Have you ever stepped out of a bustling office, a lively factory floor, or simply taken off your headphones after a jam-packed day and felt that slight ringing in your ears? That’s not just the echo of a day’s work — it’s a wake-up call. Whizzes and whirs in the workplace expose approximately 22 million workers’ ears to potential symphonies of harm annually, and we’re not just talking about those operating jackhammers or orchestrating symphonies of construction machinery. Even the corporate maestros in office towers are tuning into the risks of noise-induced hearing loss (NIHL).

That background noise? It’s an invisible disruptor, altering how we experience the world, whether at a desk or on a machine.

The chat about NIHL isn’t just small talk. Noise is more than just a nuisance — it’s an invisible agent of change, altering the way we might end up experiencing the world. In offices across the nation, even in the seemingly tranquil hum of air conditioning or the innocent chatter over cubicles, decibels can creep up on you. This sly sound intruder doesn’t discriminate — it can impact the ears of both those jamming to tunes to drown out office noise and those operating heavy machinery.

Let’s dial down the volume and boost ear safety—keeping life’s soundtrack clear, not silent!

We can dial back the doom and gloom and amp up the conversation on preservation. At Atlantic Training, we harmonize with the OSHA and CDC chorus to keep your hearing sharp. Here’s the thing — protecting your ears isn’t just about avoiding the annoyance of asking, “Can you repeat that?” It’s about ensuring that the soundtrack of your life doesn’t fade into a silent movie.

Know your noise levels, because whether it’s construction or cranking tunes at the office, too loud is your ears’ unseen enemy.

So, let’s riff on some prevention tips. First, you’ve got to gauge the gig — know your noise levels. If you’re pushing past 85 decibels, buddy, it’s time to tone it down. In the concert of construction sites, that’s a given, but in the orchestra of the office? Cranking up those tunes to 11 for eight hours could be your invisible ear enemy.

And for those of us who think foam earplugs are the sole solution — think broader. There’s a whole ensemble of tools at our disposal. Ear muffs, noise-canceling headphones, and, get this, even strategically placed plants can help dampen decibels. Ingenious, right?

Consider exploring courses on hearing health to safeguard your team’s ears.

If you’re feeling the vibe to dive deeper into the acoustics of safety, Atlantic Training hits the right note with courses that are like music to your ears — informative and easy to digest. These sessions aren’t just another item on your to-do list; they’re the VIP pass to protecting your most valuable asset — your employees.

Whether you’re on a construction site or in an office setting, it’s crucial to shield your ears from workplace noise.

From soundproofing your workspace to providing personal ear protection — these are not just tips; they’re life hacks for your hearing health. Because, whether you’re in the pit with power tools or grooving in the grind of office life, every ear deserves protection from the crescendo of occupational hazards.

In the grand symphony of workplace safety, your hearing is a solo worth preserving. So before we reach the final coda of today’s discussion, remember: Atlantic Training’s courses might just be the crescendo you need to keep your team’s hearing in concert pitch — because life, both inside and outside the office, should be heard in high fidelity.

The post Turn Down the Volume: Why Your Ears Deserve a Break, Even in the Breakroom appeared first on Atlantic Training Blog.

1. The first step of electrical safety, avoid water at all times when working with electricity. Never touch or try repairing any electrical equipment or circuits with wet hands. It increases the conductivity of the electric current.

2. Never use equipment with frayed cords, damaged insulation, or broken plugs.

3. If you are working on any receptacle at your home then always turn off the mains. It is also a good idea to put up a sign on the service panel so that nobody turns the main switch ON by accident.

4. Always use insulated tools while working.

5. Electrical hazards include exposed energized parts and unguarded electrical equipment which may become energized unexpectedly. Such equipment always carries warning signs like “Shock Risk”. Always be observant of such signs and follow the safety rules established by the electrical code followed by the country you’re in.

6. Always use appropriate insulated rubber gloves and goggles while working on any branch circuit or any other electrical circuit.

7. Never try repairing energized equipment. Always check that it is de-energized first by using a tester. When an electric tester touches a live or hot wire, the bulb inside the tester lights up showing that an electrical current is flowing through the respective wire. Check all the wires, the outer metallic covering of the service panel, and any other hanging wires with an electrical tester before proceeding with your work.

8. Never use an aluminum or steel ladder if you are working on any receptacle at height in your home. An electrical surge will ground you and the whole electric current will pass through your body. Use a bamboo, wooden or a fiberglass ladder instead.

9. Know the wire code of your country.

10. Always check all your GFCI’s once a month. A GFCI (Ground Fault Circuit Interrupter) is a RCD (Residual Current Device). They have become very common in modern homes, especially damp areas like the bathroom and kitchen, as they help avoid electrical shock hazards. It is designed to disconnect quickly enough to avoid any injury caused by over-current or short circuit faults.

Previously Published on SafetyRisk.net

For more safety materials on Electrical Safety, visit our PowerPoints and Infographics dedicated to this focus.

The post 10 Safety Precautions When Working With Electricity appeared first on Atlantic Training Blog.

In an announcement from the Biden-Harris administration, the finalization of the new overtime rule marks a significant milestone in the protection of workers’ rights in the United States. Effective from July 1, 2024, the salary threshold for overtime eligibility will see a substantial increase to $43,888 annually, ensuring that millions more lower-paid salaried workers are compensated for their overtime hours. This change updates the current threshold of $35,568 set by the previous administration.

Further adjustments are set to take place on January 1, 2025, when the threshold will rise to $58,656. This increase aligns with the administration’s commitment to ensuring that workers are fairly compensated for their time, particularly those who may have previously been exempt from receiving overtime pay due to higher salary cutoffs.

