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Handling Stress on the Job

March 16, 2015 Leave a comment

The American Institute of Stress credits high stress levels with 50 common physiological ailments, including lightheadedness,stress ringing in the ears, skin rashes, nausea, weight gain, and stomach upsets. The institute recommends the following steps to reduce stress on the job anytime things get overwhelming:

  • Breathe — Spend a minute or two to take deep, slow breaths.
  • Walk — Take a short walk before a potentially stressful meeting or encounter. It will reduce your nervous energy and give you time to collect your thoughts.
  • Tense and Relax — Tense and then relax your different muscles, beginning with your head and neck muscles.
  • Be Positive — Don’t let fears take over.

Toolbox Tips

March 16, 2015 Leave a comment

To avoid injury from hand tools that are involved in 6 percent of compensable work injuries: Safety FIrst

  • Make sure that the tool you intend to use is the right one for the job. Don’t use a wrench as a hammer, or, say, pliers as a wrench.
  • Keep tools in good condition. Broken or worn wrenches with cracked or worn jaws or electric tools with broken plugs, for example, should be repaired or discarded.
  • Follow safety guidelines.
  • Ground all electrical tools and cut away from the body when using knives or cutting tools.
  • Keep tools in a safe place.
  • Many accidents occur when tools fall from overhead cabinets, and by sharp tools carried in pockets or left in toolboxes with the cutting edges exposed.

Miramar/Pembroke Pines, FL based business FINED by the EEOC!!

February 6, 2015 Leave a comment

WOULDN’T YOU HATE TO BE THE BUSINESS IN THIS HEADLINE?

 

If you answered YES,  join HBL Resources at 7:45 am next Wednesday 2/18 at Second Cup located at 11045 Pines Blvd Pembroke Pines, FL 33025, will create a premium coffee or specialty beverage for you beginning at 7:45 am.   We will “top it off” with a 45-50 minute HR compliance training then enjoy last sips during Q&A time, ensuring you head to the office by 9:00 am!

CHEKCLIST

Next Session: Wednesday, February 18th at 7:45 am

Topic:  21 Employment Laws requiring compliance from Small Business and what to do about them.

CLICK HERE TO REGISTER TODAY

8 Ways to Improve Employee Engagement

December 3, 2014 1 comment

Are your employees enthusiastic about their jobs? Do they find their work engaging?  While you may never actually hear your Businesswoman receiving an award.employees say they “I love my job” the more engaged your employees are, the more productive and committed they will be, which – ultimately drives performance improvement.  Here are 8 ways to improve employee engagement.

  1. Measure engagement. How enthusiastic are employees about their jobs and your company?  How likely are they to recommend your company as a good place to work?  Consider using a survey to answer these and other questions related to employee engagement.  This can provide a baseline for how your employees feel about working for you and can help identify areas for improvement.  Additionally, consider conducting stay interviews in addition to exit interviews both will help identify potential improvement areas in employee satisfaction and engagement.
  2. Understand individual motivators and strengths. Not all employees are motivated by the same thing. Some may be motivated by working in a team; others may be motivated by having greater autonomy.  Supervisors should identify individual motivators and strengths and assign work that based on those individualized factors.  Don’t know what motivates your employees?  Ask them!
  3. Praise and recognize. Praise and recognition can go a long way in letting employees know the company values them.   Praise is generally more informal and can be as simple as a “thank you” for a job well done.  Recognition is a more public way of showing employees that they are valued.  Why not share employee contributions at staff meetings, in newsletters or via email.  Consider social media recognition platforms like Teamphoria.com!
  4. Reward. Not only is it important to recognize outstanding performance, but it is also important to reward it. While rewards can include bonuses, they don’t have to be monetary. For example, consider giving an employee an extra day off or taking him or her out to lunch after completing a particularly challenging milestone. Try Merchandise Albums so employees will remember you every time they use their merchandise!
  5. Align company goals. Employees should always be aware of the company’s mission and goals.  They should also know how their job affects those goals.  Ensure individual goals help achieve department goals and department goals help achieve company goals. This helps show employees that what they do truly does affect the company’s success.
  6. Build your middle managers. Effective supervisors have the skills and experience to manage employee performance, as well as support and value their employees. Give supervisors the training they need to communicate openly and frequently, set clear expectations, and provide constructive and timely feedback.
  7. Mentor and develop. By making employee development part of the company culture, you clearly communicate that your organization values employee growth and development. Consider a mentor program where senior managers are paired with a less experienced employee to offer career advice, share knowledge and experiences, listen to questions and concerns, and encourage career development.  Cross-training or Job Sharing is another development initiative that can help promote employee engagement by providing employees with the opportunity to learn new skills and face new challenges.  Millennials especially love learning new skills and facing new challenges!  Developing camaraderie is an important aspect as well teambuilding activities can be conducted at staff or department meetings our take the team out using great opportunities like The Great Office Escape.
  8. Ensure Open Communication. Share company’s goals and business results with employees and celebrate successes.  It is also important to encourage employee feedback and suggestions.  Take their suggestions seriously and while you may not be able to act on all ideas, ensure a process is in place to respond to each idea.  If change does occur, as a result give credit where credit is due and consider rewards wherever possible.

Every job and every employee of your company is important to the success of an organization.  By making employee engagement a priority of your culture, you will see returns on improved commitment, decreased turnover, and increased productivity – and you just might hear one of your employees say… “I love my job!”

7 Ways to Recognize Mom on Mother’s Day

April 30, 2014 Leave a comment

1. Speak her Love Language

Gifts are great but show your thanks in her love language.  Spend Quality Time together reminiscing or taking her on a walk, Clean all the Bathrooms or Windows as an act of Service, Tell her all the wonderful things about her you appreciate as words of affirmation, if she loves gifts  why not make something special just like when you were a kid.  Don’t Know her love language have fun together finding out with this 5 Love Languages Test

2. Good Eats

When celebrating mom’s special day don’t go back to the old standby get some scoop from dad about years gone by and surprise mom with a restaurant or location that brings back good memories. Read more…

Proper Presentation of Recognition MATTERS!!

October 1, 2013 Leave a comment

Presenting recognition awards to your employee’s gives you the opportunity to celebrate more than just an accomplishment. You can use the occasion to reinforce those behaviors that make them a valued member of your team. Preparing an effective award presentation can be as easy as asking yourself a few simple questions. (Who, what, when, where, and why.)

 

There’s much more to Who than the name of the recipient. Keep a note of when the recipient joined your organization. Highlighting loyalty to your company is a great way to celebrate an employee. Mention promotions and other significant career events that have taken place throughout their employment. Try involving members of the recipients work team. Ask co-workers to share or write down their own observations about his/her contributions to the organization.

 

Describing the What of an award also plays a role in your presentation. Take the time to understand how the award ties to the Read more…

The Function of Employee Incentives and Awards

August 21, 2013 Leave a comment

The debate will always exist with employee incentive program managers and their participants whether to use Cash or non-cash tangible merchandise as incentive awards. Employees may undoubtedly indicate their preference of cash over merchandise rewards, but research has consistently shows that cash is a very poor motivator because of its lack of “trophy” or “memory” value.

When cash and monetary awards are presented, employees see it to be part of their total compensation package, and simply use it to pay for the same things that would be paid by their regular compensation. As a result they easily and quickly forget that the cash award was presented in recognition or as an element of an incentive program resulting in a loss of impact of the value of the cash bonus as an award for performance, or for their years of service.

Research and experience consistently show that non-cash incentives, in the form of merchandise, are much more successful than money as an incentive award. Why are non-cash/merchandise awards better? Read more…