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Many companies are looking for innovative workspace solutions to address issues being faced in today’s hybrid work environment. One popular option is called hot-desking, a flexible workspace system that allows employees to work from any available desk in the office rather than having a designated desk.

What exactly is Hot-Desking?

Hot-desking is an organizational approach to workspace management that allows employees to work from any available desk in the office rather than working from a desk that has been designated specifically to them. This practice has become increasingly popular in today’s hybrid work environment as companies look for innovative workspace solutions to optimize office space and increase productivity. Hot-desking has its pros and cons, and it’s important to consider these factors before implementing this practice in your office.

The Pros of Hot-Desking:

One of the primary benefits of hot-desking is that it allows companies to reduce office space and cut costs on unnecessary real estate. By eliminating the need for assigned desks, companies can create more efficient use of office space, reducing the amount of square footage needed per employee. This can translate into significant cost savings for companies, particularly those with a large workforce.

–Increased Collaboration and Innovation

Another benefit of hot-desking is that it can increase collaboration and innovation in the workplace. By breaking down silos and encouraging cross-functional teams, hot-desking can help employees from different departments to work together, share ideas, and collaborate more effectively. This can lead to new insights and creative solutions, which can ultimately benefit the company’s bottom line.

–Flexibility for Employees

Hot-desking can offer employees more flexibility and work-life balance. With hot-desking, employees are free to choose where they work, which can be particularly appealing for those who prefer a change of scenery or need to work in different areas of the office throughout the day. By offering employees more flexibility, companies can increase employee engagement and satisfaction, which can ultimately lead to increased productivity and better business outcomes.

The Cons of Hot-Desking:

One of the primary benefits of hot-desking is that it allows companies to reduce office space and cut costs on unnecessary real estate. By eliminating the need for assigned desks, companies can create more efficient use of office space, reducing the amount of square footage needed per employee. This can translate into significant cost savings for companies, particularly those with a large workforce.

– Disruption to Employee Routine

One potential downside of hot-desking is that it can disrupt an employee’s routine and make it difficult to establish a work-life balance. With hot-desking, employees may not have a designated workspace or storage area, which can make it difficult to keep personal items and work materials organized. This can lead to added stress and frustration for employees, which can ultimately impact their productivity and well-being.

– Lack of Personalization

Another potential downside of hot-desking is that it can lead to a lack of personalization and ownership over a workspace. Without a designated desk, employees may not be able to decorate their workspace or make it their own. This can lead to a lack of engagement and satisfaction among employees, which can ultimately impact their motivation and productivity.

– Potential for Conflict and Lack of Desk Availability

Finally, hot-desking can create conflicts and competition over desk availability. If there are not enough desks available, employees may need to compete for workspace, which can lead to tension and conflict in the workplace. This can ultimately impact employee morale and productivity, particularly if employees feel like they are not being given the resources they need to do their job effectively.

Hot-Desking Solutions:

One of the primary benefits of hot-desking is that it allows companies to reduce office space and cut costs on unnecessary real estate. By eliminating the need for assigned desks, companies can create more efficient use of office space, reducing the amount of square footage needed per employee. This can translate into significant cost savings for companies, particularly those with a large workforce.

Some hot-desking solutions that companies can consider include:

Desk booking software: This software enables employees to reserve a desk or workstation in advance, ensuring that they have a place to work when they arrive at the office.Hybrid work environment: Hot-desking can work well in a hybrid work environment, where employees work both in the office and remotely.Coworking spaces: Companies can consider partnering with coworking spaces to provide additional workspace options for employees.Private office spaces: While hot-desking is designed to encourage collaboration and interaction among employees, some employees may need privacy and concentration to perform their work. Providing private office spaces can be a solution to this issue.Workspace system integration: By integrating desk booking software with other workspace systems, such as room booking software and visitor management software, companies can create a more streamlined and efficient office experience. So… Should We Do It?

Hot desking can be an effective way to increase productivity, encourage collaboration, and optimize office space in a hybrid work environment. However, it’s important to consider the potential drawbacks and carefully manage the implementation of this approach. By using desk booking software and other hot-desking solutions, companies can create a more efficient and streamlined office experience while also giving employees the flexibility and mobility they need to succeed in a changing work environment. So, before you decide to implement hot-desking in your office, consider the benefits and drawbacks carefully and determine whether this approach is right for your company and your employees.

If you want to learn more or need some help with remote work practices to boost your organization’s performance, check out the Zoom meeting training we offer!  Our coaching and training can help you create a more connected, high-performing, and engaged team. We can also help magnify the effectiveness of your leaders and managers as they learn how to better engage employees in the office or remotely.

The post What Is Hot-Desking and Should My Office Implement This Practice? appeared first on Working Simply.