Additionally, this rule introduces a significant reform for highly compensated employees, with planned regular updates every three years starting from July 1, 2027. These updates will utilize the most current wage data to set new salary levels, thus maintaining the effectiveness of the overtime rule over time.

Acting Secretary of Labor, Julie Su, emphasized the rule’s role in restoring the fundamental promise that working over 40 hours a week should rightfully result in higher pay. The Department of Labor has engaged extensively with various stakeholders, including employers, unions, and workers, to gather insights and feedback, which have been instrumental in shaping this final rule.

For businesses, this means revisiting payroll structures and possibly reclassifying employees to ensure compliance with the new standards. It’s more crucial than ever to stay informed and prepared for these changes. Atlantic Training is committed to providing resources and training to help businesses navigate these updates efficiently and effectively.

Continue reading below for tips on how you can start to prepare now—and stay tuned for more guidance from us on managing this transition and optimizing your workplace practices in light of the new overtime protections.

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The new overtime protections could boost pay for millions.

In a significant development for the U.S. workforce, the Department of Labor (DOL) has introduced a proposal designed to extend and restore overtime protections to an estimated 3.6 million salaried employees who earn below a specified threshold. The rule would guarantee overtime pay for most salaried workers earning less than $1,059 per week, about $55,000 per year. This move not only seeks to uphold the principle of fair compensation for extended hours but also aims to adjust outdated compliance thresholds to reflect current economic realities.

Let’s take a fresh look at overtime rules and what they mean for today’s workforce.

For over eight decades, the cornerstone of American labor rights has been the 40-hour workweek – a promise that time beyond this is compensated at a higher rate. However, as the workplace evolves, so too must the regulations that govern it. The updated rule from the DOL marks a critical step in acknowledging the hard work and often overlooked contributions of low-paid salaried workers. With the ongoing discussions and the rule’s impending formalization, it’s crucial for employers and HR professionals to understand not just the letter of the law but its spirit as well.

Acting Secretary of Labor Julie Su emphasizes this as a move towards enhancing workers’ economic security, aligning with the broader goals of the administration to foster a more equitable labor market. As the rule progresses through the final stages of approval, with expectations set for a swift implementation, businesses must prepare for the adjustments required to comply fully with the new standards.

How will It impact your business and payroll?

While the proposed changes promise enhanced protections for workers, they also pose a significant operational challenge for many businesses, particularly small to medium-sized enterprises. Employers will need to carefully review their payroll structures and possibly reconsider how they classify employees. The increase in the salary threshold for exempt employees means that many who were previously ineligible for overtime will now qualify, potentially leading to increased payroll expenses.

For businesses in states with already higher minimum salaries for exemption, such as California and New York, the impact might be less pronounced. However, for the majority, this will necessitate a comprehensive audit of employment practices and payroll processes. The rule’s provision for automatic updates every three years adds another layer of complexity, emphasizing the need for ongoing compliance vigilance.

The reaction from the business community is mixed – while many advocate for fair labor standards, others worry about the financial implications. For example, reclassifying employees from exempt to non-exempt can increase administrative burdens, affect worker morale, and potentially lead to reduced flexibility in work hours.

Employers can stay ahead by strategically training their teams to master this new compliance landscape.

Atlantic Training recognizes the challenges and opportunities these changes represent. To navigate this new regulatory landscape effectively, companies must not only adjust their payroll practices but also ensure that their management teams are equipped to handle these changes through comprehensive training. The following are some possible operational areas you’ll want to optimize.

FLSA Compliance Training

Understanding the intricacies of the Fair Labor Standards Act (FLSA) is more crucial than ever. You’ll want a FLSA Compliance Training Course designed to help employers and HR professionals grasp the essentials of wage standards, overtime requirements, and other critical compliance aspects. A course like this will ensure that participants are not just aware of the rules but understand how to apply them in day-to-day operations.

Time Management Training

With the introduction of new overtime rules, managing work hours becomes pivotal. A Time Management Training Course enables employees and managers alike to optimize their schedules and priorities, ensuring productivity remains high without necessitating excessive overtime. Courses such as this one are essential for helping employees achieve a better work-life balance, which can mitigate the potential stress associated with longer hours.

Managerial Training

Managers need to be particularly adept at navigating these changes. They must understand not only the legal requirements of the new rule but also the nuances of managing a potentially larger group of overtime-eligible employees. Training in areas such as goal setting, effective communication, and leadership can be invaluable.

Atlantic Training is here to help you stay compliant, with flexible training options.

The update to the federal overtime rule represents a significant shift in how businesses will manage and compensate their employees. While it presents challenges, it also offers an opportunity to revisit and improve workplace practices and employee satisfaction. Atlantic Training is here to help organizations transition smoothly with effective training that ensures both compliance and enhanced productivity. By preparing now, businesses can turn a regulatory requirement into a strategic advantage, fostering a more engaged and motivated workforce. As we continue to monitor the development of this rule, stay tuned for further insights and support from your trusted partner in workplace training and development.

The post How the New Overtime Rule Affects You and What to Do to Stay Compliant appeared first on Atlantic Training Blog.

Welcome to the forefront of workplace safety, where keeping up with the rules isn’t just about avoiding fines – it’s about genuinely caring for your team. In the latest turn of events, the Department of Labor has rolled out a final rule that might just change the way we think about OSHA inspections. Effective May 31st, 2024, this new regulation isn’t just a tweak in the system; it’s an open door to ensure that your work family stays protected, involved, and educated. But what does this all mean for you and your crew?

The new OSHA rule allows for a chosen expert, not limited to employees, to join inspections, ensuring a smooth and informed safety review.

Picture this: An OSHA compliance officer knocks on your workplace door. Now, thanks to the new rule, not only can you have a representative accompany them, but your employees can pick someone too. And get this – the rep doesn’t even need to be an employee! This person could be anyone with the right expertise to ensure the inspection goes smoothly. We’re talking about tapping into the kind of know-how that could make a Broadway director nod appreciatively at your safety script.

