Just when you think you've got it bad...

If you ever start thinking you've got it bad, just remember there's always someone who's got it worse.

Take the employees at Canon Electronics, for example, who can't sit down while working and set off security alarms if they're walking too slowly around the office.

From Gizmodo:

The president of Canon Electronics, Hisashi Sakamaki, is also the author of a book proposing some of the same measures he takes with his own company. His theory is that forcing employees to stand not only saves money but increases productivity and enhances employee relationships.

In the hallway, if an employee walks slower than 5 meters every 3.6 seconds, an alarm and flashing lights are set off, reminding the poor startled worker that he's an inefficient waste of air. Even better (or worse), there's a sign on the floor in said hallways that reads, "Let's rush: If we don't, the company and world will perish." The big boss, as a reward for thinking up all this stuff, gets to lounge in a nice, relaxing chair.

(Image via Danny Choo, sign reads "Lets rush - if we don't then the company and world will perish.")

Like I said, just when you think you've got it bad...

Work/life balancing act has more moms burnt out

Spending quality time with family was at the top of most moms’ “to-do” lists this Mother’s Day, according to CareerBuilder’s annual Mother’s Day survey.

We hope they were able to check it off their list this weekend, but even during an average week our current economy is making it harder than ever to balance work and home.

Some working moms say they’re having a hard time finding work/life balance as they take on extra hours and second jobs as the economy falters, according to the survey of almost 500 women, who were employed full-time, with children under the age of 18.

The survey also found that:

• 30% of working moms, whose employers have had layoffs in the past year, are working longer hours and 14% have taken on second jobs to help make ends meet.
• 34% of working moms reported they are burned out.
• 40% fear losing their jobs today more than they did 12 months ago.
• 43% work more than 40 hours per week.
• 16% bring work home at least twice a week.
• 6% bring work home every workday.

“Nearly one-third say that despite it being one of the toughest economies in the nation’s history, they would even consider taking a pay cut to spend more time with their kids. If you’re struggling with work/life balance, talk to your manager.

Working moms who communicate their need for flexible time, job sharing or something in between will find that most companies are receptive to these kinds of policies,” said Mary Delaney, President of CareerBuilder’s talent management and recruitment outsourcing division, Personified, and mother of three.

The survey revealed that many working moms’ would gladly accept alternative schedules in order to spend more time with their children. More than half (55%) of working moms already take advantage of flexible work arrangements at their organizations, and most say that their decision has not adversely affected their career progress.

Whether you’re a working mom searching for work/life balance or just an average employee on the verge of burnout, follow these tips to reduce work stress and find balance:

• Take a vacation. It’s the most tried and true method for finding relaxation and getting some perspective on your situation. Even if you don’t leave town, use your vacation time to determine the source of your stress and find a way to change it.


• Talk to your boss. Sit down and have a serious conversation with your manager about finding a work arrangement that will help you achieve better work/life balance and improve your productivity. Whether it’s coming in early or working a few days from home, there’s always an alternative option out there.


• Set boundaries. Avoid bringing work home at all costs. Do your best to get it all done during the workday, but know that it’s not the end of the world if some unfinished tasks make it on tomorrow’s to-do list.


• Get out and play. Take time out each day to play with your kids. If you don’t have kids, take an hour or two out of your day to spend with friends, exercise and/or meditate. Eliminate distractions by turning off your cell phone and computer.

Also take a look at:

Burned out at work or bad day? Know the difference and how to beat it

How to feel happier at work ... instantly

I’m Not Stressed – That Pencil Had It Coming!!!

Are you living to work or working to live

Change puts engagement and productivity at risk

How to feel happier at work ... instantly

What’s one way to start feeling happier at work almost instantly?

Play an online game. But, not just any game.

The Matrix brainteaser at MindHabits.com is an award-winning program developed by a McGill University psychology researcher that has been proven to improve your mood.