In today’s fast-paced business environment, the importance of responsiveness cannot be overstated. As HR Daily Advisor points out, responsiveness is critical to building trust and improving customer satisfaction, which ultimately leads to higher revenues and better business outcomes. It is essential to incorporate a more responsive work environment and create a customer-responsive culture in the workplace.

Building A Responsive Culture

A responsive culture is one that prioritizes customer satisfaction and is equipped to address customer needs quickly and effectively. In order to create a customer-responsive culture, it is important to invest in soft skills training, set clear performance metrics and goals, and foster collaboration and teamwork. By doing so, businesses can create a culture where responsiveness is the norm and employees are equipped to provide exceptional customer service.

Soft Skills Training
One of the key factors in building a responsive culture is developing soft skills in employees. Soft skills such as empathy, communication, and active listening enable employees to better understand and address customer needs. By investing in soft skills training, businesses can create a culture where employees are equipped to provide exceptional customer service and can adapt quickly to changing customer needs.
Performance Metrics and Goal Setting
Building a responsive culture also involves setting clear performance metrics and goals. Measuring responsiveness through key performance indicators (KPIs) can help businesses track progress and ensure that customer needs are being addressed in a timely manner. By making responsiveness a measurable goal, employees will be more accountable and motivated to prioritize customer needs.Collaboration and Teamwork
Another important aspect of building a responsive culture is creating a culture of collaboration and teamwork. When employees work together and share knowledge and resources, they can provide more comprehensive and effective responses to customer needs. Encouraging collaboration also helps to break down silos and improve communication between departments, resulting in a more coordinated and responsive approach to customer service. Being Proactively Responsive

Being proactively responsive involves more than just responding to customer inquiries promptly. It also includes anticipating customer needs and providing solutions before issues arise. By staying ahead of customer needs, businesses can create a culture of proactive responsiveness, which can lead to higher customer satisfaction and increased customer loyalty. Additionally, providing employees with the necessary tools and resources to be successful is essential in order to be proactively responsive. By investing in technology and resources that enable employees to be more responsive, businesses can create a culture where responsiveness is the norm.

Anticipating Customer Needs
Being responsive in the workplace involves more than just responding to customer inquiries promptly. It also includes proactively anticipating customer needs and providing solutions before issues arise. By staying ahead of customer needs, businesses can create a culture of proactive responsiveness, which can lead to higher customer satisfaction and increased customer loyalty. Providing Necessary Tools and Resources
Another critical aspect of building a responsive culture is providing employees with the necessary tools and resources to be successful. This includes providing access to data and information that employees can use to make informed decisions and respond quickly to customer needs. By investing in technology and resources that enable employees to be more responsive, businesses can create a culture where responsiveness is the norm. Responding to Emails and Other Forms of Communication
Responsiveness in responding to emails and other forms of communication is key to providing exceptional customer service. Businesses should establish clear guidelines for responding to customer inquiries in a timely and professional manner. Additionally, investing in technology and resources that enable employees to respond quickly and efficiently can help businesses build a culture of responsiveness. By prioritizing timely and effective communication, businesses can increase customer satisfaction and build stronger customer relationships. Why It Matters

Creating a customer-responsive culture is essential for businesses that want to thrive in today’s competitive landscape. By investing in soft skills training, setting clear performance metrics and goals, fostering collaboration, anticipating customer needs, and providing employees with the necessary tools and resources, businesses can create a responsive work environment that puts the customer at the center of all operations. By doing so, businesses can build stronger relationships with their customers, drive higher customer satisfaction and loyalty, and ultimately achieve better business outcomes.

If you’re struggling to imagine how you can ever begin to create a customer-responsive culture, we’ve got you covered. Check out our employee engagement training here or read through the blog for some more tips.

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How to Accurately Evaluate Employee Skills Before a Promotion

The skills gap is a growing concern in today’s job market and can be addressed by upskilling, reskilling, and continuous education within workforce development models. Professionals can bridge the skills gap by continuously learning new skills and knowledge that are in demand in their current field or industry, or by transitioning to a new field entirely. Organizations also have a key role in addressing the skills gap by investing in the continuous education of their employees and providing training and development opportunities.

Why Prioritize Workforce Development?

Workforce development is a way in which businesses are preparing and developing employees to meet the current and future needs of an organization. It encompasses a wide range of activities, including training, education, career development, and succession planning.

One of the key components of workforce development is providing employees with the training and development they need to perform their jobs effectively. This can include training on specific skills, such as software or processes, as well as more general training on topics such as leadership, communication, and teamwork.

Another important aspect of workforce development is providing employees with opportunities for career development. This can include helping employees to identify their career goals and providing them with the resources and support they need to achieve those goals.This can include mentoring, coaching, and providing access to educational and training opportunities.

Succession planning is also an important part of workforce development. It involves identifying key positions within an organization and developing plans to fill those positions with qualified individuals in the future. This can include identifying high-potential employees and providing them with the development opportunities they need to take on leadership roles within the organization.

