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...

Go ahead, leave work earlier today. It’s a holiday.

Today is the 5th annual “Leave the Office Earlier” day. No, we’re not making this up, you can read the press release.

Productivity expert and best-selling author, Laura Stack created the holiday based on the idea that most employees are dealing with increasingly heavier workloads by spending significantly more time at work. “Leave the Office Earlier” day is a way to get employees and employers to agree to limit their time at the office to eight hours, at least just for a day.

New productivity statistics show that most of us could probably use a break. During the first quarter of 2009, U.S. workers, who are already the most productive in the world, improved productivity by 1.1 percent in the business sector, according to the U.S. Bureau of Labor Statistics.

"Given today's economy, the eight-hour work day will probably remain a myth to working Americans for the foreseeable future," says Stack. "June 2nd isn't about playing hooky or ditching work sooner. It's an opportunity for people to focus on changing work patterns, adjusting priorities, and engaging in conversations to find ways to achieve work/life balance while improving workplace productivity."

Another study by Corporate Voices for Working Families, revealed that workplace flexibility benefits employers and individual employees in such areas as productivity, customer service, employee work-life effectiveness, stress and well-being.

Eight out of ten employers and employees surveyed also said flexibility is important to recruitment and retention. Additionally, flexible schedules and innovative time-off policies help companies become an “employer of choice” for younger workers, according to the study.

Whether you think it needs an official holiday or not, workplace flexibility is quickly growing as a popular benefit that many job hunters in today’s labor market are looking for. But with the recession thinning out offices and putting more work on a smaller group of employees, some are finding it harder than ever to take that much-needed break.

Maybe a holiday like “Leave the Office Earlier” day is exactly what we need. What do you think?

Will you be participating in “Leave the Office Earlier” day? Do you think we should recognize the day each year? Or do you think we should stop watching the clock and get back to work?

Worried workers opting-out at vacation time

This is usually the time of year when employees start handing in vacation requests for time off during the summer, but this year is proving to be a little different.

Along with our bank accounts, Americans’ summer vacations are taking a serious hit because of the bad economy, according to a recent CNN article.

This year, employees are worried that taking a temporary vacation could turn into a permanent one. The risk of losing their jobs has more American workers choosing the office rather than some much needed time off.

But even when the economy was good, Americans still found it hard to take vacations. Studies conducted over the years have shown that we just don’t know how to let go of work and relax.

Expedia.com, the travel reservation company, recently released the results of their survey comparing the vacation habits of different cultures across the globe.

While we’re not as bad as Japanese workers, who are the least interested in taking vacations with about 92% of workers not using all of their vacation days. Over a third (34%) of Americans don’t take all the vacation time they earn each year.

Compared to French and German workers, of which 22% and 24% don’t use all of their vacation time, it sounds like most of us are in need of a nice long vacation.

Workers who continually opt-out of vacation time tend to be overworked, overwhelmed and on the verge of burn out. But the guilt some workers feel when taking a vacation can be just as bad.

How can managers help their employees feel comfortable that they’ll still have a job after handing in that vacation request form? Here are a few tips:

• Lead by example. The best way to show employees that it’s ok to take time off is to do it yourself. If they see that you were able to disconnect from work and relax, they’ll feel more comfortable using their vacation time.


• Suggest staycations. Taking a vacation closer to home is a great solution for the employee who’s stressed they’ll miss something big if they’re too far away. A staycation (vacation in your home town) can help employees find relaxation without traveling or spending too much money.


• Have a plan. Employees will be more willing to go on vacation if they know there isn’t a big project coming up. Plan vacations around big events and allow workers to delegate their tasks to coworkers they trust to get the work done.

Take a look at these related posts for more tips and advice on taking work-free vacations:

Work/life balancing act has more moms burnt out

Go on vacation without worrying about work, 6 tips

Work/life balance: Simply a matter of choice?

New employee vacation trend: Staycations

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

Training Trends - Are you speaking your employees’ language?

April showers bring May flowers ... along with a garden of fresh, new training advice sprouting up at TrainingTime.com.

In the latest issue of our Training Trends newsletter you’ll learn the must-ask questions for finding the right person for every job, how to provide safety and other essential training in a language your employees understand, and how to reduce stress with a plan to balance personal and work responsibilities.

Here’s a quick look at the May issue of Training Trends:

The 5 questions they absolutely must answer!

