Q1 2013 - CopperPoint

Human
Resources
Human Resources
Volume 2 | Issue 1 | 2013
Use positive body language
to communicate with employees
How employers stand and use their hands may be more revealing to workers
than a positive facial expression. A recent study by psychology professor Hillel
Aviezer at the Hebrew University of Jerusalem compared
how people interpret body cues and facial expressions, according to NPR.
The study
Aviezer used images of professional tennis players, who tend to express
extreme emotion after defeat or victory.
It’s a good idea to turn
completely toward the
person who is talking
and to lean in and nod
to portray interest.
“When I look at a sports magazine, and I see the full picture of a person
winning a point, and he has his full gesture, the whole picture makes perfect
sense to me,” Aviezer told NPR. “The face looks like a victorious face, and the
body looks victorious; everything together seems to make perfect sense.”
However, when the researcher and his colleagues presented participants with
photos of a player’s face with his or her body erased completely, people had
trouble discerning whether the athlete was elated or devastated.
Meanwhile, when respondents saw photos of players’ bodies with erased
faces, they recognized emotions easily.
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Aviezer then pasted a winner’s face onto a loser’s body and vice versa.
Respondents always sided with the body cues and not the facial expressions.
Focusing on body language
While subtle facial expressions, like a smile or a frown, may be easy to
understand, employers may want to think about how their body language
complements or conflicts with their facial expression.
According to nonprofit mental health resource Helpguide, nonverbal
communication cues can play five roles, including repetition, contradictions,
substitutions, complementing and accenting. Activities like fidgeting can be
misunderstood and mislead workers to believe their supervisor is lying.
There are several key areas that business owners may want to consider
monitoring when talking to employees. Sweating, shaking or covering the
mouth with a hand can be extremely distracting and off-putting. While
some movements are extremely important when trying to get a message
across, these abnormal activities can make the speaker seem uneasy and
uncomfortable. Employees could interpret this behavior as an attempt to hide
anger or lying.
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continued from page 1
How employers use their arms is extremely important as well. While
standing or sitting with arms crossed is instinctive and comfortable, the
positions can suggest disinterest or exclusion. Supervisors and employers
should be physically open to discussion by keeping their arms at their sides
or resting on the table.
Posture also can facilitate positive interpretations. It’s a good idea to turn
completely toward the person who is talking and to lean in and nod to
portray interest, according to Forbes.
Business owners also may keep in mind how their touch influences
a conversation. It’s a good idea to start out a discussion with a firm
handshake. While excessive hand contact can make workers uncomfortable,
a pat on the back in a social environment is a great way to show approval.
Letting distractions interrupt a conversation can be very insulting.
Employers who pull out their phone or look away from a worker during a
conversation will not make the employee feel heard or taken seriously.
When employees don’t think their voice is valued, they’re less likely to invest
in their productivity.
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Weight loss
tops health worries
Nearly 40 percent of workers
said losing weight is their top
health concern going into
2013, and 26 percent said they
want to tackle stress issues
this year, according to a recent
poll by employee assistance
program provider ComPsych.
“Weight loss is, not
surprisingly, the No. 1
health concern this year,”
said Dr. Richard Chaifetz,
chairman and CEO of
ComPsych. “What is
significant is that many more
employees are aware of stress
as a major contributor to
health problems.”
Other health goals
employees have include
exercise, diet improvement
and smoking cessation.
Employers may consider
helping workers reach their
health goals by creating or
strengthening organization
wellness programs. For
every dollar spent on health
promotions, business owners
can save between $3 and $5
in health and safety costs,
such as medical expenses,
absenteeism and workers’
compensation, according to
the Small Business Wellness
Initiative (SBWI).
Eligible SCF customers can check out our workers’ compensation policy billing options at scfaz.com.
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How ‘bad apples’ hurt your business
Managers and supervisors spend
more than one-quarter of their
time overseeing poorly performing
employees, according to a
recent study.