Bridging The Skills Gap

The skills gap describes the difference between the skills that employees currently possess and the skills that employers require. As new technologies and industries emerge, there is a growing need for professionals to continuously educate themselves and develop new skills in order to stay competitive. This is where upskilling and reskilling come into play.

Upskilling and reskilling can help professionals bridge the skills gap by learning new skills that are in demand in their current field or industry, or by transitioning to a new field entirely. For example, an IT professional may choose to upskill by learning a new programming language or cybersecurity techniques, while a marketing professional may choose to reskill by learning data analysis or web development skills.

There are a few ways to determine if your staff should upskill or reskill:

Assess your business needs: Determine the skills that are currently in demand in your industry and compare them to the skills of your current staff. If there is a gap, consider upskilling or reskilling your staff to meet those needs.Evaluate your staff’s performance: Look at the performance of your staff members and identify areas where they may be struggling. If their current skillset is not sufficient to meet their job requirements, it may be time for them to upskill or reskill.Consider the future of the industry: Look at the trends and projections for your industry. If the industry is evolving and new technologies are being adopted, it may be necessary to upskill or reskill your staff to stay competitive.Feedback from your staff: Ask your staff about their current skills and career goals. They may have identified areas where they would like to improve, and it can be great opportunity for them to upskill or reskill.

Ultimately, upskilling and reskilling can help your staff stay current in their field and improve their job performance, which can benefit your business in the long run.

Organizations can play a key role in addressing the skills gap by investing in the continuous education of their employees. This can include providing training and development opportunities, offering tuition reimbursement, and encouraging employees to attend conferences and workshops. By investing in the continuous education of their employees, organizations can help bridge the skills gap and ensure that their workforce has the skills and knowledge needed to stay competitive in today’s job market.

If you or others on your team feel like you could use some help gaining skills to enhance your competency as a leader, feel free to check out some of the training we offer, including productivity training, team building training, and even executive coaching for in-depth, one-on-one guidance.

The post What is Upskilling and Does it Really Differ From Reskilling? appeared first on Working Simply.

How to Know if My Firm is Truly Diverse and Inclusive

Diversity, equity, and inclusion (DEI) have become increasingly important in recent years. Diversity is important for several reasons. It can aid in better decision-making; having a diverse group of people with different perspectives and experiences can lead to more informed and well-rounded decision-making. Increased diversity in organizations leads to notably increased creativity and innovation. Diversity of thought and perspective can lead to new and innovative ideas, which can drive business success. Companies with innovative or comprehensive DEI goals have marked overall improvement in employee engagement and satisfaction. A diverse and inclusive workplace can lead to increased employee engagement and satisfaction, as employees feel valued and heard. On a philosophic note, maintaining a robust DEI program within your company better reflects and serves the community. Having a diverse workforce can help an organization better reflect and serve the community it operates in. Let’s not forget the baseline legal compliance: in some regions, organizations are legally required to provide equal employment opportunities and avoid discrimination based on certain characteristics such as race, gender, and age.

Diversity and inclusion are key components of a successful and equitable workplace. Valuing and promoting diversity can bring many organizational benefits, including improved decision-making, increased creativity and innovation, higher employee engagement and satisfaction, and better representation of and service to the community.

Signs of DEI Non-Compliance

There are several signs that indicate an organization may not be diverse or inclusive:

Lack of representation: Observing a lack of diversity in terms of race, ethnicity, gender, and other demographic categories among employees, particularly in leadership and decision-making roles.Unwelcoming culture: Hearing negative comments or jokes about certain groups of people, experiencing or witnessing exclusionary behavior, or feeling uncomfortable discussing diversity and inclusion topics.Limited employee engagement: Low employee morale, high turnover rates among underrepresented groups, and limited employee engagement in DEI initiatives can be signs of a lack of inclusiveness.Resistance to change: Observing resistance to change and unwillingness to implement DEI initiatives, such as diversity and bias training, can indicate a lack of commitment to diversity and inclusion.Lack of accountability: Seeing little to no follow-through on DEI initiatives or a lack of accountability for DEI progress can be a sign that the organization is not taking diversity and inclusion seriously.

These are just some of the signs that an organization may not be diverse or inclusive. It is important to address these issues and create a more diverse, equitable, and inclusive workplace for all employees by establishing DEI benchmarks by which you can measure a healthy workplace culture.

Diversity, Equity, and Inclusion: Measuring Success

Many organizations have set DEI goals for themselves, but it is important to reflect on what can be done to actually achieve these goals in 2023. DEI goals should be measurable and provide bottom-up organizational benefits to promote a healthy workplace culture. So how do you begin assessing your DEI goals?