The game, which asks you to find smiling faces in a sea of frowning ones, has been shown to reduce levels of the stress hormone cortisol, making you feel happier. It’s free to play for an hour, but after that you’ll have to pay a one-time $20 fee for unlimited games.

Research suggests that playing video games at work may help employees reduce stress and increase productivity.

“More than 80 percent of online gamers who play on and off throughout the workday said they are able to better focus on work after playing. A reported 72 percent actually rely on game breaks to help them deal with job-related stress,” according to a WorldWinner survey released last year.

MindHabits offers three other games on their site, all aimed at reducing stress and improving self-confidence. Take a break and improve your mood by testing your gaming skills on the Matrix.

Poor ‘team spirit’ at work is depressing

Do your employees seem depressed? Are they mopey, dragging their feet and stuck in a general state of grouchiness?

On first guess, you may assume that it’s the economy to blame, but a new study is showing that may not be the case.

A lack of team spirit in the office and poor work climates could be causing employees to feel depressed, according to a new study published in the journal of Occupational and Environmental Medicine.

"As depressive disorders are a major cause of work disability and account for a considerable proportion of the disease burden, more attention should be paid to psychosocial factors at work," lead author Dr. Marjo Sinokki of the Finnish Institute of Occupational Health in Turku told Reuters Health via e-mail.

Through a series of tests, Sinokki was able to determine that people who work in a “poor work climate” characterized by feelings that their workplace was highly prejudiced and quarrelsome, were 61% more likely to be depressed. The same group of workers were also more susceptible to feelings of anxiety.

While there’s still more research to be done in this area, Sinokki notes that his findings provide evidence that a disagreeable work environment can cause depression.

"The U.S. work environment right now is far more tenuous and toxic than in recent history," said Josh Klapow, an associate professor of health-care organization and policy at the University of Alabama at Birmingham, who had no role in the study. "With layoffs and downsizing, the opportunities for increased stress, negativity and pressure have all greatly increased."

Because we spend most of the day at work, our work environments have a substantial effect on our overall psychological well-being, said Klapow in a recent BusinessWeek article.

With the effects our economy is having on our households and workplaces, it’s getting harder than ever for many people to cope with stress. A certain level of stress is a normal part of life, but when it starts to interfere with productivity and emotional and physical health, it’s time to find better ways to keep that stress under control

Earlier this month, TrainingTime.com published an article, titled “I’m Not Stressed – That Pencil Had It Coming!!!” that outlines a new training exercise to practice with yourself and your team to help reduce work stress. Feeling happier and less stressed at work all starts with a simple lesson in reading and writing.

1. First you must identify the source of your stress. Without knowing where the stress is stemming from, it will be next to impossible to treat it. Write down a list of specific things that make your job stressful.
2. Then review your list of stressors and determine at least one thing you can do do reduce or relieve each source of work stress. Identify specific, concrete and definable actions that would help alleviate each problem.
3. Systematically start going through your list to determine what you can do to change each stressor. If it’s within your power to change it, find a way to check it off your list and get at least one stressor off your back each week.

Write, read and review your list regularly to make a positive impact on your work stress levels. Read the Training Time Library article for detailed, step-by-step instructions on how to hold your own stress-reducing training exercise.


How do you manage work stress? As a manager, how do you help your employees reduce their stress levels at work? Leave a comment and let us know.

Are you living to work or working to live?

A new survey examining the health and well-being of Americans discovered that the majority of people value their work for more than just the paycheck it delivers by asking: Do you live to work or work to live?

As the U.S. economy struggles through a recession and companies lay off hundreds of thousands of workers, CIGNA conducted the survey to explore attitudes toward work and disability insurance, along with the effect the economy is having on work environments.

Key findings of the survey include:

• Americans have a strong work ethic and derive satisfaction from their jobs.
• Americans feel unproductive, worried, afraid, anxious and depressed when they’re out of work because of an injury or illness.
• Most say the overall mood in the workplace has changed in the past six months – and most say those changes have been for the worse.

