Design Your Office Space to Attract and Retain Great Talent

Design Your Office Space to Attract and Retain Great Talent Design Your Office Space to Attract and Retain Great Talent It’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: attracting talent. When your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in? And once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even retention. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base. “The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at IdeaPaint. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.” Here are three recommendations to consider when designing appealing and effective workspaces: 1. Create choice According to a 2013 Workplace Survey by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017. Just because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses. And employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting. According to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations. 2. Give them a seat at the table Good ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base. Boston-based energy management company EnerNOC sought to empower their Millennial workers â€" roughly 50% of their entire workforce â€" by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices. “The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman. In the 2012 Global Workforce Survey by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention. 3. Keep them coming back At the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning. Take the Quicken Loans Family of Companies’ corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, dPOP!, was founded as a result of its build out. The space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables. “The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.” Hiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.

Recalling Past Accomplishments

Reviewing Past Accomplishments Reviewing your past achievements is a significant advance during the pursuit of employment process and in dealing with your vocation. On the off chance that you are simply beginning your pursuit of employment, reviewing past achievements is an incredible method to recognize your qualities, transferrable aptitudes and pinpoint what you appreciate doing! (Also you will utilize them in building up your resume and during prospective employee meetings.) Monitoring past achievements is additionally significant in the event that you are not kidding about dealing with your profession! You will be the one liable for setting up your yearly survey and ensuring your administrator, director, VP, whomever, knows about your past achievements. In either case, focus on this notice: Humility can be hazardous to your profession. This ought to be the new admonition name that goes with each application and all fresh recruit desk work. Step by step instructions to Use Accomplishments To Identify Your Skills Utilize the structure beneath to conceptualize answers to the inquiries. Simply write down a couple of words so you can recall the achievement later. Next, compose a STAR story for every achievement. STAR represents: Circumstance (What was the circumstance?) Assignment (What were you being approached to do? What was the test to the circumstance?) Activities (Step by step, list all the things YOU did.) Results (What occurred or didnt occur because of what you did?) Presently, take a gander at your accounts and distinguish reoccurring subjects. The things that keep springing up are the aptitudes/things you appreciate utilizing, correct? You need to underscore these abilities on your resume, in your LinkedIn profile, during discussions with individuals you meet and during prospective employee meetings. achievements utilizing STAR There are different approaches to evaluate your aptitudes. Look at Choosing Your Career Can Be Overwhelming Sharing Your Accomplishments Isnt Bragging So how would you talk about your achievements without gloating? That is the thing that so extraordinary about your STAR stories, they arent gloating. Your accounts simply express the realities and the result of your activities. This is the thing that I did and this is what occurred! On the off chance that you start recording your achievements consistently, it will get simpler. Show Your Value What's more, to cause you to feel better, you dont must be a whiz to get consideration. Realize what the genuine mystery to progress is by understanding this: Im No Superstar. Im Just Average. Answer Every Interview Question With A STAR story To compactly pass on your gifts and capacities, figure out how to utilize a STAR story to respond to inquiries by perusing Do You Shine During Your Interview.

Monday Tip Share something funny - The Chief Happiness Officer Blog

Monday Tip Share something entertaining - The Chief Happiness Officer Blog Todays Monday tip originates from Nimmy from Bangalore, who composed a decent survey of my book, and afterward proceeded to include a few thoughts for making your work day somewhat more joyful. One of her recommendations is to peruse something clever consistently and offer it with your partners. Attempt to go past Dilbert and the typical rundown of 200 blonde jokes :o) Nirmala proposes Calvin Hobbes or PG Wodehouse. I would include Over the Hedge, Cute Overload or Snopes. What's more, if youre among nerds: Player vs.player or User Friendly. Discover something entertaining and share it. Print it out and pass it around or balance it on the release board. Much obliged Nimmy! Shouldn't something be said about you: How would you get your snickers during the work day? The Chief Happiness Officers Monday tips are straightforward, simple, fun things you can do to satisfy yourself as well as other people at work and get the work-week looking extraordinary so far. Something everybody can do in a short time, tops. At the point when you attempt it, compose a remark here to disclose to me how it went. Past monday tips. Much obliged for visiting my blog. In case you're new here, you should look at this rundown of my 10 most well known articles. What's more, in the event that you need increasingly extraordinary tips and thoughts you should look at our bulletin about joy at work. It's incredible and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