Start at the top: The support and commitment of top leadership is critical in creating a culture of DEI. This includes setting the tone, providing resources, and holding all levels of the organization accountable for progress toward DEI goals.Conduct an equity audit: An equity audit can help organizations identify areas where they need to focus their DEI efforts. This includes examining policies, practices, and procedures to see how they may contribute to systemic barriers for underrepresented groups.Offer DEI training and education: Providing DEI training and education to employees can help raise awareness and create a more inclusive workplace culture. This can include workshops, webinars, and ongoing learning opportunities.Foster diverse and inclusive teams: Encouraging diverse teams and promoting inclusive practices can help organizations reach DEI goals. This can include leveraging diversity in decision-making, valuing diverse perspectives, and creating a supportive environment for all employees.Monitor progress and hold people accountable: Regularly tracking progress towards DEI goals and holding people accountable for their actions can help organizations stay on track. This can include conducting regular check-ins, setting specific targets, and regularly reporting on progress.

In conclusion, reaching DEI goals in 2023 requires a concerted effort from all levels of the organization. It requires the commitment of top leadership, ongoing education and training, and a focus on creating a more inclusive workplace culture. By taking these steps, organizations can work towards creating a more diverse, equitable, and inclusive workplace for all employees.

Is My Organization Truly Diverse, Equitable, and Inclusive?

There are several ways to determine if your firm is truly diverse and inclusive:

Demographic data: Reviewing the demographic data of your employees can give you a snapshot of the diversity within your firm. This can include data on gender, race, ethnicity, age, and other relevant categories.Employee feedback: Gathering feedback from employees through surveys or focus groups can help you understand their experiences and perceptions of diversity and inclusion within the firm.Representation in leadership: Observing the representation of underrepresented groups in leadership positions and decision-making roles can give you an understanding of the level of diversity in the firm’s upper echelons.Policies and procedures: Examining the firm’s policies and procedures, such as recruitment and promotion processes, can give you an idea of how diversity and inclusion are integrated into the firm’s operations.Culture and behavior: Observing the behaviors and attitudes of employees and the overall culture of the firm can help you determine if diversity and inclusion are valued and promoted.

Ultimately, it is important to not just look at the numbers but to also consider the experiences of underrepresented groups within the firm. Addressing and fixing any disparities and ensuring that all employees feel valued and included are crucial steps toward creating a truly diverse and inclusive workplace.

Could your team benefit from our services and training? Learn more at https://www.workingsimply.com/productivity-training/. Feel free to check out some of the training we offer, including productivity training, team building training, and even executive coaching for in-depth, one-on-one guidance.

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How to Accurately Evaluate Employee Skills Before a Promotion

Promotions can be stressful, whether you’re the one waiting to be promoted or the one making decisions about who to promote. After all, with a new position comes new responsibilities, new expectations, and new relationships. It’s understandably intimidating for everyone involved.

Unfortunately, a lot of companies promote employees based solely on the employee’s competence in their current position, and though this is important, it’s also crucial to consider if they have the necessary skills to excel in a higher role. Otherwise, the company risks promoting someone who is not cut out to handle the new challenges they’ll be faced with – and suddenly, the newly promoted employee, everyone underneath them, and the company as a whole may suffer.

Promoting people who aren’t ready to take on their new position is what’s called “The Peter Principle,” and it can be quite harmful to all involved. So, how can we, as leaders, avoid this principle, and what does it look like to accurately evaluate your employees before a promotion?

What Is the Peter Principle?

The Peter Principle is named for Dr. Laurence J. Peter, the scholar and sociologist who coined the term. Dr. Peter’s theory is pretty simple; he explains how companies tend to reward employees with promotions until they are eventually promoted to a level of incompetence, meaning they’re put in a role they aren’t prepared for. This is not the fault of the employee; rather, it falls on the leaders of the company who are only promoting based on the employee’s performance in their current role, rather than their readiness for the next one. 

Consider, for example, a cashier who is very good at their job and gets promoted to assistant manager. The cashier may have been very effective at working with customers, had a great attitude, and was trustworthy and punctual, but this in no way indicates whether or not the cashier is ready to be a leader responsible for managing others. Thus, because the cashier wasn’t trained with the necessary skills, he or she may be incompetent as an assistant manager no matter how effective they were in their previous role. This is the Peter Principle in motion.

The Peter Principle can become a paradoxical loop; if competent employees are continuously promoted and not trained for the next position, they’ll all eventually reach a point where they are in a role they are not skilled at, and they’ll stay there indefinitely because they cannot prove the necessary competence to move up further. As you can see, this does nothing to help the company or the team members involved.

How Does It Impact Businesses?

Though the consequences of the Peter Principle will vary based on the situation, the most obvious and consistent issue will be poor leadership. Whether the newly promoted leader manages other people or quality control, it’s only natural to expect errors or inefficiencies if their skill level is not properly aligned with the expectations of the role. As other employees continue to experience ineffective leadership, they may begin to get frustrated and lose motivation and morale, both of which will hurt overall productivity. 

How Can the Peter Principle Be Prevented?