When asked about how they viewed their job, those surveyed revealed that:

• 65% would say they belong in the “Live to Work” category
• 35% put themselves in the “Work to Live” category
• 31% like their job and feel a sense of satisfaction by going to work each day
• 21% love their job and would continue working even if they won the lottery
• 13% said their work give their life structure and purpose

Among those who work to live, survey respondents said that it was the paycheck or insurance benefits keeping them at their current job. Many felt stuck because of the economy or had hopes of retiring soon, but can’t afford to.

The most common reasons why respondents felt they live to work: they like their co-workers, feel a sense of accomplishment from their job, are proud of their work, or feel their work makes a difference.

“The good news for U.S. employers is that most people say they enjoy their work and derive satisfaction from it,” said Jodi Prohofsky, Ph.D., a licensed therapist and senior vice president of health solutions operations at CIGNA. “On the other hand, the economy is causing more stress and anxiety among workers, and we know that stress can often contribute to or lead to disabling illnesses, so it’s important for employers to help their employees manage stress and anxiety before that happens.”

Earlier this week we talked about how employees desire more in-person communication with top management in their organizations. Making employees a part of the conversation during tough times is one of the most effective ways to help employees manage the stress and fear that typically comes along with organizational change.

Effective communication can have a powerful impact on morale within an organization. Though you may be navigating some rough waters right now, focusing on communication and employee morale will have you smooth sailing when everything finally calms down.

So, the question is: Do you work to live or live to work?

Employees want more informal, in-person communication

Whether your company is moving offices or has just gone through a round of layoffs, effective communication is critical throughout each step of the process. Employees who are informed will find it easier to adapt during a major change and at handle the stress it creates.

While most communications and human resources professionals are content with the amount of information they’re getting on the state of their company during the recession, many want more opportunities to use social media and have face-to-face conversations with company leaders, according to a survey by Heyman Associates Executive Search.

Heyman developed the survey to gauge the effectiveness of corporate communications in today’s difficult economy, Marketing Charts writes. According to survey respondents:

• 85% say their CEO has done a good job communicating with them, but
• 65% would still like more informal, in-person communication opportunities.
  

When the 550 respondents were asked whether they were getting the right amount of information about their company:

• 71% answered “yes”
• 17% answered “somewhat”
• 68% answered “no”
  

Those who were satisfied with the communication coming from their company said they are receiving information about the company’s short- and long-term prospects and challenges on a regular basis from an official and credible internal source. Sources included presentations, town-hall meetings, email newsletters, CEO blog teleconferences, intranet postings and staff meetings with their manager.

Those who were unhappy with the amount of information they were receiving say the lack of communication has been causing mistrust of the organization among employees.


Try something new

One of the most revealing findings is the way in which employees want to receive information. Though most companies utilize email and other mass communication methods, the survey showed that employees desire more in-person communications.

When asked how they would improve the way they receive information about their company, 65% of respondents would like more informal, face-to-face communication.

Written survey responses show that employees trust informal, in-person communication because it shows that the company wants employees informed on the latest information and encourages feedback.

Responses also indicated that more employees would like to see more use of social media within the company because of its interactive nature. Many respondents would like to see an mix of in-person and social media communication, believing that it will increase the frequency and trustworthiness of messages.

If your organization is experiencing major changes as a result of the recession, remember that including employees in the conversation and trying new forms of communication will improve your chances of success.

Does your company utilize any forms of social media for internal communication? Do you think it’s a useful tool when it comes to company communication?

Change puts engagement and productivity at risk

More than one-third of employees are unable to adapt to workplace changes, decreasing their effectiveness on the job and suggesting that employee engagement and productivity are at high risk, according to a recent survey by Right Management.

Right Management asked more than 100 senior human resource professionals across North America: Is your workforce able to adapt to change and increase their effectiveness on the job?