For Employers, while the new OSHA rule may initially stir anxiety, it’s an opportunity to enhance safety with fresh perspectives, despite the buzz of mixed reactions among staff.

As an employer, you might feel a pinch of anxiety. More cooks in the kitchen, right? Wrong. Think of it as more like adding a dash of spice to perfect the recipe. This rule could be a game-changer for making your workplace safer. Sure, there’s the underlying worry that a non-employee might not know the rhythm of your daily hustle. But consider this: they could bring fresh eyes to old problems, pointing out that one wobbly ladder everyone seems to ignore.

But what’s the chatter among the hard hats about this? You could hear cheers for having a trusted voice during inspections or grumbles fearing more red tape. It’s a mixed bag, and that’s why talking it out is vital. It ensures everyone is on the same page when the safety curtain rises.

Atlantic Training recommends welcoming the new OSHA rule as a chance to arm your team with knowledge for safer workplaces.

Now, let’s steer this ship towards preparation island. Here at Atlantic Training, we’re your ally in employee training, compliance, and safety. We suggest embracing this rule with open arms and minds. This isn’t about selling you a course; it’s about empowering you to wield knowledge like a master craftsman wields a hammer.

Here’s how your company can to swing into action to be prepared for OSHA’s new representation rule:

• Build a Knowledge Bridge: Connect your team with construction safety courses that are as engaging as a top-rated podcast. Think electric safety and fall prevention – skills that make them not just workers, but safety superheroes.
• Invite the Experts: Pull up a chair for the seasoned pros to join your safety council. Let them share tales that turn regulations into real-life lessons.
• Empower with Responsibility: Make sure every crew member knows they’re not just carrying tools, they’re carrying trust. By understanding OSHA’s top 10, they become the guardians of their own safety saga.
• We’re Not Just Talking Shop Here: Atlantic Training’s library is like the Netflix of safety courses – sprawling, specific, and sure to snag your attention. Our Construction Safety Training isn’t about ticking boxes; it’s about keeping employees engaged and stirring a movement for a safer tomorrow.

The new OSHA rule is a call to build a learning, protective community, and Atlantic Training is here to equip you for collective safety.

So, as you mull over the new OSHA rule, remember that it’s not just about compliance – it’s about community. A community that learns together, protects each other, and builds something stronger than steel. And we at Atlantic Training are ready to pass you the toolbox. Let’s set the stage for safety, together.

The post What Does OSHA’s New Representation Rule Mean for Your Workplace Safety Inspections? appeared first on Atlantic Training Blog.

The concept of the traditional workweek is undergoing a transformation. The debate between a 35-hour and a 40-hour workweek has become more relevant than ever. Both models present unique advantages for enhancing productivity and employee satisfaction. Understanding the different goals and needs of companies at any given moment, Atlantic Training is here to help organizations leverage these models to optimize employee productivity for varied workweeks.

The 4-day workweek is gaining popularity, reducing attrition and increasing revenue while offering flexible scheduling options.

The notion of a 4-day workweek has gained traction as a promising solution to modern workforce challenges. According to Gartner, over 60 companies in the UK successfully implemented various formats of this model, observing a 57% reduction in attrition and a 1.4% increase in revenue. This approach not only aids in balancing work and personal life but also serves as a powerful tool for talent retention.

The implementation of a 4-day week can vary, with some organizations opting for a condensed 40-hour schedule, while others prefer a reduced 32-hour format. Each option offers flexibility and can significantly reduce employee burnout, making it an attractive benefit for potential candidates.

A shorter workweek improves wellbeing but may affect engagement, suggesting work quality significantly impacts employee satisfaction.

Research by Gallup, on engagement, wellbeing and burnout by number of days worked, further supports the benefits of a shorter workweek. Their findings indicate that while employees with a four-day workweek experienced higher wellbeing, there were also challenges with engagement. This highlights the complex relationship between work duration, employee satisfaction, and productivity.

Interestingly, the quality of the work experience plays a more significant role in employee wellbeing than the number of working hours. This suggests that while a reduced workweek can enhance life quality, the overall work environment and employee engagement are equally crucial.

What’s Atlantic Training’s role in enhancing productivity for varied workweeks?

At Atlantic Training, we understand that productivity is not solely influenced by the number of hours worked but by the quality of those hours. Our online training programs are designed to maximize employee efficiency and engagement. By focusing on workplace safety, HR compliance, and soft skills, we provide resources that are both time-efficient and impactful.

For instance, we’ve previously discussed that employees are only truly productive for about three hours in a typical 8-hour workday. By implementing targeted training programs, companies can significantly enhance this ratio, thereby optimizing the workweek, whether it is 35 or 40 hours long.

Each organization is unique, and the decision between a 35-hour and a 40-hour workweek should be based on specific business needs and employee preferences. Atlantic Training advocates for a flexible approach, allowing companies to experiment with different models to find the one that best suits their operational requirements and workforce dynamics.

What strategies does Atlantic Training suggest to enhance productivity effectively?

Here are a few strategies we recommend to increase employee productivity via our online training model:

1. Audit Your Onboarding Process: Streamline onboarding to ensure employees are quickly and effectively integrated into the company.
2. Listen to Employee Feedback: Use feedback to tailor training and development initiatives that directly address employee needs.
3. Provide Mental Health Support: Incorporate wellness programs to reduce stress and enhance overall productivity.
4. Create a Cohesive Workplace Culture: Foster an environment of collaboration and support, which naturally enhances productivity.
5. Transparency and Co-Ownership of Goals: Engage employees in goal-setting to align their personal achievements with company objectives.

How do you ensure success regardless of the workweek length?

