Charles Benayon

Founder & CEO of Aspiria


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Body Language in the Workplace – Does it Really Make a Difference?

Screen Shot 2016-04-19 at 8.48.33 AM.pngSometimes, it’s what you don’t say that speaks volumes.

When it comes to communicating with employees, body language can convey both positive and negative messages, often unbeknownst to you. In your role as leader within your workplace, it is possible to create and nurture a positive work environment by being aware of simple ways your body language can be effectively used.

I would like to share with you some ways that you could start immediately in developing a workspace that encourages positivity and teamwork:

  1. Valuing Input

You may have an open-door policy in place, but when an employee comes to you to share their ideas and issues, how you position yourself when listening to them can express that their input is welcomed. When seated, ensure that your arms are at your sides or on your desk and not crossed, and facing them with maintained eye contact. It is about maintaining an “open” stance to show an open mind to hearing what they have to say. When an employee feels valued, loyalty increases.

  1. Mirroring

As employers, we want our employees to feel connected and engaged in their work. Mirroring another’s body language is a powerful way you can create a bond and show acceptance. By “copying” their posture, facial expressions, seating position, gestures, or tone of voice, you are building an unconscious rapport that makes the other person feel “liked”. The key is to not immediately do the same gesture but rather, wait a minute or two, so the movement or expression is delayed and has the intended “subconscious” effect, without mocking. Feeling a sense of belonging can elevate their motivation, and mirroring can help to create this feeling.

  1. Initial Impressions

When meeting a new employee, offering a firm handshake and a warm smile can make a great first impression. Doing so can help create a relaxed atmosphere for those who are nervous, as well as speaking at a moderate pace. Speaking at a speed that is faster than the other person can enhance a feeling of pressure, and a relaxed tone and pace can help to alleviate any tension or awkwardness and give a good impression of the company at this early stage.

  1. Pay Attention to Signs

Happy and healthy employees can reduce turnover, and so it is important for you to ensure the well-being of your staff. Although certain physical gestures and expressions can indicate underlying conditions, be aware of how employees are sitting (leaning back in their chair or slumped over), avoiding eye contact, keeping their cellphone up as a “wall” between another person during a conversation, eye-rolling, are just some possible indications of unhappiness in the workplace. It is important to be mindful of whether staff consists of millennials or baby-boomers, as generational differences may affect how their body language expresses their feelings. Being able to recognize the signs is important to ensure that the proper supports are in place, such as an EAP, to increase employee satisfaction and dedication.

By becoming aware of the ways thoughts and feelings can be non-verbally expressed, you will be able to encourage a supportive and positive work environment.

How do you use body language when communicating with employees? Are there any ways you could improve your body language? Would you be able to recognize differences in your employees’ body language?

 

 


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3 Ways to Engage Your Millennial Employees in Workplace Wellness

Millennials-at-work_AckermanCo-SeriesJust like the baby boomer generation, millennials are driving a culture change in the workplace. Organizations are realizing that a one-size-fits-all approach to benefits and workplace wellness is simply no longer feasible. With millennials now comprising more than one-third of the workforce, and will be 75% of the workforce in 2025 (Deloitte), engaging this growing and influential demographic will be crucial to your business. Millennials are seeking out employers who make employee engagement a priority, and are looking for a company that offers a great learning environment, opportunities to get involved in the organization and community, and has a fun, supportive culture. Here, I suggest some things to consider when thinking about your workplace wellness programs:

  1. Develop social strategies

To engage your millennial employees you’ll need to be creative. Create social and fun opportunities and devote a significant portion of your time to team-building and encouraging socializing. How about an evening paintballing, or at an escape room? Embrace social media, smart phones and other online platforms and encourage employees to join in. While some may view this as a potential distraction, it can ultimately help your business by turning your workforce into a tight-knit community and facilitating strong communication between your employees. Organizing St. Patrick’s Day activities, get a mini air hockey/foosball table for the lunchroom, a chat group (like BBM) to specifically connect about work and non-work-related topics, or plan to surprise your employees for example, serving pancakes for breakfast. These are small things that allow your millennial employees to connect and socialize at work as well as outside of work.

  1. Managers act as mentors

Millennials crave regular feedback on their work, not because they want to be patted on the back every time they complete an assignment, but because they want to do solid work. Millennials often seek out feedback as a way of growing in their jobs and ensuring that their work is valuable to the company. One of the reasons why millennials are so interested in performing well, receiving feedback, and earning recognition for their work is that they are very interested in career advancement. Millennials tend to disengage quickly if they feel stuck in a dead-end job. Your millennial employees are looking to their managers for mentorship, and think of them as more than just a “boss.”