We all know about questions an interviewer should never ask. Falling afoul of EEOC guidelines about religion, ethnic origin, family plans or genetic issues can result in lawsuits and fines, and the numbers can be staggering. Late last month, B & H Photo was fined an astronomical $4.3 million dollars for pervasive discrimination based on national origin.

But did you also know that hiring the wrong person – or letting the best choice go because of illegal criteria -- could end up costing your company real dollars because of poor performance and higher turnover. Add in the possibility of tarnishing your company’s reputation or alienating customers, and you could be looking at thousands or even millions in lost revenue. Consider this interview: (more)


Danger! I mean peligro! No, gefahr!

Why louder and slower won’t help if you’re using the wrong language for safety training

You’ve seen it on countless sitcoms. The main character meets someone who doesn’t speak English, and resorts to talking louder, speaking slowly and acting things out with elaborate gestures. On a TV show, it’s funny…but when you’re delivering employee training, the results can be tragic.

Injuries and fatalities among non-U.S.-born workers and non-English-speaking employees have been sharply increasing. Here’s what you can do to boost training effectiveness: (more)


Who comes first? When work and family needs clash

You have a big presentation due at work tomorrow. It’s almost midnight and you’re still finishing up your PowerPoint presentation in between doing loads of laundry, while mentally planning tomorrow’s lunches. And just when you think you might grab a few hours’ sleep before the alarm goes off, your four-year old wakes up with an earache and a fever. Now what?

No matter what your life includes, the challenges of blending work and family demands seem to be growing each day. Longer work hours and busy family schedules keep everyone trying to juggle three, four or more tasks at any one time.

We know we have to do it. The question is, how can we do it better? You need a Plan B. (more)

Each month, the experts at TrainingTime.com share all of the latest and greatest tips, trends and buzz from across the training industry in our Training Trends newsletter. If you’re not on our mailing list, please take a few seconds and sign up.

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 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.

Personal productivity training, six simple tips

Productivity. There are a countless number of blogs dedicated to the subject and thousands of books sold everyday on how to get more done in the shortest amount of time, so why is improving personal productivity such a struggle?

Developers create ingenious web applications designed to streamline tasks and boost productivity, but the latest and greatest gadgets on the market can sometimes be the biggest distractions in your day.

Instead of searching for a new gadget to help you get more done, focus on the notion that “less is more” and find simple solutions to improve productivity during your workday.

Use these six simple tips to improve personal productivity:

1. Prioritize. Take a few minutes out of your morning to sit down and list everything you hope to accomplish that day. List those tasks in order, with the highest priority items on top. Knowing your priorities can help you focus on completing the most important work first, without wasting time on unnecessary tasks. Also, keep the list in a prominent place on your desk to keep you focused.


2. Stay on track. As you start each task on your priority list, set an expected deadline to stick to while you work. Putting a time limit on each task will create a sense of urgency, encouraging you to work harder in order to meet your deadline. If you finish a task before you reach the deadline, stop working on it and start on the next thing on your list.


3. Limit distractions. Block out time in your calendar, let calls go to voice mail and don't check your e-mail. Consider setting up certain times of the day to check and respond to e-mail to limit distractions throughout the day. When people come into your cube, be nice, but let them know you're busy and ask if you could help at another time.


4. Disconnect. If possible, leave the office and go somewhere without access to the Internet. Keep your cell phone with you for important calls and let everyone know you’re still available by phone. Limiting your access to the Internet will eliminate a major distraction and help you cross off more items on your to-do list.


5. Make the most of your prime time. Everyone has a certain time of the day when we know we work best. Capitalize on that part of the day when your energy is high and you have a greater ability to think and concentrate. Tackle your most important tasks during your high-productivity time and schedule less important activities at other times of the day.


6. Clear the clutter. Even if you think that your system of “organized chaos” is working, it’s not. The time you spend searching through stacks of folders and papers on your desk takes away from valuable time where you could be getting important tasks completed. When your desk is clean and organized, you’ll feel less stressed and work more efficiently throughout the day.

While the latest gadgets and gizmos on the market promise to improve personal productivity, sometimes disconnecting can be the best way to get more accomplished. When training for productivity, let your audience know that getting back to the basics may be the best remedy for getting more done.


Related posts:

Distracted employees, tips on how to stay focused at work

Incentives and rewards: Now is the time to act

Telecommuting = Productivity, healthy employees, more money

De-stress at work and encourage innovation

Employee wellness training: New guidelines

Even during a financial crisis, investing in human capital through employee wellness is good business, say industry experts.

