Why Professional Mentorship is a Highly Underrated Business Tool

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StrategyDriven Talent Management Article | Why Professional Mentorship is a Highly Underrated Business ToolIf you’ve never heard of a mentorship program, look no further.

Mentorship programs are often overlooked by business owners because they’re seen as an expense instead of a beneficial investment. You should understand the importance of mentorship because it will help you and your company.

Mentors can provide a plethora of benefits to employees and business owners that allow them to make better decisions and improve their workspace. This will allow any business owner to earn more money in the long run.

Keep on reading to learn more about mentorship programs and what they can do for your business!

What Is a Mentor?

A mentor is someone that can enter a company and guide both the employees and owners. They act as the eyes and ears of the operations because they’re constantly involved with employees and see what goes on daily.

Depending on the size of a company, there may be multiple mentors. The more employees you have, the more mentors you’ll want so that everyone can get mentored equally.

Mentors typically go to school to learn how to deal with people. They’re effective at providing support to others and giving business recommendations when needed. You can learn more about the experience that mentors have if you’re interested in hiring them.

Asking Questions and Getting Advice

One of the main benefits of mentorship programs is that they allow employees to ask a question and get advice whenever they need assistance.

Many employees, especially newer ones, struggle to get the hang of things when they enter a new job. This is because they’ll go through a standard training procedure that all employees do and will be expected to start working efficiently right away.

The problem with this is that each role needs to be trained in a certain way so that employees aren’t confused about what their job is.

Bringing in someone to mentor employees will ensure that they do their jobs consistently and effectively because they’ll have someone that’s always available to answer questions.

Receiving a Different Perspective

It’s important to hear from another perspective before deciding to do something because it helps you guarantee that what you’re doing makes sense.

One of the mentorship program goals that most programs have is to provide unbiased and useful information. Whether a business owner or an employee is looking to hear from someone else, a mentor can give them their thoughts and explain other scenarios.

Improving Key Skills

The main purpose of mentoring is to guide someone through a process by helping them improve their key skills.

If you have a new IT employee that doesn’t know how to repair a broken motherboard, a mentor can show them what they need to do. In this case, the mentor would act as a trainer.

Should your employees constantly complain about not knowing how to do things, your mentors will tell you how you can make the training process better.

Venting with a Trusted Person

Although a mentor will often assist employees with tasks, they’ll also be a person that employees can go to when they want to vent. If an employee feels as though they can’t express themselves, you’ll usually see a decline in their work because they’ll feel stressed.

Similar to a counselor-patient relationship, mentors won’t disclose the personal information that’s shared between them and the person they’re mentoring.

Expanding Networks

Mentors give employees and business owners the opportunity to expand their networks by introducing them to new people. Most mentors have worked with several companies, so they can give you contact details and mention you to others.

Even inside a business, a mentor can expand a new employee’s network by introducing them to other coworkers. It’s common for employees to not know everyone within a company, especially if it’s larger.

This benefits business owners because they can start partnering with other companies, and it benefits employees because they’ll be able to interact with more people and feel included.

Methods and Strategies

Every business has a set of methods and strategies that they employ to fulfill their services. A mentor can drill these things into employees, making them better employees as they won’t feel lost when they’re working.

If a strategy is outdated or isn’t working as effectively as it should, mentors will make recommendations to improve the system. They’ll have a better idea of what’s working because they’ll be interacting with various employees daily.

Confidence to Make Better Decisions

Having a mentor gives employees the confidence to make better decisions because they’ll know they can fall back on someone if they mess up.

Their guidance encourages employees to make bolder decisions, even if there’s a lot of risks involved. They’ll do the same with a business owner that’s struggling to decide on something.

Start Looking Into Mentorship Programs Today

Investing in a mentorship program is one of the best things you can do as a business owner because you’ll save a lot of time and money in the process. Instead of having to deal with employees when they’re stressed or don’t know what to do on the job, a mentor will take care of that.

If you own a business, we encourage you to start looking into mentorship programs in your area to help you take your business to another level. You’ll quickly notice that the company is more productive, ultimately allowing you to maximize your profits.

Browse our articles to learn more about mentorship programs and other business ideas.