Common though it may be, the Peter Principle can be prevented in several ways; retaining competent, high-performing employees is both possible and even straightforward when you implement a few simple strategies. 

One strategy is to train your employees for a position when you intend to promote them. If you have a candidate you believe would make a great leader, take the time to invest in them by offering training to hone their skills before you ask them to take on greater responsibility. Providing opportunities for advancement and providing continued education are two great employee engagement strategies, so not only will you avoid the Peter Principle, but you’ll engage and empower your team members at the same time.

The second helpful strategy is to rework your performance evaluation for promotion. Take a look at which factors you’ve been using to make promotion decisions and consider how you can adjust them so they reflect both how an employee is performing in their current position and how they would perform in the new position. An accurate employee skill evaluation can transform your promotion system for the better.

How to Accurately Evaluate Employees

When it comes to eligibility for promotion, there are a few key factors to consider. Take a look at your current employee performance evaluation and see if the following are included:

Job Satisfaction – How well is your employee performing in their current position? Are they on time? Do they have a good attitude? Can they meet deadlines? Do they demonstrate consistent performance? Whether someone is satisfactorily performing their job or not is a great place to start when looking for promotion candidates.Skill Level – This is where you look ahead at what the new position would require. Does the person you’re considering have the necessary education, experience, and skills to do what will be required of them in the future? Can they work under pressure? Are they willing to learn new skills? Remember, they may need certain skills their current position doesn’t utilize. Being a Team Player – Someone who wants to work on their own all the time may not be a good fit for a leadership position. Leaders are often required to step in and help their teams in various ways; they must be willing to collaborate and do some of the hard work themselves. It’s important to consider a candidate’s level of commitment to the team. Look for how they demonstrate this quality in their current role and even consider asking them what they think it looks like to be a team player as a leader.

These criteria can be extremely helpful when considering who could be a good fit for an open position at your organization. However, it’s important to remember some training may still be necessary to avoid the Peter Principle – even the best candidates can benefit from extra learning to ensure competency! 

If you or others on your team feel like you could use some help gaining skills to enhance your competency as a leader, feel free to check out some of the training we offer, including productivity training, team building training, and even executive coaching for in-depth, one-on-one guidance.

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What Changes to Foresee in 2023

The past few years have dramatically impacted the workplace and shifted the priorities of both employers and employees. Some changes have come and gone, but some are here to stay. As we head into a new year, we can use current trends to predict what the workplace will look like going forward. Though we can’t know anything for certain, it’s helpful to let our current situation speak to what may come so we can be better prepared to lead our teams well. Here are some of the top trends to be on the lookout for in 2023.

Tight Labor Market

The number of Americans quitting their jobs is still higher than usual. According to Emeritus, 4 million Americans quit their jobs in October 2022, leaving 10.3 million positions unfilled. With so many open positions and so few people to fill them, hiring and retention will continue to be a major focus for companies in all fields. Since competition for top talent will remain tight, businesses will need to work hard to ensure they’re offering valuable reasons for their current employees to stay, and for new employees to want to join them. In a job market like this one, it’s the workers who have leverage; they can be picky about what they’re looking for in a career, a workplace, and benefits. If you could use some insight into what you can and can’t offer when it comes to benefits, check out this blog post for more.

Employee Well-Being

Even though employees are in a place of leverage, their mental and emotional health is still struggling. A shocking 48% of employees say their well-being declined in 2022, while 28% say they are miserable at work, according to a study done by Gympass. Therefore, it’s as important as ever for employers to ensure their team members are being taken care of. We know stress and burnout can lead to high turnover, so companies who prioritize the well-being of their team are not only caring well for their employees, but they are also saving themselves from losing top talent. Putting in the effort to help your team maintain work-life balance and good mental health will continue to be a win for everyone involved.

Employee Growth

Employees who stay with their company during this time of turnover don’t want to stay stagnant, nor can they afford to do so; in our ever-evolving workplace, employees need and deserve the chance to grow within the company. We are seeing a widening skills gap in many areas, meaning there just aren’t enough qualified people to fill the necessary positions. This talent shortage means companies will need to work on upskilling employees by providing ways for them to grow, learn, and become qualified for more positions. These days, especially, there is a big focus on soft skills, so “companies will need to reassess their leadership models and the skills leaders need to succeed in their roles” as we move forward into 2023. Luckily, many employees want opportunities to grow; in fact, lack of advancement is one of the main reasons many people quit their jobs. Thus, this is another priority we can expect to be a continued benefit for both employers and employees. 

Diversity, Equity, and Inclusion

Ignoring diversity, equity, and inclusion (DEI) in any area of your company is simply not an option; it’s too important! Not only is a real commitment to DEI efforts necessary for employee engagement – after all, every one of your employees deserves to feel seen, represented, respected, and treated fairly – but it also has an impact on company finances. According to research done by Accenture, companies are missing out on $1.05 trillion dollars by not being inclusive. This report discusses how prioritizing DEI leads to more productivity as well as financial savings from less turnover. Therefore, in 2023, we can expect to see a continued push for more DEI efforts across the board.