• 31% answered, “No, employee engagement and productivity are a major risk”
• 43% answered, “Somewhat, our workforce gets the job done, but morale suffers”
• 26% answered, “Yes, our workforce is very agile and responds to new challenges”

Among other changes, layoffs and organizational restructuring require leaders to make difficult decisions that many employees have trouble dealing with.

"As our poll results demonstrate—with only one in four employees having the agility to adapt to change—most organizations don’t prepare their employees to handle changes at work. As a result, change management strategies tend to fail, undermining the organization's ability to achieve the goals the change initiative was designed to produce," notes Right Management President and COO Douglas J. Matthews.

Matthews also commented that most hardships originate from a lack of planning, preparedness and skill in managing the change process. It is only through careful planning and with support at every level of an organization that employees will be able to manage change effectively.

Though the causes of workplace change can vary, there are a few basic concepts that every manager should review to help reduce its impact on engagement and productivity:

• Communication. Keep communication lines open and inform your staff of upcoming changes as soon as possible. Having clear expectations is one of the most powerful ways to reduce workplace stress.


• Participation. Involve employees in the decision-making process whenever you can. Involve your staff in managing the change and ask for their input when implementing new procedures or training programs.


• Provide positive options. If a negative change, like a layoff, is unavoidable, offer employees something positive to balance out the situation. For example, implementing an employee development program for the remaining staff after a layoff can help improve productivity and relieve stress.


• Monitor progress. Monitor the progress of your staff throughout the change. Keep an eye on productivity, attendance records, turnover rates, the use of sick leave - anything that may suggest your team is not adapting well.

Whether your organization is moving offices or has gone through a series of layoffs, communication is the key to making sure employees are managing stress effectively. Managers must listen, learn and take action to replace negative situations with positive experiences.

Training Trends: Legal changes, stress at work and employee attitude problems

It may be April Fool’s Day, but this month’s issue of Training Trends isn’t joking around. The April issue of TrainingTime’s monthly workplace training newsletter is dedicated to informing you of the latest labor law changes to start preparing for, simple stress-reduction training and how to deal with an employee with a serious attitude problem.

Here’s what you can find in this issue of Training Trends:

Heads Up On Radical New Labor Law Changes

In compliance with major changes in federal and state administrations, several significant modifications and additions have been made to labor laws throughout the country.

We’ve put together a summary of the upcoming changes to allow you to prepare your HR departments and develop relevant training before the deadlines. We’ll continue to post additional details as we receive more information on the new regulations. (more)


I’m Not Stressed -- That Pencil Had It Coming!

I’ve gone through at least a dozen pencils and I have no idea how many paper clips this week, and it’s only Thursday. If I’m not unbending the paper clips, I’m snapping pencils in two…I know the stress in this place is killing me, but I don’t know what to do about it!

Does this sound familiar? Is it you? Or are you seeing it among the employees at your company? Maybe it’s not paper clips and pencils. Maybe it’s eating too much or being short tempered with coworkers or families.

Recent studies have proven that stress takes a serious toll on our health. Heart attacks, cancer and diabetes have all been linked directly to stress. Luckily, there are some simple things you can do to reduce stress at work and its potentially dangerous effects. (more)


I [Heart] My Attitude Problem

We’ve all been there. You have an employee who looks perfect on paper - never late, flawless work, goes above and beyond - but they’re a nightmare to work with. This “perfect” performer is bossy, troublesome, swears like a sailor and is never wrong.

You’ve got a serious attitude problem on your hands, and your troubled employee is the only one who doesn’t know about it.

So what’s a manager to do? Here are some things to consider before reaching for a pink slip … (more)

Each month, the experts at TrainingTime share all of the latest and greatest tips, trends and buzz from across the training industry. If you’re not on our mailing list, please take a few seconds and sign up for Training Trends to receive the most important training news each month.