The choice between a 35-hour and a 40-hour workweek is not just about the number of hours but about how those hours are utilized. Atlantic Training enables organizations to enhance their productivity through effective training and development, tailored to both the company’s and employees’ needs.

As the workplace continues to evolve, the focus should remain on creating environments that promote both employee wellbeing and organizational efficiency. In doing so, businesses can thrive irrespective of the traditional workweek model they choose.

Sources

• Atlantic Training. “How to Increase Employee Productivity with Online Training.” Atlantic Training Blog, 19 Apr. 2023, www.atlantictraining.com.
• Harter, Jim. “Is the 4 Day Work Week a Good Idea?” Gallup, 3 Nov. 2023, www.gallup.com.
• Turner, Jordan. “The 4-Day Work Week, Explained.” Gartner, 22 June 2023, www.gartner.com.

The post How Can Companies Optimize Productivity Through 4-Day and 5-Day Workweeks? appeared first on Atlantic Training Blog.

It’s every manager’s dream to have a team that works like a well-oiled machine. Yet, these dream teams aren’t built overnight. Building an effective team and company culture is like growing a garden. You have to pull some weeds, and water the right flowers for everything to flourish. Most managers agree though, the payoff is well worth it!

Highly engaged teams achieve 21% more profitability than the average team. These teams will also experience a 41% reduced rate of absenteeism and 59% less employee turnover. Over the long haul, this can result in significant growth for the company. Not to mention, everyone wants to work on a team that has a good rapport and can align on workplace values. Being excited to collaborate with your team members each day is great for feeling excited and fulfilled by your work.

Having a positive team culture is critical for organizational success. As a manager, it is your obligation to help build that culture. Based on what we’ve seen in our work, here is a full breakdown of how you create a strong culture and effective team.

Key Elements of a Strong Team Culture

Before you start looking for ways to improve your team’s culture, it’s a good idea to do an audit of how the team is currently performing. Be sure to get individual feedback from your team members as well, since their insight for improving the team culture is a perspective you can’t see for yourself as a leader. Here are some key elements common among high-performing teams:

• Clear Purpose and Vision: On all-star teams, everyone is aligned on the goals, mission, and vision for working together. Setting, working toward, and achieving goals is one of the healthiest ways your brain accesses dopamine. When your team works with a purpose, the dopamine of achieving your goals together is a reward for your hard work.
• Open Communication: Effective teams are excellent communicators. They seek to understand before seeking to be understood. They are willing to set egos aside for the sake of effectively communicating with each other. When you foster transparency and active listening within your team, you become a more impactful force.
• Diversity and Inclusivity: It is no secret that diverse teams perform better. Diverse teams have been shown to be 87% better at making decisions and creating results that are 60% better than the average team. Inclusivity is vital too, since it results in the group valuing different backgrounds and perspectives rather than excluding them. These different perspectives help the team overcome blind spots in their judgment, resulting in more effective decisions.
• Trust and Psychological Safety: A team in which its members feel comfortable taking risks and voicing opinions is an effective one. Feeling psychologically safe with your coworkers will allow people to try new ideas and think outside the box. When you’re allowed to feel safe and trust the other people you’re working with, it can lead to innovation and better results.

These characteristics are trademarks of effective teams and strong company cultures, so assess where your team is at, then look at some tactics for improving your team’s effectiveness.

11 Focus Points for Developing High-Performing Teams

Depending on where your team is at now, you can choose to focus on different points for improving culture and effectiveness. Maybe your company just went through a big change in management, and now your team needs more stability in their workloads. Perhaps a busy time of year means they’re expressing that they don’t get enough feedback on their performances. Each team is unique, so as a manager, you have to intuit what’s best for improving culture. As always, you should ask your team what they’d like to focus on too. Here are 11 common focus points you can start improving as a manager:

1. Shared Accountability

Accountability in the workplace helps ensure that everyone is going to comply with their responsibilities and do what they said they were going to do. As a manager, you need to make sure that you are being held accountable by your team, not just the other way around. Accountability also helps ensure people will get support when they need it. By checking in with others on their team, it creates the perfect opportunity to offer or ask for assistance while they are working towards a goal.

2. Effective Leadership

This means that managers and supervisors should be doing their best to be effective leaders, but it also means developing leadership skills in every member of your team. Coaching and developing team members to be effective leaders has a steep ROI. One related study found that investing free training by itself resulted in a 22% increase on productivity. When this training was combined with coaching, that percentage rose to 88%.

3. Clear Roles and Responsibilities

As the saying goes, “when you confuse, you lose.” When your team does not have clarity on their roles and responsibilities, it can result in a lot of wasted time, and not a lot of progress. Teams that are clear on their responsibilities, however, know exactly what they need to get done each day. They are able to be more innovative problem solvers, because they have a clear goal they are working towards. For this reason, managers will do well to consistently communicate with their team members what their responsibilities are (and what they are not), as well as reviewing job descriptions during feedback sessions. If your team works remotely, this point is especially recommended.

4. Regular Feedback

Feedback is an essential part of every healthy company culture. If you’re looking to increase the effectiveness of your team rapidly, increase the frequency of giving feedback. 43% of the most highly engaged employees are shown to get feedback at least once a week. Nearly 100% of employees have been shown to disengage from their work when they aren’t given any feedback at all. As a manager, be sure you’re asking for feedback from your team on your performance as well.

5. Collaboration

Collaboration is a key aspect of company culture that helps keep engagement high. When employees collaborate well together, they are able to reach new levels of innovation and problem-solving. Teams that collaborate well together also have an understanding of different working styles. Strong collaborators are able to work off of each other’s strengths and mitigate each other’s weaknesses.