Remote Positions

With such significant positive feedback from employees about remote work, it’s safe to say it’s not going away anytime soon. Though some companies are starting to require employees to come back to the office full-time, many are still focusing on flexibility. For some, this means offering fully remote positions, and for others, it may look more like a hybrid work environment. There are many potential benefits of remote work when it’s done right, which can lead to happier employees and healthier companies.

Pay Transparency

Workers can expect more transparency when it comes to compensation as we head into 2023. By the beginning of the year, “a fifth of all U.S. workers will be covered under pay transparency laws,” according to the Harvard Business Review. Companies can anticipate having more open, honest conversations with their employees about pay and other forms of compensation. Leaders who prioritize these helpful conversations will be more likely to attract top talent to their business.

2023 will likely see a continuation of these trends, among others. From corporate sustainability initiatives to AI and automation, no area of the workforce will remain unchanged, but this isn’t a bad thing. As we discussed here, many of the changes taking place have proven to be a win-win for companies and team members alike, and they will continue to be. 

However, this doesn’t mean change is easy. If you need assistance navigating any of the shifts taking place, we’d love to help guide you! We offer executive coaching to help you be the most effective leader you can be, and you learn more about it here.

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How to Increase Productivity in the Workplace

As we wrap up 2022, many of us look ahead to the upcoming year with big goals and ambitions for ourselves, our teams, and our businesses. Whatever you’re hoping to achieve in 2023, it’s helpful to take some time to think about the practical side of your goals and consider what you can do now to set yourself up for success down the road.

It’s safe to say many of us would love to see productivity in the workplace rise this next year. If you’re like most businesses, 2022 was full of shifts in the workplace, quiet quitting, and maybe even the loss of some top talent. Though it was a hard year as a leader, there are changes you can make to ensure 2023 is better for you and your team.

If you find yourself wondering how to increase productivity in the workplace, be encouraged! Your curious mindset is just what you need to help move your team into a more productive and engaged headspace. If you’re willing to test out some of the productivity hacks mentioned below, you might be surprised by how much you and your team can get done in 2023!

It Starts with Employee Engagement

Employee engagement and productivity go hand in hand; simply put, engaged employees are more productive. If your team members aren’t actively engaged in the work they’re doing on a daily basis, productivity will be the first to suffer. How much more productive are engaged employees, you may ask? The answer: “Highly engaged teams show 21% greater profitability” according to Forbes. When you consider how this fleshes out over the course of a year, it’s clear that engagement matters. Think about what a 21% increase in productivity could mean for you and your team. Beyond output, think about how much more of a healthy company culture you’ll see if your employees show up engaged with passion, purpose, and vision. Not only will your company put out better results, but it will also be a place your team wants to be – which is invaluable in this time of high turnover.

If you’re struggling to know exactly what engagement looks like, there are a number of resources available to help. Check out this blog post for some guidance, and remember: employee engagement is simply finding ways to make your workplace an enjoyable place to be.

Help Your Team Set Goals

Goal setting is key to keeping your employees motivated. Having no guidance or being overloaded with big projects can overwhelm even the most intrinsically motivated people; goals ensure your employees know what they’re doing, why they’re doing it, and how they can get it all done. So, help your team set small, achievable goals to keep them on track. Not only will goals provide motivation, but they will build up each person’s confidence in their ability to tackle projects. With more confidence comes more willingness to take ownership and put in effort – thus, more productivity. Be sure to check in with your team after you have established personal and company goals. Accountability and rewarding good work help make goals more effective.

Communicate Well

Even engaged and motivated employees will struggle to be productive if communication is poor. This includes communication between peers, as well as communication between yourself and your team. Making yourself available to your employees will make them feel more connected to you, your company, and your goals. In addition, effective communication allows work to be done correctly and efficiently from the start. Less time is wasted going back to fix errors or make updates. Good communication is proactive; it ensures everyone understands what their role is and how to do it before problems arise. Of course, it’s only natural to encounter some bumps along the way, but it’s much easier to deal with them if your team is already on the same page. Needless to say, it’s worth the time to refine your communication systems if you find communication to be a pain point in your company.

Encourage Continuing Education

Continuing education opportunities are another great tactic for keeping your team engaged and productive. When your team members have the chance to continue their learning in a field related to the work they do, it encourages them to take ownership of your company’s success because as they grow their skills, it’s natural for them to want to apply them in real-time. It also allows them to truly thrive in their careers; after all, having the right tools for the job makes all the difference!

So, What’s Next?