If you’re a training expert or HR professional and are interested in writing content for Training Trends or TrainingTime.com’s learning library, visit our “Write for Us” page for instructions on how to contribute.

How workplace conflict can be positive, even productive

When you think about conflict at work, a cheerful picture rarely comes to mind for most. Though it's unlikely you're imagining sunny skies and smiles, research suggests that workplace conflict, if managed correctly, can have very positive, even productive results.

An article at Human Resource Executive Online examined a new study by Psychometrics Canada that reveals how conflict in the workplace may benefit an organization if it is handled properly.

"The word conflict has such a negative connotation, but what we heard from HR leaders is it isn't always necessarily bad," says Shawn Bakker, a psychologist and researcher at Psychometrics Canada.

"Conflict is always going to be there. The idea of eliminating it from a workplace is impossible, and, from what we learned, probably not desirable."

The study found that conflict at work can help employees discover better solutions, spark major innovations, and boost motivation, among other workplace benefits.

More than 350 human resource professionals across Canada were surveyed to reveal that conflict can trigger:

• Better understanding of others (77 percent);
• Better solutions to problems and challenges (57 percent);
• Higher work-team performance (40 percent);
• Increased motivation (31 percent); and
• Major innovations (21 percent).

Another report on workplace conflict by CPP, Inc., found that U.S. companies spend an average of 2.8 hours each week dealing with conflict, which translates into nearly $359 billion in paid hours.

The CPP report also found that while conflict costs us time and money, it can result in positive outcomes if managers and employee have the right training.

“These figures should be a wake-up call to industry leaders,” said Jeff Hayes, CEO, CPP, Inc. “Companies are losing billions of dollars because of poorly managed conflict, and we expect that figure to grow in a down economy as stress and workload – two of the biggest causes of conflict – rise.”

Right now is the perfect time for that training, with most workplaces ripe for conflict. A mixture of layoffs, mounting financial stress and the pressure to cut spending is only adding fuel to the existing fire.

With successful conflict management training, your employees and managers can learn to deal with workplace disputes in a way that benefits everyone involved. Here are just a few ways conflict at work can be positive:

• The issues that a dispute stems from could reveal a new area of training that should be addressed.
• Conflict could open the doors to a new process that could improve the way employees get their jobs done.
• Arguments often occur when an employee feels like they’re not being heard. Employes who are given a chance to voice their opinions will feel valued and more engaged.
• Conflict may open your eyes to areas where managers require more training in handling heated situations.

No workplace will ever be void of conflict. Many times, it’s through conflict that we improve and find more effective ways to get things done at work.

Conflict may never be easy to deal with, but it can lead to growth and change. By training employees how to handle conflict, you'll be fostering a workplace culture that accepts differences and promotes new ideas.

Handling conflict at work, what’s your EQ?

U.S. companies spend more than 2.8 hours each week dealing with workplace conflict, adding up to approximately $359 billion in 2008, according to a recent study by CPP Inc. (brought to our attention by HR Web Café).

More important than lost time and money, workplace conflict is putting employees’ safety at risk. About one third of employees (33%) said conflict at work has led to personal injury or attacks, and another 22% reported that it has led to illness or absence from work.

"These figures should be a wake-up call to industry leaders," said Jeff Hayes, CEO of CPP Inc. "Companies are losing billions of dollars because of poorly managed conflict, and we expect that figure to grow in a down economy as stress and workload -- two of the biggest causes of conflict -- rise."

While managers may think they know how to manage conflict, employees don’t agree. The survey revealed that just under one-third (31%) of managers felt that they’re skilled at handling conflict, while only 22% of employees said their managers deal with conflict well.

Positive conflict resolution and specialized training go hand in hand, according to researchers. The study found that employers with more incidents of conflict training had more positive outcomes, while organizations with less training opportunities reported lower numbers of positive outcomes.