There are no bad bosses

There are no awful supervisors Need to manage an awful chief? In the first place, quit whining. Except if your supervisor violates the law, you dont have an awful chief, you have a manager you are overseeing inadequately. Single out your manager all you need, however in the event that you were a top representative you wouldnt let your bosss issues cut you down. Everybody has something to offer. Find that in your chief and spotlight on picking up all that you can. Or on the other hand leave. Fortunately much of the time, you dont need to leave. You simply need to deal with your relationship with your manager with more compassion, more separation, and more technique. Conquer inept abilities by utilizing others My preferred case of a terrible supervisor is one I had at a product organization who would not figure out how to utilize a PC. I directed most correspondence with him by means of telephone, and when others didnt, I regularly assumed the job of secretary despite the fact that I was a VP. He once said to me, Youre such a quick typist! What's more, I thought, Youre such a bumbling, sluggish dolt. Be that as it may, in truth, he was definitely not. He was a top moderator of government contracts. I ventured back and perceived that he was overpowered with the possibility of changing the manner in which he had been laboring for a long time, and I was in a situation to support him. I found that the more needy he was on me for email the more I had the option to embed myself into elevated level arrangements that he would not in any case have given me access on. I helped him abstain from changing, and he showed me how to be a dealmaker. Defeat moral inadequacy by knowing your limits After a couple of serious deals, I thought we had hit our depression, when I understood that this equivalent man was taking part in an extramarital entanglements with my team lead. For quite a long time he protested that she was horrendous, and I should fire her. At that point he declared she required more obligations. I ought to have detected something was up, yet I didnt. At that point she dumped him with extraordinary pomp and I wound up sitting gracelessly between them in numerous gatherings. Without a doubt, I lost a great deal of regard for them both, and it was an agony to deal with the sales rep after that. In any case, the unbalanced circumstance didnt imply that I couldnt gain so much from my chief. Also, it didnt imply that I couldnt keep on manufacturing significant associations with his significant companions. For whatever length of time that I didn't need to act in a shameless manner, my bosss issues were not my concern. Continuously gauge your advantages A decent supervisor would have figured out how to type and could never have imagined of appointing his composing to a VP. Be that as it may, I didnt have a decent chief. I had an average chief. One with poor execution of sincere goals. He had information and aptitudes to offer me as long as I could deal with our relationship profitably. I never anticipated that him should deal with the relationship for us, since I needed to ensure I was receiving what I required in return. I could have invested my energy griping. There was a great deal to grumble about. Rather I generally moved toward him with sympathy (Im sorry she dumped you), and I generally knew my limits (We cannot fire her. Its illicit). In any event, when he was at the very least, I never thought about what he said literally (When you are finished hollering, Id be glad to converse with you). Beside giving a break, he didnt have a great deal of the board aptitudes, and this hole left more space for me to sparkle. My strong relational abilities helped fill in what he was missing and helped me to get what I needed: A (hesitant and troublesome in any case) valuable tutor. So look again at the manager you call awful. Consider what persuades him: What is he frightened about that you can make simpler? What is he coming up short on that you can make up for? What does he wish you would do that you dont? When you begin dealing with this relationship all the more dexterously, you will have the option to get more from your supervisor as far as training and backing: Youll have the option to steer the results from the awful manager side to the learning opportunity side. Actually, you ought to consistently seek after a little inadequacy on your bosss part. The gap in his rundown of gifts gives a spot to you to sparkle. The point, all things considered, is for you to sparkle, and nobody sparkles when theyre griping.