Can Your Employees Sue You for Emotional Distress

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StrategyDriven Managing Your People Article |Suing for Emotional Distress|Can Your Employees Sue You for Emotional DistressAny business should consider the mental wellbeing of its employees. Work is stressful enough without people having to deal with the outrageous behaviors of others. Major depression and burnout cost companies billions of dollars every year. In this context, the stress in the workplace is not something to neglect. From a legal standpoint, employees have the right to sue a business for emotional distress. Here is what you need to know.

Employers Have Double Legal Duties

As an employer, you have the legal duty to avoid inflicting emotional distress to other people. You must use reasonable care to prevent such issues. You are responsible for all your employees’ conduct. Say an employee causes emotional distress to another employee or a client. If you knew and did nothing about it, you are vulnerable to a lawsuit.

Making the Difference between Legal Types of Emotional Distress Cases

An employer must follow the letter of the law and its spirit. You may do everything right and face legal exposure. Some of your employees may have asked themselves, “can you sue for emotional distress” at least once. The answer is “yes,” but it depends on the situation. Most people will not sue you because you are annoying as a person. They will if:

  • you are a negligent manager;
  • engage in reckless/outrageous behavior towards them;
  • your management led to workplace accidents and injuries;
  • you ignore their complaints.

With burnout syndrome, depression, or sexual harassment, the law is intricate. In this context, you need to know the difference between NIED and IIED.

The best way to move forward is to hire legal aid. It may be hard as a small business to find the right law firm. But, it will save you money in the long term. Most likely, it will protect your reputation.

NIED – Negligent Infliction of Emotional Distress

Employees can sue for NIED when someone else’s negligence leads to their emotional distress. The proof varies from state to state. These are the general provisions when making a case:

  • The employee must prove that the defendant (employer) engaged in a negligent activity.
  • The employer is open to an NIED suit if he/she willfully violated a statutory duty.
  • The plaintiff suffered significant emotional distress (as described by the law). They must prove its occurrence, persistence, symptoms, etc.
  • The plaintiff’s emotional distress is a direct consequence of the defendant’s negligence.

Example: Employees can sue within an NIED framework if a piece of equipment fell and nearly crashed them.

IIED – Intentional Infliction of Emotional Distress

Bad behavior opens the door to an IIED suit. There are no guidelines on what represents extreme, reckless, or outrageous behavior. It is why IIED is hard to prove in court. Don’t misjudge the courts and lawyers, though. An IIED claim must target conducts that go beyond the usual workplace insults, threats, or annoyances. They should not exist, either, but they do not pack a big punch in court. What comes with heavyweight is the following combination of factual elements:

  • The employer/their agent’s conduct was deliberate and reckless. And there is proof to back up this claim.
  • The defendant/their agent engaged in extreme or outrageous behavior (and the plaintiff can prove).
  • This conduct led to an employee’s emotional distress.
  • The employee can prove the causality and the severity of the distress.

Example: You are open to IIED claims if you neglected an employee’s complaints regarding sexual harassment. Your failure to respond to numerous notices for months will most likely put you in the defendant’s chair.

In IIED claims, fright or shame can fall under the umbrella of “emotional distress.” As we said above, you are responsible for the conduct of all your employees. Consider promoting a safe working environment. Remove any risks of sexual harassment, bullying, shaming, emotional abuse, social isolation, etc.

Can You Put a Price on Your Employees’ Feelings?

If an employee wins an NIED or an IIED claim, you have to pay for damages. The payment is relative to the severity of the emotional injury. You should consider legal advice in such cases, even if you are a small business. Many NIED and IIED cases settle outside of court. You need to know your rights, your employees’ rights, and the methods you have to make their lives better and safer.

Is Tech At The Root Of Your Inefficiency?

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StrategyDriven Managing Your People Article |Tech in Business|Is Tech At The Root Of Your Inefficiency?In modern business, we have become very used to our reliance on digital technology, to a degree that might have been unfathomable even a couple of decades ago. All kinds of businesses use it nowadays, from making processes easier to complete to managing important business systems.

However, as much of a boon as technology can be to your business, it could also put you at some risk. Without the right management and the right choices of technology at your fingertips, your tech could end up making your business more, not less, inefficient. Here are a few risks to consider.