Soaring employee health care costs are a clear risk to growth, profitability and competitiveness. For those reasons, organizations looking to cut costs should not start by eliminating employee wellness, according to Jay Seifert, LoneStart Wellness co-founder in a recent MarketWatch article.

"Tumultuous times call for stabilizing influences, and wellness is such an influence," says Seifert. "Now is not the time to put workplace wellness and employee health on the back burner. In fact, now is exactly the time to begin to realize the financial and other benefits of a sustainable workplace wellness program."

Depending on the size of your organization, employee wellness programs are relatively simple and cost-effective to set up. Studies show that for every dollar spent implementing an employee wellness program, employers see an average reduction of $2.45 in medical claims.

Along with group wellness activities, offer employee wellness training to educate workers on the importance of living healthy lives. Use the latest set of wellness guidelines from the government to help get your wellness training off the ground and running.

With two and a half hours each week of moderate aerobic physical activity adults can gain substantial health benefits, according to the new Physical Activity Guidelines for Americans by the U.S. Department of Health and Human Services. This first-ever set of guidelines is designed so people can work physical fitness in their day-to-day routines with activities they enjoy.

"It's important for all Americans to be active, and the guidelines are a roadmap to include physical activity in their daily routine," HHS Secretary Mike Leavitt said. "The evidence is clear--regular physical activity over months and years produces long-term health benefits and reduces the risk of many diseases. The more physically active you are, the more health benefits you gain."

The guidelines advise adults to perform two and a half hours a week of moderate intensity aerobic physical activity, or one hour and 15 minutes of vigorous physical activity. For more extensive health benefits, double the amount of activity performed each week.

Examples of moderate intensity aerobic activities include walking briskly, water aerobics, ballroom dancing and general gardening. Examples of vigorous intensity aerobic activities include racewalking, jogging or running, swimming laps, jumping rope and hiking uphill.

Incorporate these guidelines into your employee wellness training and educate employees on the importance of physical activity to offset rising health care costs with healthier, happier employees.

For the complete guidelines visit the U.S. Department of Health and Human Services website.


Related posts:

New study: Positive work environments = healthy employees

De-stress at work and encourage innovation

Employee wellness programs gone wild

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.

De-stress at work and encourage innovation

The economy is in bad shape. So bad even Warren Buffett is worried.

Whether its the falling dollar, gas prices or debt, our country’s financial problems have all of us pretty stressed out these days. Aside from some of the more violent effects of a bad economy on the workplace, stress has a direct impact on employee productivity and your bottom line.

According to the 2007 “Stress in America Report” by the American Psychological Association, more than half of Americans said they are less productive at work as a result of stress.

From Entrepreneur.com:

“All that stress adds up to an estimated $300 billion a year in costs for U.S. businesses due to absenteeism, decreased productivity, employee turnover, and medical, legal and insurance fees.”

On top of the economy, the bleak medical benefits situation in the US is stifling innovation. As medical premiums and medical deductibles rise, more money is taken out of paychecks and people have less money to spend. Innovation is difficult to find when employees are overwhelmed with medical bills.

While we can’t change our country’s health care system or improve the economy overnight, we can do something to help lessen employee stress at work. Get their minds off their finances and focused on innovation, and you’ll start seeing happier, more productive employees with better ideas coming out of your company.

A few ideas to de-stress employees and spark innovation:

Start a Fantasy Football league. It’s helped some big companies like NuVox motivate their staff and build teamwork. Some friendly office competition that doesn’t take employees away from their work for too long can help alleviate stress.

Start a skunkworks program or innovation league. It’s hard to get businesses to take risks in a bad economy. Sideline any fear of risk and start a company within your company (called Skunkworks) where innovation is encouraged. Once all of the “real” work is done, get together with the skunkworks team to innovate and empower employees. It can be as little as four hours a week, or more depending on how much time is available.

Start an employee wellness program. Regular exercise improves health and reduces stress. Start a weekly walking program or make a deal with a local gym for discounted employees memberships, and get employees moving. Healthier employees make less trips to the doctor, reducing medical costs and insurance rates.

Start telecommuting. Allow employees to telecommute for part of the week. Just reducing an employee’s weekly commute by one day can make a big dent in how much they spend each month in gas. By spending less money commuting to the office, employees will have one less thing to worry about financially.


Unless you have $800 million in your back pocket, no one is going to solve the nation’s financial crisis anytime soon. Until the economy begins to turn around, all we can do is work to mold company cultures to help de-stress employees and encourage innovation.