HR can be humdrum when you're focused on numbers or cemented in routine. Here are fresh approaches to your office role that will catapult your incentive. You'll be eagerly leaping out of bed on work days!
ENLIVEN YOUR WORKSPACE
An upbeat environment sparks enthusiasm for your job. When surrounded by images that make you smile, joy infuses your overall attitude. Also, being physically comfortable brings out the best in you. Here's how to transform your workspace into a happy place.
1. Add greenery.
Did you know that having a plant companion elevates morale? It also improves productivity. A 2015 Australian study found that greening an office increases efficiency by 15 percent.
Research by NASA in 1998 showed that indoor plants enhance focus, facilitate recall, reduce fatigue, and diffuse stress. They also purify the air of pollutants. You'll reap the greatest benefit with three plants per every 100 square feet of office space. Of the 18 recommended air-filtering flora, these seven are the easiest to grow:
- cornstalk dracaena
- Chinese evergreen
- English ivy
- peace lily
- red-edged dracaena
- snake plant
- spider plant
2. Use mood-boosting colors.
Are you aware that wall color impacts your frame of mind? If you're surrounded by gray, white, or red, these hues can make you feel bored, tense, or agitated, respectively. If management is amenable, suggest painting the walls light yellow, blue, or green.
- Yellow promotes cheerfulness and productivity.
- Blue is calming, lowering stress and heart rate.
- Green is relaxing and easiest on eyes.
If you can't change wall colors, use the above friendly hues in your personal décor. Merely glancing at your furniture and supplies will brighten your mental outlook! Experience "color therapy" via a blue chair, green stapler, and yellow folders.
3. Display reminders of why you're there.
Tokens of appreciation reinforce the great work you do. Pin up thank-you cards from coworkers and supervisors. Hang photos of employees you've helped to bring on board. Compile a file of projects with excellent outcomes, and periodically review them. Ongoing evidence of work success will keep you motivated.
CONTRIBUTE TO TALENT MANAGEMENT
Some companies have swapped the moniker "Human Resources" for more inspiring names, such as "Talent Resources" and "Talent Management." Isn't this refreshing? The corporate focus is on grooming staff to meet current and future business priorities. To do this, link individual, team, and corporate goals. A successful talent management strategy keeps employees highly engaged and productive.
It's vital to both attract stellar staff and show employee appreciation. You can achieve these two aims with onboarding programs and ongoing training.
Onboarding Programs
Were you ever hired by a firm that didn't prepare for your arrival? If so, then you know the importance of planning staff additions. When I Work has detailed 12 best onboarding practices. Whether your role is managerial or operational, you can make a contribution. Viewing yourself as a host or hostess makes it more enjoyable. Here's how to welcome a new employee to your company:
First Day
- In preparation for their start day, communicate company policies in advance regarding dress code, parking, and where to report.
- Organize a first-week agenda for your new hire. Canvass their supervisor and co-workers beforehand, to determine what's most important. Assign a work buddy to assist with the transition.
- Create a comfortable workstation. Outfit their niche with all the furniture and supplies they need for the job. Include an employee handbook and staff directory.
- Present them with a "glad to have you" gift. Branded materials impart a sense of belonging. Examples are a logo-imprinted work bag, mug, pen, or clothing.
First Week
- Acquaint them with the office and their co-workers on a congenial tour. Show them the locations of the restroom, break room, cafeteria, copier, and mailboxes.
- Provide a structured orientation, including a company overview and how their job fits into the grand scheme. Assign staff to demonstrate the use of technology and equipment.
- Arrange an introductory meeting with their immediate supervisor. The discussion should include job expectations, short-term goals, long-range plans, and the boss' management style.
- Let your new hire "shadow" other staff, including members of affiliate departments. This practice gives them a better understanding of your business.
Ongoing Training
Incorporate fun in your career development programs! This makes training engaging for both you and those participating. Here are suggestions from Xerox:
- Make learning interactive, leading a session so employees do 80 percent of the talking. When someone presents a question, ask attendees if they can provide an answer. You might call on a knowledgeable person to reply. For example, "Steve, you're an expert on this topic. What do you think?"
- Illustrate policies using practical examples.
- Punctuate points with humor. If you're giving a verbal presentation, share personal anecdotes. If showing a video, choose one that prompts laughter. Xerox describes a customer service clip that sounds hilarious. During a telephone call, the salesperson chews a wad of gum and mispronounces the customer's name. The client promptly hangs up. Then, the scenario is repeated, with the salesperson treating the client properly.
- Ensure that all trainees participate.
BUILD A CULTURE OF EMPLOYEE APPRECIATION
Whether you're a manager or have a supportive role, you can help co-workers feel important and valued. This habit banishes the doldrums for everyone.
- After one month of employment, send handwritten thank-you notes to new hires for their contribution to the company.
- Schedule opportunities for staff to socialize, both in-house and off-site. Arrange catered lunches to celebrate departmental achievements, employee birthdays, and holidays. Some businesses hold on-site barbecues during summer. Others organize a company bowling event or baseball game. Team up for a volunteer effort or charity event, such as a walkathon. Informal gatherings generate goodwill and camaraderie.
- Commend employees who excel in their work. Follow the example of Danielle Hopely, VP of JustWeddings.com. Every day, she walks through her office, looking for opportunities to praise her staff members.
- Demonstrate genuine interest in employees' personal lives. Conveying your support will garner their dedication.
- Customize gifting. Doing so acknowledges an employee's attributes, interests, or needs. It also embodies your gratitude for their best efforts. For example, reward a busy mother with a spa gift basket. For a young employee, purchase a movie gift card.
- Have staff members vote for "Employee of the Month," and post the honoree's picture on the cafeteria bulletin board.
- Compliment staff members in the presence of peers. This gesture applauds outstanding performance while nudging others to follow suit. At Fonar Corporation in New York, the CEO presents award certificates during a ceremony at the annual Christmas party. He acknowledges a range of contributions, such as developing patents, being the most cheerful, and having perfect attendance. Each honoree takes a picture with him as a secondary keepsake.
If you work in a supervisory capacity, here are insightful tips on how to be a great boss.
LOVE YOUR JOB!
Your HR position can be enormously fulfilling! Start by enlivening your workspace, using air-filtering plants, inspiring colors, and meaningful reminders of why you're there. Contribute to talent management via onboarding programs and ongoing training, infused with humor. Most importantly, build a culture of employee appreciation. You'll come to love your job!