Dedicating such an important portion
of their time to these employees
limits supervisors’ capabilities and
their opportunities to watch for and
praise productive, safe work habits
exhibited by other workers.
The survey, conducted by staffing
firm Robert Half International,
interviewed more than 270 business
leaders and found that poor workers
affect more than just a managerial
staff. Eighty-three percent of
respondents said a bad hiring
decision at least somewhat impacted
team morale.
hires costly for the organization,
but the impact on team morale
can be significant,” said Kathryn
Bolt from Robert Half. “When
team members notice someone
underperforming, they know they
will need to take on additional
responsibilities to pick up the slack,
which can lead to resentment
and frustration.”
Poorly performing employees
can affect team morale.
The researchers offered these
suggestions on coping with a poorly
performing employee: Business
owners should encourage managers
to speak up about their team’s
lagging members; it’s a good idea to
host discussions on potential ways to
approach low-productivity workers;
employers may want to understand
the difference between “must-have”
and “nice-to-have” employees.
“Companies simply cannot afford
hiring mistakes – not only are bad
Reducing health risks brings down employers’ costs
Within a year of taking precautionary measures to
reduce health risks in the workplace, businesses
experience important savings on healthcare costs,
even for employees with chronic conditions, according
to a study conducted by health and workplace
management organizations.
“Association Between Changes in Health Risk Status
and Changes in Future Health Care Costs: A Multiemployer Study” also found that when employers do
little to encourage healthy habits, mounting health
risks inevitably lead to substantially higher healthcare
costs. The study surveyed nearly 23,000 employers in
manufacturing, energy, education and other industries.
“This research not only demonstrates the level of savings
that can be expected, but it also shows how soon
employers can expect to begin realizing some change
in costs as a result of a change in health risk status,”
said Steven Nyce, lead author of the study. “This is
crucial information for employers that have made a
commitment to improving the health and productivity of
their workforce.”
The study suggests the financial burden of health
risks may be more important than the cost savings of
promoting wellness. For every health risk added, costs
went 45 percent above the cost savings that resulted
from eliminating risks.
According to a statement released by study authors,
wellness programs reduce productivity-related costs,
absenteeism, disability and workers’ compensation costs,
in addition to boosting
worker productivity.
Choosing a workers’ comp medical provider? Check out SCF’s Preferred Connection Network at scfaz.com.
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Boosting worker engagement
Business success relies heavily on the daily output of
individual workers. Many factors play into worker
productivity, including physical and mental health and
overall happiness. Because job satisfaction and sense of
fulfillment strongly influence the personal investment
employees make in their jobs, engagement is central to
keeping up efficient work habits and loyalty.
US workers today
Even though employers recognize the importance of
workplace engagement, only one in five workers
is highly engaged, according to the Partnership for
Workplace Mental Health. That means more than 80
percent of workers aren’t performing to the best of
their abilities. Disengaged employees can cost U.S.
employers between $250 and $350 billion in lost
productivity each year.
Meanwhile, highly engaged employees feel they
can impact the quality of their employer’s product,
client relationships and business cost control
positively. In addition, employees who feel a sense of
accomplishment and pride from their jobs intend to stay
with their employers longer, the organization explains in
the research brief “Employee Work Engagement: Best
Practices for Employers.”
These findings explain the high stakes associated with
employee engagement. To encourage worker happiness
and boost business, employers may consider taking
action at the individual and organizational level.
always should be approachable and they should maintain
frequent communication with their team.
Business owners also may consider offering employee
assistance programs (EAP) and mental health benefits
to help workers cope with stress and/or feelings of
low self-esteem. These initiatives can aid in treatment
for psychological conditions that affect employee
engagement, such as depression, substance abuse or
social anxiety.
Taking steps at the organizational level
While one-on-one action items can reduce
disengagement, businesses can take steps to prevent
the phenomenon from the start, beginning with
the recruitment process. Employers should consider
employee fit when creating positions and bringing in
new hires by asking themselves how specific jobs match
workers’ talents and skills.
