

Education can be one of the most expensive parts of being a parent, especially when it comes to college tuition. Or, sending a child to private school to provide them with new opportunities or more help with different ways of thinking, for instance if they’re neurodivergent. 

You could enable employees to use some of their paycheck toward their own tuition fees, their student loans, or even their child’s current or future college tuition. 

Host family-friendly activities

You can support your working families by hosting family-friendly activities like parties with bounce houses or children’s entertainers. These are great opportunities for colleagues to network, children to socialize, and for everyone to get a break from work.

On-site childcare

If you have an office, providing an on-site daycare where parents can leave their children takes a huge weight off them. 

This allows them to get on with their job while knowing their children are in safe hands. 

It also prevents the children from being in the office itself, where they risk distracting other employees from their work.

Implement a happiness fund

A happiness fund shows your employees how much you value them and their mental health. 

Parents working for you could use it to pay for a nanny or babysitter for a few hours so that they can relax. 

Non-parents, meanwhile, could use it for attending a yoga or cooking class. 

Whatever they need to do for their mental health so that they can keep performing at their best.

Conclusion 

Supporting working parents and caregivers creates a happier, more diverse working environment.

It discourages a culture of people being superglued to their desks at the cost of their mental health. Instead, it focuses on employees leading balanced lives where they don’t neglect their families for their careers. 

This sets a better example to the next generation, too, about not being stuck to their desks. It is possible to have a balance of work and family time without damaging one’s career prospects or work quality.

Once again, if you’re looking to better support parents working on your teams, equipping them with the right tools can help. Workrowd makes it easy for caregivers to connect with what’s important to them at your organization from day one.

If you want to level up your employee experience and better support both parents and non-parents alike, drop by our site to learn more. Or, feel free to send us a note directly at hello@workrowd.com. We’d love to hear from you.

Boomerang employees: what are they and why you want them
7 tactics to supercharge your workplace engagement activities
Employee happiness is a key metric for organizations: here’s why
Categories
Diversity, Equity, Inclusion, & Belonging

7 ways employers can make life easier for working parents

Recent figures show that 96.5% of married-couple families with children have at least one parent who is employed. In 62.3% of these families, both partners are working parents.

McKinsey estimates that global GDP could grow by $12 trillion if women were able to engage in the paid labor force at the same rate as men. But, due to family commitments and the cost of childcare, they’re often unable to do so.

A part of this support has to come from governments willing to subsidize childcare. That’s not to say there aren’t things that employers can do too, though.

Working parents can bring huge strengths and benefits to your business, regardless of your industry. This includes the people management skills that come from dealing with children, and the diversity of thought that it can provide.

Here are just some of the ways your organization can make life easier for working parents:

Talk openly

Previously, and perhaps still in more old-fashioned businesses, some working parents might’ve felt unable to talk about their home situation. It would be hard or impossible to ask for accommodations to help them better manage their family responsibilities. 

Hiding this huge part of their life from colleagues can be emotionally draining. That’s especially true if it means missing out on family events because of how it would look at work. 

Women, in particular, experience more judgment when family demands conflict with work expectations. At the same time, they’re often seen as bad parents if they prioritize work over family. On the flip side, males are typically seen as better providers for doing the same thing. 

Talking openly about their personal lives and interests is a good way for employees to bond. It’s important for them to understand each other’s perspectives as working parents.

Use inclusive language

The language we use is hugely reflective of our mindset and beliefs. The nuclear family may have been normal decades ago, but we live in a world that’s more diverse than ever. 

To ensure your organization benefits from the knowledge and skills that diversity brings, you need to use inclusive language, too.

For instance, saying ‘maternity leave’ only reflects the needs of the mother. 

What about the father and if he becomes the primary caregiver? 

What about LGBTQ+ couples or non-binary individuals? 

Using terms like ‘parental leave’ instead is more inclusive for all working parents.

Update your parental leave policies

Do your parental leave policies use inclusive language?

Do they include adoptive or foster parents?

What about non-binary folx?

Or equal time for parents of any gender, regardless of if they’re the one who gave birth? 

Sometimes the parent who gave birth isn’t the primary caregiver. That doesn’t mean they don’t deserve plenty of time with their new child to adjust to their new situation, though. 

Big life changes are challenging. Having more time to get used to them without the stresses of work boosts new parents’ wellbeing. It also means they can be more present at work when they do return.

Consider your pregnancy and healthcare policies

What are your policies for employees when they need to visit the doctor? 

What about medical emergencies? 

These should clearly be in place so that if something happens during working hours, employees know how to respond. They need to know what’s expected of them. 

For instance, if a pregnant employee takes time off to visit the doctor, do they need to make it up? 

Or do they have a set amount of time they can use for doctor’s visits? 

Likewise, what are your policies on employees going with their pregnant partner to appointments?

The clearer your policies are, the more you reduce your employees’ stress and anxiety. That way, they know how to navigate being working parents at your organization.

Welcome flexible hours

I’ve spoken to many working parents over the years who’ve stayed at a job they didn’t necessarily like—and that didn’t pay them as well as another job would’ve—because it offered them flexible hours that allowed them to take their children to and from school. 

This saved them money on babysitters and made morning routines easier. It also allowed them more time with their families, something which is important however old children are.

Luckily, since COVID, more companies understand the benefits of flexible working opportunities.

Allowing employees time to pick up and drop off children from school, and attend sports events, plays, or other activities their children are taking part in, boosts the morale of working parents and shows how much you value the next generation.

At the end of the day, does it really matter if someone isn’t working every waking hour if they’re hitting their deadlines and their quality of work is what you expect from them? 

It’s much more productive for someone to deliver what they need, then spend time with their family, than for them to sit twiddling their thumbs at a desk just because they feel obligated to work a set amount of hours that don’t make them better at their job.

Send surveys to find out what they need

Surveys are a great way to find out what working parents need from you and what their priorities/challenges are. 

It’s important to approach these with an attitude of curiosity, not judgment. That way, parents don’t feel you’ll reprimand them for sharing their situations or suggesting ways you could support them.

Introduce checkpoints

Checking in with employees after big life changes shows that you value them and their mental health, as well as what they bring to the company. 

You can work together to find any accommodations they may need, whether that’s flexible hours, new equipment or tools, or the ability to work remotely. 

Distractions are everywhere when working from home, particularly if there are other people in the house. Maybe they need noise-cancelling headphones to make focusing easier, or a better-quality microphone so that call participants can hear them more clearly.

Conclusion 

When an employer is willing to make adaptations and accommodations after big life changes—like a new child, a child suffering from health issues, or just the extra challenges that come with being working parents—it shows employees that they’re valued members of the team who aren’t seen differently because they have children or are about to have children.

Stay tuned for part two next week when we’ll share even more tips. That said, if you’re ready to start better supporting working parents now, equipping them with the right tools is a great first step.

Workrowd makes it easy for working parents to find the information they need when they need it. Plus, the platform empowers them to connect with fellow working parents at your organization from day one. And with real-time analytics, you always know what’s driving impact for them and where you can improve.

Sound interesting? Drop by our website to learn more, or send us a note at hello@workrowd.com.

Boomerang employees: what are they and why you want them
7 tactics to supercharge your workplace engagement activities
Employee happiness is a key metric for organizations: here’s why