Tech’s role in the team

It’s undeniable that technology has made it much easier to stay connected and stay in touch across greater distances, whether it’s with the team all coming together to collaborate or to work with remote workers outside the office. However, without effectively structuring how you use tech to communicate with your team, it’s easy to have a disorganized jumble that leads to the increased chance of misunderstandings and errors. Project management software is an efficient and effective way to better communicate through tech, while Cloud storage software is making it much easier to share resources more quickly than emailing or sharing physical hardware.

Be aware of the risk of downtime

The more tech you incorporate in your business, the more of a vulnerability it can become. Indeed, it is likely to be the most versatile and the most valuable tool in your arsenal, but that means that it can also become the crutch your business stands on. Take it away, and chaos can follow. Downtime can lead to major costs, as your team’s ability to do their work can freeze in place. Read more here about the managed services that can help you proactively approach those potential problems. As well as finding fixes for existing vulnerabilities, you should also consider putting together a disaster recovery plan. As such, if something does go majorly wrong, then you have a plan and a path to get you back to full strength as soon as you possibly can.

Tech should reduce your work, not added to it

When you’re bringing tech into the workplace, you’re likely to use it to change your processes and adapt your workflow. However, you need to look more carefully at precisely how it changes that workflow. Read here about key performance indicators you can use to measure the effectiveness of your technology. For instance, are you getting your work done more quickly or slower than before? Are there more mistakes are fewer? Before you roll out new tech implementations across the board, test them in a smaller setting to see how you get on with them. If everything seems legit, then you can go on to introduce it to the rest of the team.

Technology can, indeed, be what prepares your business for the next level of success, by reducing mistakes, increasing productivity, and helping the team collaborate. However, you should always be aware of the risk that comes from managing it poorly, too.

Employee Wellness: Tips To Make Employees More Productive At Work

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StrategyDriven Managing Your People ArticleAny company will reap many benefits when they have healthy and engaged employees. An employee wellness program curated and designed correctly will boost morale, increase productivity, and reduce stress. Wellness programs have always been thought of as something nice-to-have rather than a must-have. What employers don’t think about is the benefits in the long term. In the long run, the company will see the results. Wellness programs help employees to stay healthy and lessen absences. The cost of having this employee wellness program will just be minimal compared to the benefits in the long run. Listed below are some tips to make employees more productive at work.

1. What is a Wellness Program?

Before crafting and designing your employee wellness program, you first have to understand what it is. A wellness program is any program with the goal to improve the health and well-being of the company’s workforce. Wellness programs are supposed to help employees overcome general health issues and educate them about what they should do to maintain a healthy lifestyle. Usually, companies hire third-parties to conduct the program and seminar depending on the need and expertise. There are many great ways to increase productivity, and wellness programs are one of them.

2. What improvements to target?

The way to design your wellness program should address specific needs and target personal wellness. Programs structured can target physical fitness and stamina through regular exercise, Zumba, or yoga classes for employees. This doesn’t only increase welfare but also improves self-image and self-esteem, which you want in your employees. At the same time, this also reduces the stress that your employees feel. Targeting specific health-related issues will translate into a more reliable workforce and smoother workflow.

3. What are the kinds of wellness programs you can implement?

There are tons of programs that a company can implement for the well-being of their employees. Be sure to provide flexibility in the programs so many of your employees can join in. Here are just some suggestions and recommendations for great employee wellness ideas:

  • Zumba Classes
  • Diet Guidance Programs
  • Physical Fitness Programs
  • Quit-Smoking Programs
  • Physiological Testing Programs
  • Stress Management Programs
  • Nutrition Classes
  • Blood Pressure Screening
  • Cholesterol Tracking
  • Fitness Tracking
  • Gym Plans
  • Guided Meditation Classes
  • Cooking Classes
  • Team Building Activities
  • Anxiety Workshop
  • Annual Corporate Flu Shots
  • Healthy Lifestyle Education
  • Mental Health Days
  • Emotional and Mental Health Education and Resources
  • Book Clubs
  • Healthy Potlucks

4. Healthy Snacks

With working for at least 8 hours a day, employees will grow well into the snacking culture in no time. Unfortunately, most companies only have low-quality vending machines that offer junk food such as soda, candy, and chips loaded with fat and sugar. These snacks not only decrease productivity, but it also makes a serious dent in the health and well-being of an employee. An excellent way to improve the nutrition of your employees is to provide easy access to healthier snack choices throughout the day.