  1. Provide flexibility

While millennials can be highly dedicated to their work, it doesn’t mean they love the idea of spending eight hours in an office every day. For the first generation of digital natives, the idea of an office can feel somewhat antiquated since they are aware of how much work can be accomplished with no more than an Internet connection. It may seem counter-intuitive, but while many millennials are extremely interested in forming meaningful connections with their work and their fellow employees, they also tend to view themselves as being more independent than workers from earlier generations. You may find that you will get the most productivity out of your millennial employees by giving them the freedom to work remotely when possible, and by creating a casual office environment that allows employees to move around and work in groups. Video conferencing also allows staff to virtually sit in on all company meetings, collaborate, and have important conversations without anyone missing a beat.

These are but a few wellness suggestions that will need your attention in order to support your millennials help you grow your business. To be successful, you must take a proactive approach to meeting millennials’ needs. Ask your millennial employees what they look for in a workplace and what means most to them. Although culture change often takes time, beware: Millennials are accustomed to rapid innovation; they expect tomorrow’s wellness program today!


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Tips to Surviving the Holidays: Dealing with Holiday Stress in the Workplace

Holiday stress tipsThe holiday season is about “good tidings”, the pleasure of gift-giving, and spending time with loved ones. Given the stress involved for many to ensure a happy holiday, many employees are feeling the burden of managing their personal lives in addition to their job workload.

A recent study of over 700 full-time employees found that a large percentage indicated that the biggest stressor during the holidays is work, but that the stress changes. The concern becomes whether work obligations will affect their holiday celebrations and many also feel stress from not being able to take time off from their job to prepare for and enjoy the holidays.

Time and money are two other large factors in an increase in stress during this busy season. Is there enough time for shopping, party planning, and cooking, in addition to their workload? The pressure of buying gifts is also a significant stressor for those concerned about being able to pay the bills the following month.

This increased stress can lead to lowered output at work. One survey showed that over 40% of respondents in management roles reported that productivity noticeably decreases the week before the holiday. There are multiple ways you can help lower the stress during the holidays, including some of these tips:

  • Be flexible – It is likely many employees will request time off around the holidays, so if possible, allow for these days by asking staff in advance if time is needed, to allow for smooth functioning in the workplace .
  • Simplify – Minimizing the number of workplace obligations when there is an increase in external holiday get-togethers can reduce stress. A festive workplace party doesn’t have to be over-the-top to be enjoyable.
  • Emphasize value – Appreciation is particularly effective when given during this busy season to maintain performance levels at work.
  • Offer assistance – If employees are showing a lack of focus or irritability, have a chat to find ways to manage their workload.
  • Relieve deadline pressure – Hiring extra hands, even temporarily, can help to alleviate stress on your permanent staff.

Whether it’s stress from work, family or finances, aiming to improve stressful situations within the workplace can create a more relaxed atmosphere with higher levels of productivity.

What is your business doing to alleviate employee stress within the workplace this holiday season?


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Awareness of EAPs Can Significantly Increase Their Value

0 - blogIn the challenging busyness of our everyday life, workplace stresses and deadlines, caregiving to children and elderly parents, finances, and relationships, all can become an overwhelming experience. Remaining positive and still being able to offer your guidance at home to our loved ones and to our employees at work, can become a burden. Knowing where to turn for help is a large part of accessing help, but when our emotions are maxed, we don’t always remember what resources are available, their value to us, and how easily they can be accessed. This is exactly why EAP services are so essential for the wellbeing of your business and your employees to make it run effectively, and it underscores the importance of “spreading the word”.

As you may know, three of the biggest issues facing businesses today are employee retention, absenteeism, and loyalty. If your employees are struggling with personal issues and work issues, it only makes sense that they might be distracted from their work and, as a result, be less productive. It is often the case that these issues could sometimes be prevented, and utilizing an effective EAP can make your employees feel more supported, and give them the help and tools they need to improve their personal and professional lives to reduce these issues in the workplace.

Despite the fact that there are so many obvious benefits to having an EAP in your workplace, why are these programs still so underused or not even used at all? About 80% of Canadian employers have an EAP, but only 8% of employees actually make use of these services!

Why might your employees choose not to use your EAP, even though many of them would benefit from their services? I can think of four common responses:

  1. Our employees don’t think an EAP is entirely confidential.
  2. They don’t see EAPs as a preventative resource, just one to access in need.
  3. Our employees think their EAP only offers psychological support.
  4. They don’t even know it exists!

How can you encourage a change in your employees’ perceptions of using an EAP? How do you make your employees aware of what exactly an EAP is, and the benefits of using the services they provide? Well, I’d start by addressing the above four misconceptions:

  1. Access to your EAP is 100% confidential. As an organization, it’s important to communicate this to employees. An EAP cannot confirm nor deny an employee’s participation in the EAP without written consent from the employee(within legal limitations).
  2. Break the stigma in your organization! Reassure employees that no one is immune to experiencing personal issues on and off the job, and that seeking assistance before issues become unmanageable is beneficial to them personally and professionally.
  3. Reiterate to your employees that their EAP is so much more than counselling – it also provides coaching, legal, financial, nutritional services, and management support at no cost to them. .
  4. Make your EAP provider’s phone number available, and let your employees know that all they need to do is make the call 24/7.
    1. Ensure employees are aware of the full range of services available to them, using any and all communication channels. There is a direct correlation between the promotion of your EAP and the utilization of your EAP. Make EAP education a part of your employee onboarding and training process. Don’t let employee wellness and productivity suffer when help is readily available.