6. Adaptability

Hiring adaptable team members or highlighting the value of adaptability with your existing team can be effective on many fronts. Being willing and able to change behavior in order to fit what’s needed is essential for teams that want to grow. Some companies and industries are subject to frequent change, but adaptable team members are able to adjust their approach in order to fit what’s needed in the current moment. Part of being adaptable in the workplace means you can easily absorb the suggestions and ideas of other people. Set an example of adaptability by taking the suggestions of your team and coworkers.

7. Shared Values and Norms

Although your team will likely have different backgrounds and individual values, that doesn’t mean that you can’t establish some values together. Co-creating some ground rules and identifying values for working together can be a great exercise that will build trust within your team. Try to do an exercise like this annually, so the team can establish standards for working together effectively.

8. Recognition and Appreciation

Validating the contributions of your team members is a great practice managers use to improve company culture. Simple practices like thanking people for their work, calling out wins in team meetings, and noticing extra effort will improve company morale. Some managers even establish a peer recognition program where employees can nominate each other for work well done. This practice can be used to help people feel validated in their work and create a stronger connection between team members.

9. Continuous Learning

Continuous learning helps keep your employees engaged and can foster a greater sense of fulfillment and interest in their jobs. Investing in developing your team members’ skills shows you value their growth and want to help them reach their full potential. Support continuous learning by bringing in workplace training programs, sending employees to conferences, hosting skills-building workshops, and providing budgets for online courses or certifications. As a manager, set an example of a growth mindset by being teachable yourself and always learning. This can help set the tone for continued curiosity and refinement in skills.

10. Conflict Resolution

Even in the most effective teams, disagreements are inevitable. Teams who have strong conflict resolution approaches are able to use disagreements as learning opportunities, and walk away with stronger cultures. Providing training on conflict resolution means that your team members will likely be able to handle resolutions without involving you at all. Foster open communication, so conflicts surface early before escalating.

11. Balanced Workload

Your team’s effectiveness and company culture will deteriorate if their workloads aren’t proportional to their bandwidth. Keeping a balanced and realistic workload will help prevent burnout. As a manager, you should watch for signs of burnout from an imbalanced workload. Fatigue, irritability, and a decrease in productivity may all be signs that your employee has been given more than they can handle. To help combat this, you can cross train your employees to handle different tasks. This way, no one will feel the pressure to remain at work because no one else can do their job. You should also evaluate tasks consistently, so they fit the employee they’re assigned too, without causing too much mental stress.

All in all, building a positive team culture will be critical for the success of your organization and the satisfaction of your employees. You will look forward to coming into work each day when the culture is strong and your team works effectively together. If you’re committed to building a strong team and culture, don’t just wing it. Check out our course that walks you through building a strong workplace culture.

The post Company Culture: How to Build an Effective Team appeared first on Atlantic Training Blog.

When was the last time you worked on your active listening skills? Becoming a good listener isn’t something we should stop learning after we grow up. We should continue to develop the same lessons we learned in grade school as we make connections with people in our careers.

Active listening may sound pretty self-explanatory. You might believe yourself to be a good listener already. According to one study, about 96% of people said they were good listeners. The confidence in our listening ability remains high. Yet it’s been shown that, on average, we only retain about half of what’s said to us. If active listening were presented to us as a test, none of us would be passing.

There is a lot to gain in improving the active listening skills of you and your team. Active listening can improve information retention and decrease miscommunications. Managers especially are falling behind in their active listening skills, but have the power to improve the active listening skills of their team. Even if you believe your active listening skills are impeccable, it’s likely that brushing up on your listening skills will yield positive results for you and everyone you work with.

“According to one study, about 96% of people said they were good listeners. The confidence in our listening ability remains high. Yet it’s been shown that, on average, we only retain about half of what’s said to us.”

The Benefits of Active Listening (Both in and Out of the Workplace)

Working on your active listening skills will benefit every part of your life, not just the time you spend at work. Using active listening with your friends and family is part of the healthy practice of being an active listener.

Here are some of the most profound benefits of active listening:

• Improves workplace relationships: Going to work every day is much easier when you have a good rapport with your team. Your active listening skills can help improve your relationships with everyone you encounter in the workplace.
• Helps avoid conflicts and miscommunications: Owning your part in preventing and managing conflicts is the job of every employee. By setting an example of active listening in your workplace, you can resolve conflicts quickly, or prevent more from occurring.
• Allows you to better understand others: Understanding others, particularly people from different backgrounds and experiences than yours, is vital for harmony in the workplace. Seek to understand people as a first line of defense to prevent miscommunication.
• Builds trust and rapport: Employees want to work alongside people they trust. When you show that you actively listen to others, it shows that you are trustworthy and fun to be around.
• Makes others feel valued and appreciated: Feeling valued and appreciated in your job should be the standard, so managers especially should show their appreciation by listening to their teams and peers. This value and appreciation will likely be reciprocated.

The 3 Avenues of Active Listening

Being able to discern the type of listening needed in any given situation is an important skill. In general, the type of active listening you participate in falls into one of these three categories:

• Reflective listening: Although you may be hearing and understanding someone else with full comprehension, reflective listening allows you to communicate to them the depth of your understanding. Reflective listening involves paraphrasing, mirroring, and clarifying ideas that the other person is trying to communicate. Being able to put someone else’s thoughts in your own words can show that you are engaged in what they are saying.
• Empathetic listening: Being able to understand the emotional landscape of the person you’re speaking to is vital for being engaged in conversation with them, and in forming your own emotional response. As in, if someone is really distraught when speaking to you, your body language and tone of voice should communicate that you understand their feelings and that it’s safe for them to speak to you.
• Critical listening: Being able to analyze, form an opinion, and provide direction is crucial in critical listening. This type of listening does well when your partner in conversation wants a collaborator on what they’re working on. You should be evaluating their message and providing the feedback they seek.