"This research clearly shows the astounding amount of workplace debate, disagreement, and negotiation that take place in business," said Josh Bersin, president and CEO of Bersin & Associates, an analyst firm in enterprise learning and talent management. "If high performing business and human resource leaders are to turn conflict into positive business change, they must take the time to coach and train their employees to effectively deal with differences of opinion, style, and points of view."

Along with training, emotional intelligence (EQ) also makes a large contribution to your success in conflict management. Emotional intelligence is the ability to create positive outcomes in relationships with others and within ourselves through awareness, understanding and appropriate emotional expression, according to George Anderson, CEO of Anderson & Anderson, at Anger on my Mind.

“Understanding the powerful role of emotions in the workplace sets the best leaders apart from the rest not just in tangibles such as better results and the retention of talent, but also in the all-important intangibles, such as higher morale, motivation, and commitment.”

Emotional intelligence is a skill we develop and enhance throughout our lives, and plays an important role in every relationship we form. Having a high EQ will help you gain the trust and support from employees to help you lead effectively, especially when times are tough.

As businesses suffer and tensions are high, a focus on emotional intelligence may be exactly what we all need right now. Managers and employees with the skills to adapt and handle emotional situations are some of the most valuable assets a business may have.

New study: Positive work environments = healthy employees

Though it may sound obvious, we now have scientific research proving that happy employees are healthier and miss less work. Positive, trusting work environments where employees utilize their strengths are instrumental to a sense of well-being, according to results from the Gallup-Healthways Well-Being Index.

“In the first six months of 2008, 56 percent of workers in high-quality jobs (those who express satisfaction with their work, use their strengths daily, work in a culture of trust and have an employee-boss partnership) were classified as thriving, while only 39 percent of workers in low-quality jobs (those with two or less of the above attributes) were thriving,” according to poll results.

People in “high-quality jobs” said the way they feel on weekends is similar to how they feel on weekdays when it comes to respect, happiness, and feelings of anger or stress. People in “low-quality jobs” feel significantly worse on weekdays than on weekends and are less likely to feel happiness, experience learning or feel respected.

On average, people in negative work environments stay home 1.25 days each month, 15 days a year more than those in more “pleasant” work environments.

Factors contributing to a negative work environment include job dissatisfaction, an authoritative boss, lack of trust and lack of focus on individual strengths.

A strong worker well-being is determined by engaging work with opportunity for career development, social time with family and friends, regular exercise (30 minutes/day), frequent laughter and job satisfaction.

We have the proof that positive work environments promote employee health and well-being, now what are we going to do with it?

For starters, you could:

• Explore some of our past ideas to reduce stress at work.
• Help improve employee health, loyalty and engagement by starting a wellness program.
• Play video games at work.
• Or, just break stuff.

Relieve workplace stress at the Smash Shack

A few years ago, Sarah Lavely left her veterinarian career to open up the perfect business during tough times: selling fragile, “smashable” items to break against walls.

Lavely founded Sarah’s Smash Shack in San Diego as a safe haven for people who enjoy reliving stress by breaking things. Instead of using china on your own kitchen walls, for a small price you can break all the porcelain you want down at the Smash Shack.

"We had no business model to follow, no precedent, no place where you come only to smash things," she says. "We had to figure out what we needed - a room big enough to contain broken glass - how far is a safe distance from the smash wall, and what kind of safety equipment we would need."

Customers pick tableware like wine glasses and dinner plates only to smash it in special soundproofed “break rooms.” Of course all the necessary safety precautions are taken, customers wear protective eyewear, overalls, boots and a helmet before hurling breakables against steel walls.

Ceramic white dinner plates are a best seller at the Smash Shack, “because they require a strong toss and break violently against the wall,” according to a CNN Money article. Since her grand opening on August 1, business has been steadily increasing.

Regarding our list of ideas to de-stress at work and fuel innovation, I would like to add “breaking stuff.” But unless you live in the San Diego area or until Lavely decides to franchise, you’re on your own when it comes to where and how you do it.