5. Launch Health Competitions

Nothing else gets people off their chairs than incentives. If economics taught anything, it’s that people respond well to incentives. Why not incentivize health? Gamify employee fitness by starting challenges and giving incentives. For instance, you can start giving out gift certificates for the employee with the most visits to the gym or went running. You can also provide employees with fitness trackers to keep them in shape and encourage them. Another competition you can start is a step competition or walking challenge. You can give out cash incentives to those who hit step targets. The goal is to keep your employees in good shape, keep them motivated, and up on their feet.

6. Pet-Friendly Office Initiative

Another way that has been proven to keep employees motivated and increase productivity is to bring in your furry, four-legged friends to the office. These are tested and proved to improve collaboration among employees. Some offices even encourage to bring pets and have pets running around the office.

Keeping your employees healthy and educating them about well-being does reduce not only absences but also boosts productivity and efficiency in employees. Even though it costs very low, this initiative from companies can go a long way in helping out employees while benefiting the company. The connection between employee wellness and productivity has already been proven and well-established. Hope this guide was able to give you some tips on how employee wellness programs can help in boosting productivity and effectivity.

How to Reduce Employee Turnover Rate

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StrategyDriven Talent Management Article | How to Reduce Employee Turnover RateEmployee turnover rate refers to the number or percentage of employees who leave an organization and have to be replaced by new workers. Employee turnover is a common issue affecting both big and small firms. The problem with employee turnover is that it costs a lot of money and time to replace an employee.

According to a report by the Society for Human Resource Management (SHRM), the average cost of replacing a single employee can be as high as $4,425. The cost of replacing an employee may include the onboarding and training expenses, severance benefits, and fees for processing technical details and documents. The figure also includes any time lost during the recruitment and onboarding process. So, how can you reduce or prevent employee turnover and avoid losing valuable time and resources?

Hire the Right People

The very first step towards avoiding a high turnover rate is hiring the right people to begin with. Create thorough hiring, recruitment, and onboarding process that sieves through the job applicants to find the most suitable candidates to work in your company.

Although skills and qualifications are important, selecting the right staff goes beyond examining academic and professional achievements. Scrutinize candidates on soft skills that would come in handy for the job position. Also, ask about the candidates’ career paths and goals to see if they align with what your company has to offer. These are excellent criteria to measure whether a candidate will be happy and satisfied with their position in the business.

Create A Flexible Work Environment

The 9-to-5 workplace regimen seems like an outdated and traditional workplace arrangement nowadays. Many employees are now looking for more flexible workplaces where they can balance their work and personal life more easily and conveniently. In fact, most employees value workplace flexibility more than other job descriptions.

Flexibility defines things like working hours, collaborations, workload, deadlines, and rules about absenteeism and reporting to work.  With modern IT solutions, you can have employees working from home, on a contract or freelancing basis, or even during odd hours. In such a case, however, you have to implement work from home policy guidelines to ensure accountability. Remember, the goal is to create a relaxed atmosphere without compromising productivity.

Offer Competitive Salaries and Benefits

One of the main reasons why people go to work is to earn money. Offering competitive salaries and benefits can help your business attract exceptional talent and retain employees. Money is a great incentive that you can use to lure employees into dedicating their time and effort to meeting the company’s goals.

You don’ even have to raise your salaries and benefits by thousands of dollars. Just take a look at what other employers in the same industry are paying their staff and raise your offering by a noticeable margin – and that should be enough to discourage competitors from poaching your employees.

Praise and Reward Exceptional Employees

Besides compensations, benefits, and salaries, you should also look into recognizing and rewarding exceptional work and employees. Recognizing your workers’ efforts and rewarding their hard work accordingly makes them feel valuable and important to the company. This gradually develops into building trust and long-lasting relationships between the employees and the employer. Plus, a fair reward and recognition system helps motivate morale and determination among the workers, which leads to higher employee satisfaction and productivity.

Many employers fail to see the importance of their employees, probably because they think they’re dispensable. However, your employees are most certainly one of the essential assets that your business has. Employees are the lifeblood of any organization that needs human input or labor, which is why they must be valued and appreciated. And although employees can be replaced, it’s a costly process, and a high turnover rate can hurt your operational costs and productivity significantly. So, work on ways of retaining your employees to avoid expensive surprises along the way.