Each type of active listening serves its own purpose, and it’s your job to determine what fits best for the scenario you’re in. For example, an employee of yours who’s trying to nail a presentation isn’t going to be very appreciative of empathetic listening when what they really need is critical listening to improve their work. Similarly, reflective listening won’t be welcomed when someone is trying to describe an emotionally charged experience they’ve had. They’re really looking for empathetic listening. Try reflecting on the type of active listening you’ve used in scenarios you’ve been in. This reflection can prepare you to engage properly with the right type of active listening in the future.

How To Improve Your Active Listening Skills

Going back to basics, follow these simple instructions for improving your active listening skills. Although none of these tips are too complex or hard, keeping them top of mind when you engage with your team is the hardest part for many employees.

1. Give the speaker your full attention

You’ve heard this before, but let this serve as a reminder to give someone your full attention when they’re speaking to you. Technology frequently divides our attention. For this reason, make sure electronic devices are put away or turned off during conversations. Giving someone your full attention may mean you have to schedule a talk for later- that’s perfectly fine. If you know you’ll be distracted by a task or deadline when someone’s trying to talk to you, politely let them know you’d like to finish your task, so you can give them the attention they deserve.

2. Learn to understand non-verbal cues

Many of us have at least some understanding of non-verbal cues, (if you’ve ever “felt the temperature in the room drop” you understand a lot can be said without words at all) but that doesn’t mean we shouldn’t brush up on our non-verbal understanding. Having a good grasp of non-verbal communication can help you do your job better as well. It can help you seem less nervous when speaking, or more engaged when listening. Studying non-verbal cues of great speakers or leaders is one example of how you can work on being a stronger positive presence in your workspace.

3. Avoid interrupting

Letting someone finish their thought is a common courtesy. Even when you may be rushing to agree with them, take a moment to reflect on how an interruption might be perceived, then act accordingly.

4. Practice empathy

An all encompassing term for understanding the experience of others, empathy is a top priority of active listeners. It shows you value their perspective and prioritize their emotional well being. Being empathetic may require you to challenge your own biases at times. This isn’t always easy, but almost always results in a more cohesive work environment.

5. Avoid judgment

Similar to extending empathy to someone, avoiding judgment is another key aspect of being an active listener and cultivating a safe work environment. This is especially vital for managers to embody, because your employees will not speak out when they think they will be judged for doing so.

6. Reflect and clarify

A point borrowed from reflective listening, learning to reflect and clarify when you are speaking with others is one of the best things you can do to avoid miscommunications. Remember, workplaces are diverse and complex mixes of people. Not everyone will have the same communication styles as you. Learning to reflect and clarify when you need to will help you avoid miscommunication and show people that you are invested in what they have to say.

7. Withhold giving advice

Sometimes, people do not want advice. Especially when participating in empathetic listening, you need to act as a safe space for someone to express themselves, without immediately jumping to fix a problem or share your advice. When you’re not sure whether advice is warranted or not, ask. Say, “do you want me to listen right now or do you want me to help find a solution?”

8. Manage your reactions

Similar to withholding judgment, managing your reactions is another way to help people feel safe. You might have an expressive face or strong connections with what someone is saying, but managing your reactions means that you respect them enough to give them the space to speak.

9. Encourage the speaker

Everyone needs encouragement now and then. Managers especially are in the perfect position to give it. Whether you’re engaging in a feedback session, or at a presentation your team is giving, speaking encouragement to the speaker is a great way to show you value their participation.

10. Practice patience

It can seem like the modern workplace just keeps moving faster and faster, and many of us have pressure to perform well. That said, not everyone on your team will perform (or speak) well under pressure. Being patient is vital for being an active listener. They may need to process something before they can speak it properly. Give them the space to do so.

11. Seek to understand, not just hear

Active listening means you’re listening to understand, not just to check off some boxes or get information from people. People can tell when you’re more engaged with information than you are with understanding their perspective. Value the person’s experience while they are speaking just as much as the words they’re saying.

12. Acknowledge emotions

Invalidating emotions (dismissing or rejecting someone’s thoughts, feelings, or behavior) is an extremely harmful way to engage with people. Even when you don’t agree or understand someone’s emotional response, give them the space to express themselves in a healthy manner. No one should be penalized for their feelings, especially when they are brave enough to express them in the first place. All in all, improving your active listening skills will likely improve your performance at work, as well as all other relationships in your life.

Setting the example of being a good active listener will generate positive change in your relationships, but that doesn’t mean formal training can’t help you progress even further with active listening. If you’re ready to improve your team’s active listening skills, check out and share our course on active listening with them.

The post What is Active Listening and Why Do You Need It? appeared first on Atlantic Training Blog.

It’s estimated that employees are only productive for 3-4 hours of every 8-hour work day. Many employers may hear a statistic like this and grow anxious for all the time they’re paying in which no work is getting done.

Although this anxiety is understandable, managers and supervisors would do well to switch their mindset and look at what actually impacts productivity during the work day. Instead of trying to squeeze productivity out of every minute your staff is on the clock, develop personalized ways to support them in their time management.

Investing in time management support can have a huge impact on your company. For example, the largest 4 day work week study, conducted in the UK last year, showed us a lot about focused work hours.

Nearly two-thirds of the participating companies in the study saw an increase in employee productivity when they switched from a five-day work week to a four-day work week.

This data shows us that It’s not only the hours you’re working that impact productivity. It’s how time is used that determines if the needle moves.

Whether you reduce your working hours or not, there are still several things you can and should be doing to support your team’s time management. Before you start implementing new tactics, try to understand the trends you’re currently experiencing.

Ask your team questions like:

• Do you feel like your job priorities are clear?
• Do you have a structure for your day?
• Are there gaps in management support?