According to The Partnership, disengagement often
is associated with low levels of resources and support
from supervisors and co-workers. It’s important to
provide workers with guidance and tools they need
to succeed.
Measure employee engagement
The Partnership for Workplace Mental Health suggests
business owners work to understand the current
engagement levels of their workforce. Employers may
consider running surveys to allow workers to express
themselves anonymously.
Working conditions also can be a leading cause of
disengagement. When technical operations demand
repetitive, mundane tasks, employees lose interest.
Business owners may consider rotating tasks and
diversifying responsibilities to maintain workers’ focus.
In addition, it’s always important to keep ergonomic
health in mind when assigning work.
Taking action at the employee level
Once a business owner has significant information
about his or her team’s mind-set, steps can be taken to
improve employee attitude.
Business culture plays a large role in how workers feel.
When businesses value organizational reputation,
employee health and sense of community, employees
care more about their performance.
The Partnership suggests evaluating how supervisory
communication may affect negative feelings about work.
Managers should express positivity and praise when
giving feedback and assigning tasks. These managers
You can interact with SCF Arizona on social media, including Twitter, Facebook and LinkedIn.
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Helping new workers
overcome adjustment challenges
After hiring a new employee, it’s
important to ensure he or she has
the sufficient tools to understand
new concepts and tasks, improve
skill mastery and productivity and
maintain safety in the workplace.
When employees learn the ropes
quickly, employers have to spend less
time and fewer resources supervising
and guiding them. In addition, a
positive adjustment experience
improves overall workplace culture.
To help workers become part of the
business team quickly, employers
should understand the challenges
facing newcomers. Accountemps,
a temporary job search company,
recently ran a survey of workers and
senior managers to determine the
most common obstacles presented to
new hires.
Learning new processes
and procedures
Whether new workers are manning
manufacturing equipment, filling an
opening on a construction team or
occupying an office administration
position, many find it difficult to learn
quickly how workplaces function.
It’s a good idea to start workers
slowly and to provide them with
significant guidance. During an
employee’s first days, supervisors
should set aside time to go over
business policies and workflow. New
workers may be paired with a mentor
who can teach by example.
Getting to know a new
boss and coworker
Communication is central to a
successful adjustment. Business
owners and supervisors may
consider taking time during a worker’s
first day or week to get to know him or
her. It’s also a good idea to introduce
the employee to other workers and to
put together a small, informal social
event to encourage bonding.
When workers feel more
comfortable around their peers
and superiors, they’re more
invested in their tasks and
therefore more productive.
When workers feel more comfortable
around their peers and superiors,
they’re more invested in their tasks
and therefore more productive.
Learning how to use new
technology and tools
Upon starting a new job, workers
should receive extensive training on
equipment use. Effective education
is crucial to keeping workers safe.
In addition to teaching proper
technique, training should cover
safety precautions, mandatory
personal protective equipment,
machine inspection and detecting
signs of danger. Employers may
consider testing new hires on
equipment use before allowing them
to perform tasks.
If a worker is learning how to use
a machine for the first time, it’s
a good idea to set him or her up
with another employee so they can
work in pairs. The more experienced
individual can supervise the new hire.
For more articles visit
SafeAtWorkAZ.com,
SCF’s blog featuring
HR advice, workplace
safety stories and
workers’ compensation
information.
When you create an account at scfaz.com, you can pay premium, file payroll and issue certificates of insurance.
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602.631.2600 | Get a Quote 1.888.706.4070 | En español 602.631.2302 | scfaz.com
Put us to
work for you
You can rely on SCF Arizona to help you meet your
workers’ comp insurance needs. We offer coverage
for injured workers while protecting your bottom
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Let SCF show you how. Visit scfaz.com to learn
more or to get a Quick Quote.
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ead SafeAtWorkAZ.com, SCF’s blog featuring
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ccess work safety training through SafetyNet,
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Guide to Accessing Your New Policy Services.
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