Education and communication are the best ways to encourage employee use of your EAP and overcome any stigma attached to it. As your employees start to understand that your EAP is a completely confidential service to help them deal with life’s challenges before they become too much to handle, awareness and acceptance will increase, and trust and comfort will be engendered. The use of your EAP will rise, in turn increasing employee wellness and productivity.

Are employees in your organization encouraged to reach out for help, even before issues become difficult to manage? What tools does your organization have in place that can be used to communicate EAP benefits? What other ways of communicating the EAP to employees can you suggest for an organization?


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Tips to Encourage Inclusion: How to Make Your Employees Feel At Home… At Work

InclusionFrom shootings at schools, to closing of borders in Europe, to crises in the Middle East, to political debates, to heated discussions on the wearing of niqabs, it has been some time since we have seen so much intolerance on a global scale.

Tolerance can be broadly understood as remaining open-minded and accepting of others’ differences in backgrounds, experiences, and beliefs. This translates into a workplace where employees know they are treated fairly, with dignity and respect, and without discrimination or harassment.

A truly equitable and open organization ensures that its policies adhere to the legislation surrounding race, culture, gender, sexual orientation, age and physical ability. Today, tolerance and inclusiveness are essential values for any business to encourage among its employees in order to ensure the long-term success of the organization.

Lack of tolerance in the workplace slows or prevents team and company progress, encourages unethical behaviour, and increases hostility between employees. Encouraging workplace tolerance is invaluable for the overall wellbeing of the organization, and I’d like to share the benefits of doing so with you:

  1. Open, honest communication
  2. Creativity stemming from the open exchange of ideas from across a broad range of backgrounds and expertise
  3. Respect and trust
  4. Teamwork, cooperation, and coordination
  5. Loyalty and satisfaction

 
Perhaps the most crucial business implication of increased workplace tolerance is the retention of highly committed and productive employees. As many businesses are learning, tolerance is tied to the bottom line of the organization. When employees feel included and valued, they develop a greater degree of loyalty to the business, and the work that they produce is of a higher quality.

By endeavouring to create a sense of inclusiveness in your company, hiring staff that reflects the diversity of your community is one way to start. All staff should attend mandatory training in “cultural sensitivity”, and maintain business with the same approach. Teams can arrange potlucks with cuisine from different staff members’ cultural backgrounds each month, or feature a staff member’s “story” in their internal newsletter to introduce them to the organization, , thereby creating a sense of welcome.

Ultimately, a company culture that is free from prejudice and encourages greater tolerance and inclusiveness, results in greater understanding and better working relationships between employees, higher employee satisfaction and productivity, and a more attractive and lucrative business.

What is your business doing to foster a culture of inclusion? Is your organization polarized? Could your business be doing more?


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Engage Your Employees This Summer and Have Some Fun

businessman-on-beachIt’s summer – the sun on your face, a balmy breeze and a cool drink are a few reasons we all love summer, but as an employer it can be difficult to keep staff engaged in their work. How can you compete with the allure of summer?

Apply the old expression “if you can’t beat them, join them”. Seize this opportunity to engage staff with your own “summer perks” plan that will make them feel more supported, appreciated, and inspired at work.

I have outlined below several ways you can help make your work environment more enjoyable and healthy for your employees during the summer months.

  1. Summer hours – consider offering summer hours for employees. Ask them to come in an hour earlier each day for 4 days and then they can leave at 1pm every Friday.
  2. Relaxed office dress codes – you may want to consider giving your staff some leeway on your dress code in the summer, including wearing golf shirts, casual sleeveless shirts, etc. The more comfortable employees feel while in the office, the more their heads will be in the game.
  3. Special Summer Events– You might want to consider hosting special events throughout the summer to celebrate your employees’ devotion while maintaining their engagement. You could offer anything from a smoothie machine once a week, to chair massages, ice cream treats, or an employee gathering outside of work hours. These efforts can go a long way toward showing your appreciation.
  4. Sponsored Events – depending on the size of your company, you could also consider arranging discounts with local businesses like sports teams or amusement parks, so your employees can enjoy some summer fun at a discount.

 
As the owner of an EAP company, I know that sunshine has positive effects on people’s sense of well-being. This can decrease possible incidents of depression, boost motivation levels, relieve tension and generally make everything seem more fun.

Have fun making your employees smile this summer!

What is your company doing to celebrate summer? Any tips on what has worked and what hasn’t worked in helping create a summer perks plan for your employees? I look forward to hearing about your perk plans and successes.