After you’ve assessed how your team is currently performing and how they can be best supported, you can start crafting a plan to improve time management.

Depending on the needs of your team, here are 10 ideas you can try to improve employee time management:

1. Identify Individual and Team Priorities Each Day

Making sure your team is clear on what their priorities are each day can help them focus during the time they’re meant to be productive. Without this clear direction, you’ll risk hours spent staring at a screen or surfing the internet.

This can be accomplished by having a quick standing meeting each day with your in-office team, or a morning check-in via Slack. The goal should be that your team is able to self-identify what their priorities are each day, and then you as a manager can lean in to support them or validate their focus.

2. Use Personality Assessments to Define Roles

Perhaps your employees aren’t managing their time well because their roles don’t accurately reflect their strengths and interests. Using a workplace personality assessment can help you identify the best tasks to assign to each employee and build teams that work effectively together.

DISC is a popular workplace personality assessment that can help you identify the different ways people work with others. The StrengthsFinder assessment can help identify the top strengths of your team members, so you can optimize their talents where they will be most effective.

Simply shifting who is responsible for different tasks or assignments may result in naturally improved time management, while also giving you insight on how to build an effective team.

3. Use Time-Blocking Methods

Coaching your team on how to use time-blocking methods may be the key to achieving more productive work hours. The idea is that each day is divided into blocks of time, during which you will focus on a specific task or goal.

If you reach the end of the time block, you must move on to the next task whether or not you’ve finished. This incentivizes people to stay focused and complete their tasks during the allotted time.

You can always schedule a “catch-up” block at the end of the day to go back to tasks you didn’t complete during the allotted time block.

4. Reduce Workplace Distractions

Sometimes reducing distractions in the workplace is all that’s needed to boost productivity and improve time management. Adding some soundproofing elements, providing noise-canceling headphones, or being strategic about office placement, can help reduce the number of times your employees are pulled out of tasks they’re focusing on.

While reducing time spent on social media and socializing with coworkers can seem like a sure way to cut to more productive hours, it’s important to realize that some distractions can actually improve productivity. Taking quick mental breaks can help refresh an employee’s focus for the day. For these breaks, encourage walks around the office or time spent with pets and family if they’re working from home.

5. Provide a Time Management Tool

Providing a time management tool can be a strong way to improve time management and accountability to stay on task, but you have to make sure that proper training is provided on the tool you use.

There are tons of time-management software out there, but if you’re not careful, learning how to use these tools could be another time suck in its own way.

So if you want to take advantage of time-tracking or time-management software, be sure you provide ample training on how the tool is used and make your expectations clear.

6. Adopt the Pomodoro Technique

Encouraging your employees to adopt the Pomodoro Technique for productivity can be another effective way to manage time.

The Pomodoro Technique is simple: 

1. 25 minutes of productivity
2. Then take a 5-minute break
3. Repeat those steps 4 times
4. Then take a longer break of about 15-30 minutes

Using the Pomodoro Technique helps build a sense of urgency in your work. 25 minutes is enough to dial in and make serious headway on a task, but not enough time to allow yourself to get distracted.

Try it out yourself, then encourage your team to try it. Although it may not be the right fit for everyone, those who implement it regularly will love this focused way of approaching work.

(By the way, did you know that Pomodoro is Italian for tomato? The inventor of this technique, Francesco Cirillo, used a kitchen timer shaped like a tomato. He decided to name this popular time management method after his timer.)

7. Provide Incentives for Intense Periods of Productivity

Although you can’t always be throwing money at your employees in order to coax them into more productivity, you can think of some incentives that can help make time management a little more fun.

This is roughly the idea behind the 4-day work week. An extra day of the weekend provides enough incentive to stay focused during the first four days of the week.

Perhaps you can adopt the practice of early-release Fridays or a quarterly team-building experience for the end-of-the-quarter sprint. This can help renew motivation to stay on task, while also giving them something to look forward to for their hard work.

8. Adopt SMART Goal-Setting Methods

Building SMART goals into your process can be an effective way to improve clarity for your employees. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. Outlining your goals in this format forces you to set checkmarks on the way to achieving a bigger goal.

When your team is given goals in a SMART format, they are easily able to track their progress and tell whether they are on task. By providing this clarity, you can trust their goals will be achieved within your desired timeframe.

9. Allow Employees to Tailor Their Own Time Management Methods

Part of being an effective manager means taking feedback from your team and allowing them to do what works best for them.

Not every employee will be a great fit for the Pomodoro Technique or time blocking. Listen to their feedback and give them space to try what works best for them. You may have to try a couple of different methods of time management before finding one that works really well for your personality and work style.

This is why providing training on time management works so well. The more tools and tactics you provide for your employees, the more equipped they will be to create their own optimal time management system.

10. Create a Company Culture of Work-Life Balance

At the end of the day, your employees have to understand that you value their overall satisfaction and well-being. These two things can exist harmoniously with exceptional time management and productivity.

Creating a culture of work-life balance will inspire your team to give their all, whether they are at home or at work. When you prioritize this balance, they are better able to focus on the task at hand, knowing that you value their overall well-being.

All in all, improving the time management of your employees can mean a lot of trial and error. Listening to your team, analyzing their feedback, and providing support for what they do in their jobs well will help make you a more effective manager.

Lastly, you should be setting a good example for time management yourself. When your employees see that you set strong boundaries around work and aim to be as effective as possible when you’re clocked in, it can help impact the workplace culture and positively inspire more action towards better time management. Create the plan that’s best for you and give you and your team the right tools to pull this off. 

The post 10 Ways to Improve Employee Time Management appeared first on Atlantic Training Blog.

Back in January 2019, it was estimated that 4.7% of work was remote. Now, that rate is about 12%, depending on the industry and time of year.