Increased productivity comes down to relationship building. Your team needs to know you’re there for them. This could look like implementing new engagement strategies, setting team goals, refining communication between managers and employees, encouraging continued education, or a combination of all of the above. In the end, you need to have an ongoing relationship with your team so you can know what they need from you to be their most productive selves.

If you could use some help in any of these areas, we’d love to connect with you! We offer Productivity Training if you want to dive deeper into this topic, but we also have an Employee Engagement course and an Email Inbox Management course if you are looking to refine your skills in engagement or communication specifically. We’re happy to help make 2023 your most productive year yet!

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Offering Benefits the Right Way

As business leaders, we know how critical it is to keep our employees engaged, and one great way to do this is with competitive benefits packages. However, it can get expensive to offer the same high-level benefits to each employee, especially if you run a small business. This begs the question: are employers allowed to offer different benefits to different employees? If so, what’s the best way to go about doing this?

These are important questions, and since there are laws surrounding employee benefits, it’s crucial to ensure you’re offering benefits the right way. In short, the answer is yes, employers can provide different benefits for different employees. The key is to do it correctly.

What Does the Law Say?

Though it’s always best to consult with licensed legal professionals if you have questions, getting a brief overview of the laws regarding benefits can be a helpful starting point. The first question to consider is this: how big is your organization? Organization size matters quite a bit when it comes to benefits. A company with 50 or more full-time equivalent employees is considered an “applicable large employer” and they are required to offer insurance to all full-time employees based on the Affordable Care Act. A business with less than 50 full-time employees is exempt from this mandate.

Once you’ve determined what requirements fall on your business based on size, the next key aspect to consider is which classes of “similarly situated employees” you have; all similarly situated employees are entitled to the same level of benefits. This just means each employee in a certain “class” or level of your business must have access to the same benefits. For example, this might look like offering health insurance to all full-time employees, but not to part-time employees.

Employee class could include factors such as full-time or part-time employees, employees in different geographic locations, employees hired on different dates, or former employees versus current employees. You can even use employee position or seniority as a basis for determining which team members have access to which benefits package – just make sure you’re being consistent about offering the same package to employees in similar positions.

Though there are many ways to divide up who gets which benefits, it’s important to make sure you’re using bona fide employment-based classifications and are not influenced by a discriminatory bias.

How to Avoid Discrimination

The best way to avoid discriminating against any group of people when differentiating your employee benefits packages is to learn which groups are protected classes. Generally speaking, protected classes include:

GenderRaceColorNational originReligionDisabilityGenetic informationCitizenship statusAge

Some states go even further and include marital status, weight, and sexual orientation, so be sure to do your own research.

Keep Benefits Competitive

Once you know what is legally required of your company when it comes to offering different benefits, remember to keep them competitive. In this time of high inflation and low employee engagement, great benefits can draw in and keep top talent. It may take some time to work through what is doable for your business and enticing for your team, but it’s worth the work to figure it out! And remember, benefits can go beyond a paycheck and healthcare; there are a lot of ways to show your team members you value them.

What Does This Mean for You?

While the information provided here is a helpful guide, it’s crucial to do your own research to ensure you’re complying with all applicable federal and state laws. Remember to consider the size of your organization and which protected classes your team members fall into. In short, it is your right to offer different benefits packages to different employees! Just make sure you know how you can and how you can’t define benefits eligibility.

While we can’t offer legal counsel, we’d love to help you in other ways!

If you could use some coaching to figure out how to better lead your team, consider checking out our Executive Coaching program. Or, if you’d rather have your whole team in on the learning process, feel free to look into some of our training options, such as our Team Building Training or our Productivity Training.

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The Benefits of a Remote Workforce if Your Office is Located in a High Housing Cost Area

The U.S. labor market has seen a huge and lasting shift to working from home. Surveys show that 30% of work is still being done at home as of August 2022, and many employers and employees expect work from home to become a permanent fixture (Barrero, Bloom, and Davis 2021). Working from home may increase a worker’s housing demand because activities that used to be done in offices now take up space and time at home. This in turn has created a volatile housing market, since more and more remote employees have much greater freedom to decide their location.

Determine if Your Business Operates in an Impacted Region

To determine if a remote workforce might be the right fit for your business, you’ll need to take into account several factors.

First, the type of work you offer matters because it’s not possible to do every job from home. For example, if you work in an industry with a lot of technology jobs, you would be expected to have more remote work opportunities than workplaces with mostly service-oriented jobs, such as hospitality or restaurant work.Second, areas with relatively cheaper and more available housing attract remote work because people working from home want more space at home instead of using space at an office. If you live in a city where the housing market is significantly impacted by high housing costs, you might have more trouble attracting an in-person workforce. Alternatively, if you live in a location where housing costs are relatively low, chances are you’ll have a larger population of potential remote workers.

Benefits of a Remote Workforce

We’ve written previously about the potential benefits of a remote workforce; it can save money, increase productivity, and improve employee retention. Especially when considered against the cost of commuting, and high housing costs, from an employee’s perspective, the benefits are significant.

