At the January HCS C.A.R.E.S. event, Scott Sandberg and Deborah Brackin discussed the five lies that hold your business back, as well as tactics for counteracting those pitfalls. Most of them were common sense, but it seems that sense is the first thing to leave us when other factors—such as the economy, lack of motivation, and unsupportive family and friends—enter into the picture.

Myth #1: I just need to know how to do this.
Sometimes we focus too much on the “how” and not enough on the “why.” That how component can really trip us up and end up being a big timewaster. Think about all the times you’ve had a tremendous idea and didn’t move forward with it because you didn’t know how. Instead, look at the why of what you’re doing. Is it your family, a childhood ambition, notoriety? In the end…

You have to want it a lot.

Myth #2: We just need to get our name out there.
Whether through PR, social media, or networking events, getting your name out there can help, but what if no one knows what you do? Name recognition is good, but people knowing how you can help them is better. While you’re out there getting the word out, be sure you…

Sell something.

Myth #3: You have to be tight-fisted.
Do you live in a world of abundance or scarcity? If you’re always scared to move forward with things, you’re never going to take any risks—and it’s those risks that help us move beyond our comfort zone and make a change in our lives. So, instead of keeping it all close to the vest and not spending money on clients, add value and…

Do more for them.

Myth #4: Spend time IN the business.
No doubt your to-do list is longer than you can hope to get accomplished today, and that lunch date isn’t as important, is it? Or if you network a lot, you may think that you’ve met just about everyone…why go out more? But if you’re not building your business, who is? The key is to always be cultivating new relationships and…

Schmooze some more.

Myth #5: It’s a slow economy.
Sure, it’s not the best time economically, but how many businesses do you know that have started in the last five years—and prospered! It’s not so much about what the external world thinks as it is about what you know you can accomplish. Your mom was right: If you set your mind to it, you can accomplish anything.

Thoughts matter.

We look forward to seeing you at the next C.A.R.E.S. event, where you’ll be inspired and energized to make a difference in your business.

Unless you’ve not been to the store, watched TV, been online, or listened to the radio, you know that the Super Bowl is this coming Sunday. Okay, sure, but what does that have to do with employee engagement, you may ask. Well, in two ways, actually:

1. It represents a way to engage employees to connect with each other and bring some fun to work.
2. It offers an opportunity to give back to employees on the following day.

Before the Game
Whether people are really “into” football or just watch it one day a year, everyone seems to get caught up in the competition. Why not capitalize on that with a company pool about who will win the game? Instead of betting money, the winner of each half could get a half day off work with pay and the winner of the whole pool could get a full paid day off.

You can also create excitement around the game with a potluck luncheon on Friday. Create a theme in which employees are asked to bring in foods from the teams’ cities/regions. If money isn’t an object, consider catering the event for the office.

After the Game
According to Glassdoor.com, employees notice a decrease in productivity the day after the big game—if they show up at all. Since the game goes well into the night on the East Coast, if you have employees there, consider a late start or the option to telecommute that day. In the rest of the country, perhaps you can move that first-thing-Monday-morning meeting to the afternoon and bring in donuts or bagels for breakfast.

There are a number of ways that special events can be incorporated into the office environment to increase employee morale and engagement. If your office is doing something fun for the Super Bowl, share your comments below; we’d love to hear them!

We all know what’s not PC at work: talking about politics, religion, or sex; wearing clothes that show a little too much skin; maybe even inner-office dating. But what about that coworker who skipped a bath for a few days, swam in some perfume or cologne on the way to work, or smoked a pack of cigarettes in a closed car? For some, smells can be just as offensive as any word or action.

Some office environments have issued a no-scent policy, mostly because there are a growing number of people with allergies to fragrances. Canada outlines a scent-free policy for workplaces, noting that any number of everyday toiletries can include scents that are offensive to some people. The list of symptoms associated with odor sensitivities includes headaches, skin irritations, dizziness, and upper respiratory symptoms. This is a real issue that employers need to take into consideration, especially in a cramped office space.

Employers can start by asking employees if they have any scent sensitivities. Let workers know they can approach management with any issues about a coworker wearing too much perfume or smelling of smoke after the lunch break. A simple solution is to move people within the office so those who are sensitive aren’t sitting too close to the offensive odors. If that doesn’t work, putting a scent-free policy into effect or directly approaching the people at issue may be the next step.

Although your office may never experience an employee with odor sensitivities, it’s always good policy to be aware of what might be an issue. Keep communication open and consider adding a line in your employee handbook about odors. Those who have negative reactions will thank you.

There are many of ways to review the level of employee engagement among your team members, and it’s good to take a look at the various methods—especially with the latest statistics suggesting that 71% of American workers are not engaged in their current positions. That’s a staggering number! One simple question may get you on the right track to determine if your employees fall within that 71% or the coveted 29%: “Would you recommend that your friends work at our company?”

Recommendations and referrals cannot be taken lightly. For some businesses, they constitute a bulk of their revenue stream, and those companies know that a referral to a trusted friend, family, or colleague is earned. Therefore, it means a lot if your employees are willing to refer their network to work for you. After all, their reputation is on the line. More importantly, they could lose a friend if they hook him up with a job he hates.

For some companies with a strong corporate culture and engaged employee base, they frequently cull new recruits from their already vibrant base. In fact, many find those to be their best employees, since like-minded people tend to flock together. The trick, of course, is to get your high performers to bring on people like themselves; you don’t want the person who’s just phoning it in to recruit new employees with a similar work ethic!

So take some time to think about it: Would you want your friends to work for your company? Do you receive many referrals from current employees? This one question may help you to determine just where you stand and whether your team is in the 71% or 29%.

If you have more questions about how to inspire your employees and create a more solid culture, check out Human Capital Strategies’ community training seminars, HCS C.A.R.E.S.

According to a recent Gallup poll, only 28% of employees are engaged. That means that 72% are either neutral or negatively engaged. While you’re beating yourself up trying to devise methods of improving employee engagement in your office, consider that no matter what you do, it may not matter. Instead, you may need to look at who comprises your team.

Naturally, people put themselves into boxes. We have the dutiful employee, the team motivator, the entrepreneur, and the slacker, just to name a few. What if you had a company full of motivated, dutiful employees who came to work excited and spread that energy everywhere they went? It would likely change the whole dynamic of your company, wouldn’t it?

The good thing is that you probably have a few of these dynamos in your ranks already. But how do you find them? More than just being happy, there are some factors that are pervasive, according to a recent article on the Business Insider:

• They are highly engaged with your company.
• Their personality jives with that of your company’s, as if they’re cut from the same cloth.
• You can pick them out no matter what their jobs are or how much responsibility they have.

Find these “it” people and start to identify what it is about them that makes them so fantastic for your company. Then start searching for their work twins, those people who embody similar traits and ideals. The “it” person at one organization will differ from one at another because of company mission differences, but once you create a profile of your great contributors, you’ll have a map for finding more likeminded employees to drive the business forward.

Need help finding just the right employees? Human Capital Strategies will help you source additional team members. Contact us today!