April 2019 - Casey

Does Your Company’s Work Environment Impact Productivity?

Productivity levels depend on more than just your employees. Although staff can get more rest at night, eat breakfast, and take other steps to increase their output, there are steps you, the employer, can take to help as well. Focusing on the following areas helps to create a work environment that encourages workers to be more productive.

Lighting

All forms of lighting have a strong impact on productivity. Therefore, you want to provide windows near work areas to promote concentration and comfort. Keep overhead lighting bright to increase feelings of happiness. In winter, offer lamps that compensate for the reduced exposure to sunlight. This will increase calmness and decrease depression.

Company Culture

Cultivate a culture that promotes positivity. Everyone needs support to develop their uniqueness and feel valued. Encourage employees to build networks inside the office so they feel a sense of belonging. People who feel valued at work give their all each day.

Noise Levels

Monitor noise levels within the work environment. Because noise is a top workplace interrupter, it affects productivity. Since some people function better with noise and others without, aim to create room for both types of workers to fill their needs. For instance, install a white noise machine, or enforce quiet hours during the day.

Furnishings

Provide comfortable furnishing for employees. This is especially important if they sit for long periods of time. Include adjustable desks to allow workers to stretch their legs and ergonomic keyboards to prevent wrist injuries. Staff will feel more relaxed, less stressed, and more productive.

Color

Brighten wall colors to stimulate productivity. Low-wavelength colors such as blue and green improve calmness, focus, and efficiency. Medium-wavelength colors like yellow create feelings of happiness, optimism, and creativity. High-wavelength colors such as red increase heart rate and energy level

Designated Spaces

Design dedicated spaces to fill various needs. For instance, provide coworking spaces with relaxation rooms for employees to take a nap or meditate. Offer quiet, private spaces for staff who make frequent calls. Create collaborative spaces for those working on a team project. Include standing desks so workers can gather together to share ideas.

Air Quality

Provide the highest air quality possible. Having more oxygen going to the brain promotes concentration and increases energy. For instance, maintaining the air conditioning system prevents it from dehydrating staff so they stay focused on their work.

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11 Costly Blunders to Avoid in a Job Interview

Performing your best during a job interview includes practicing what you want to say and how to say it. You want to demonstrate your skill set and top accomplishments in a confident, personable way. Avoid diminishing your abilities and downplaying your success by avoiding these costly missteps.

When scheduling your interview, make sure you can fulfill your commitment to be at the interview at the designated time and arrive a few minutes early.
Make sure to dress your best (even if the company has a casual dress code), leave your phone in the car, dispose of the gum and don’t drink coffee during the interview.
Don’t write “see resume” when completing an employment application.
Don’t ask about working from home or what the benefits will be during the initial stages of the interview process.
Keep answers relevant and to the point. Don’t be long-winded. If you do all the talking, the interviewer will not be able to determine your ability to do the job by asking key questions.
Listen! Don’t answer a different question than the one they actually ask you.
Don’t talk over the interviewer.
Have questions ready to ask about the company based upon the research you have done.
Do not complain about your previous employer.
If you are interested in the position, let the interviewer know you are interested and what the next steps will be in the interview process.
Don’t write a thank you note to the interviewer while still on the job interview! Wait until after the interview and send a thank you note to express your interest in the position and to thank them for the interview.

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4 Ways to Build a Culture of Accountability

Having a culture of accountability means that results are communicated and understood by everyone. When mistakes are made, employees work to solve the problem and learn how to do better. They feel a sense of ownership in company results and do what it takes to attain their goals. Because top professionals want themselves, and others, to be held accountable, here are four ways to build a culture of accountability.

Hire Accountable People

How individuals perform affects how the team performs. Because accountability comes from the top, you want solid, consistent leaders who demonstrate and reward accountable behaviors in themselves and others. When interviewing, look for candidates who take responsibility. Because past behavior is the greatest predictor of future behavior, look for each candidate’s previous actions and their results to determine how they may perform under similar circumstances. For instance, which types of roles did the candidate hold in the past? Did they seek out leadership positions in school, personal pursuits or previous jobs? Ask for specific situations where the candidate showed accountable behaviors, such as when they failed at something despite careful planning. Find out what they learned, how they resolved the situation, and what they would do differently in a similar situation. Or, ask about a time when the candidate honored a commitment or did the right thing despite the fact that the action resulted in personal hardship. Listen to determine whether the candidate blamed someone else, made excuses, or took responsibility for the outcome.

Set Clear Expectations and Goals

Clarify your company’s expectations and goals so employees know exactly what they are working toward. Include measurable milestones to determine whether those expectations are being met. Let employees have a say in goal-setting to provide a sense of buy-in for the results. Ensure the goals are SMART: specific, measurable, achievable, relevant, and time-constrained. Make sure progress and results are regularly measured, tracked and reviewed with employees, such as at weekly or monthly meetings, to determine whether each employee and the team are on track or changes need to be implemented. Delegate a proper amount of authority to employees whose key decisions will affect team results.

Fix Issues Rather Than People

When issues arise, focus on resolving them rather than placing blame. People initially may feel vulnerable and become defensive knowing they’re being held accountable for their results. Help them feel safe by addressing the issue rather than who caused it. If an expectation isn’t met, talk with employees about how they can perform better. Help them create an action plan to address the deficiency. Provide coaching as needed.

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Monthly Archives: April 2019