Areas with a higher cost of living also have a pool of positions with higher salaries to compete against. Employee benefits, including salary, have to be attractive if you want the best talent on your team.

Of course, one of the clear benefits of a remote workforce is the opportunity for location-based salary and compensation. Employees that live in a high-cost-of-living area will need compensation to offset their high housing costs or the cost of commuting to and from the office, should they need to maintain a physical presence. Remote employees have an opportunity to choose a location that will mitigate their cost of living, and since studies show that most employees would rather work from home than receive a raise, employers can ultimately benefit from that flexibility.

Be aware, however, that many companies don’t do location adjustments, and that by offering high-paying salaries regardless of location, these companies may seem more attractive to top talent.

What This Means for You

Remote work is here to stay, and along with it, increased demand for housing. It’s time for employers to consider making overall strategic adjustments to recruiting and compensation policies. Considering benefits packages, increasing wages to match the increase in inflation, or providing housing assistance are just some of the ways companies are working to keep employees happy in a world where their options are increasing every day.

If you are considering moving your team to remote work, even part-time, remember to account for the benefits as much as you account for the concerns. If you need help making the transition – or even help considering it – feel free to check out the blog for more information, or even look into our coaching program. Our team would love to support you!

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Keeping Track of Office and Remote Workers’ Time

With a rise in remote workers, and the increasing likelihood of it becoming a permanent fixture in the scope of business, comes the logistical problem of managing a remote workforce. Companies initially feared offering hybrid options long-term to employees due to a potential decrease in productivity. But studies show that 77% of those who work remotely at least a few times per month show increased productivity, with 30% doing more work in less time and 24% doing more work in the same period of time according to a survey by ConnectSolutions. With these encouraging statistics, employers can happily offer a hybrid or fully remote office solution. In terms of managing remote workers, many businesses and managers have turned to time-tracking software.

Should Employers Use Time Tracking?

When managing a remote workforce, managers must pay attention to task management for each team member to ensure assigned tasks are being completed commensurate with the number of work hours they are assigned. While remote work offers greater freedom and flexibility, it comes with the potential for delays in work due to local distractions or lack of supervision. We know that the average office worker is productive for less than 3 hours a day, and in all career fields, the average worker is productive for 60% or less each day, even in traditional work environments. There are arguments to be made that as long as employees are hitting productivity goals and completing assigned tasks, their hours shouldn’t be monitored. However, employers looking to cut costs need to know if they’re wasting money on hours for employees that are not being consistently productive during their assigned work hours. This is where leaders need to utilize remote employee time-tracking techniques and tools.

How Employee Time-Tracking Can Help

Using a time tracker for employees can be a benefit for managers and employees alike.

As a manager, time tracking allows you to:

More closely monitor the activities of each remote worker on a daily or hourly basis.Allows you to draw a clear line between the time that an employee has actually spent working and the time during which they took breaks.

There are also ways in which time tracking can be beneficial to employees:

Remote workers can use timesheets to know the specific hours of the day when they are being more productive.Remote workers can also identify the tasks that they complete in less time compared to other tasks, and so more easily identify skills that need to be brought up to speed.The Best Ways to Use Time Trackers

There are a few different ways to implement productivity and time tracking with a remote workforce.

Get regular updates. This might sound simplistic, and that’s because it is! Staying in close communication throughout the day with remote employees is a crucial step in managing a remote workforce.Set start and end dates for each task. Giving remote workers clear deadlines for beginning and completing a project gives them clear boundaries within which they can manage their own time.Use timers and time sheets to keep a record of hours worked. If your hybrid office requires you to keep track of hourly work, or you only have part-time employees, chances are you need to use a time tracking software to keep accurate records. These records give you a wealth of data to analyze when it comes to assigning hours and projects to particular remote workers.Automate attendance and track employee activities. This is the most stringent option when it comes to task management. There are several time-tracking software packages that allow you to take screenshots of your employees’ screens at regular intervals, track websites that they are visiting, and automatically detect idle time or when they take breaks. As the most drastic version of time tracking, remote workers could feel this is an oppressive method of time management, so proceed at your own risk.What This Means for You

Remote work is here to stay and finding ways to monitor and track remote workers’ productivity and working hours is a key component of a successful hybrid or fully remote office environment. Ensuring that some method of time tracking is being implemented is necessary, but managers and employers need to also ensure that they are not jeopardizing their trust and working relationship with their remote workers.

Are you interested in learning more about team management? For additional tools and strategies on how to partner with your employees to co-create an engaged and passionate workforce, click here to download the Employee Engagement guide.

If you are ready to enhance employee engagement and build a more connected, deeply invested workforce, start now! Click here to schedule a time to talk.

Can we help your team with our Employee Engagement services? Learn more at https://www.workingsimply.com/employee-engagement/

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