That rate isn’t likely to decrease either. It’s estimated that about 22% of the workforce will be remote by 2025. That means roughly every 1 in 5 employees will be conducting their careers from home.

Suffice it to say- remote work isn’t going anywhere. All things considered, we are still in the early days of widespread remote work. It’s to be expected that many companies, managers, and employees haven’t yet caught up to this new landscape for work.

By staying ahead of the curve and optimizing remote work now, you can give yourself and your remote team the best chance to thrive in your working environments. As a manager, you’re able to keep a pulse on the state of your team, so make sure you’re in tune to what their needs are and how you can best support them.

If you’re ready to adopt some new strategies to help you and your team thrive in a remote working environment, here are some simple but effective strategies you can start implementing now.

1. Study and Understand Remote Work Trends

One of the first priorities you should focus on is understanding trends related to remote work.

Many employers were shocked to find that, not only does remote work save the company money, but employees are generally more productive when they are able to work from home.

Employees may have different distractions when they are working from home, but that hasn’t shown to dampen productivity. Instead, employees report feeling more satisfied with their new work-life balance.

This being said, understand that many employees may have to step away from their desks to tend to kids, pets, and other elements of their homes when they work from home. When they are allowed to do so freely, it results in better outcomes for both the employee and your company.

If you study remote work trends, you’ll be able to anticipate the needs of your team. For example, a lot of survey data is showing that hybrid work is surpassing remote work for popularity among employees. Knowing data like this could help you reevaluate your work environments to fit employee preferences.

2. Adopt an Early-and-Often Communication Strategy

One key benefit of working in the office is the natural social interaction you get with your team and the ability to read body language. Since working remotely limits these elements, be sure you adjust your communication with your team.

As in, you’ll likely want to communicate with them early and often each day. Checking in often can help flesh out any issues and catch them early so they don’t turn into bigger problems.

Refine your writing skills too, especially if Slack or email will be your primary way of checking in. Instead of simply asking “how are things looking today?” create a process to assess how they’re actually progressing each day.

Make sure your employees know that you are a resource for them as well. Just because they work from home does not mean they should experience less support or be unable to ask questions and collaborate. Make yourself available to hop on calls and answer questions via email often.

3. Optimize Training Materials and Onboarding

If it’s been a while since you’ve updated your training materials and onboarding process, be sure you do so with a specific focus on remote work.

You might want to record some new videos, provide updated resources and software, and audit existing procedures to better fit a remote working environment.

The utilization of new software can also help streamline remote work. Take the suggestions of your employees about what features they like in software too. 

Employees should have easy access to training materials, so they always feel like they can review or refresh information as needed. When work is remote, it’s all the more important that SOPs are documented, so they can easily be referred to at any time.

4. Prioritize a Strong Culture

Just because your team is remote doesn’t mean they shouldn’t have good rapport with their coworkers. Make efforts to prioritize a strong work culture, whether that’s through virtual events, designated Slack channels, or activities done online.

An easy way to start implementing a positive culture is to create a “water cooler” Slack channel where people can check in about non-work related topics. Maybe create separate Slack channels for people who have pets or kids, so employees can bond over shared experiences in their lives.

5. Get Feedback More Often

Your employees should feel like feedback is easy and accessible to them, not just at performance reviews.

Giving your employees frequent and constructive feedback can help boost their performance and give them further clarity on their job. This is also a great time to validate things they are doing really well. Since this feedback doesn’t always come up naturally when working remotely, make sure you carve out the time to do this.

You should also get frequent feedback from your employees on how you can improve your performance as a manager. By being open to frequent feedback, you’ll help make everyone’s work experience better and provide more support where your team needs it.

6. Try Different Time Management Techniques

Although time management is important for everybody, not every team member will adopt the same techniques to be at their most productive. Provide several different time management trainings and tools, then allow your employees to experiment and see which ones work best for them.

Some employers even allow their employees to choose their own “productivity hours.” As in, even though the business’s hours may begin at 8am, some employees may find that they work best in early mornings, so they choose to start work at 6am. Others may find that they are most productive in the evenings, so they choose to start working at noon.

There are pros and cons to letting employees choose their own schedule, but if your business model allows it, it could be a great way to leverage the productivity and brain power of employees, so you get them when they are at their best in the day.

7. Prioritize Good Ergonomics

Although it may be tempting to work from the couch each day, providing your employees with ergonomic resources will help protect their health and improve productivity.

Providing your employees with ergonomics training, monitor stands, ergonomic chairs, or standing desks can help them be more comfortable while working at home. Although it may seem like a big cost upfront to provide a full work-from-home environment for them, it could save the company a lot in workman’s comp later if you’re able to avoid injury through poor ergonomics.

Even though you can’t control how they choose to work, you can provide training that educates them on the best ways to protect their health while working from home. You can even shoot some automatic reminders to get up and stretch every hour, or encourage them to take a walk during their breaks.

8. Emphasize Self-Management and Work-life Balance

Despite what some employers are nervous about, it’s been shown that employees often work longer hours when they are working from home. Although this may contribute to the increase in productivity after moving to remote work, you’ll want to be sure you’re prioritizing work-life balance for them as well.

As a manager, you should be setting the example for a healthy work-life balance for your team. Remind your team to unplug from their work day, educate them on employee benefits like PTO, and provide training that helps them manage their workload in a healthy way.

Work-life balance is key for employee satisfaction and low turnover rates at a company. Don’t assume that this gets easier for them just because they’re working from home. Make an active effort to make work-life balance a key aspect of company culture.

Self-management is also key for remote work. When employees are given the space to self manage, they often do. Be sure that your employees feel you trust them to self manage and that you prioritize their wellbeing.

All in all, remote work has been shown to offer huge benefits to both employers and their staff. From cut costs, to better work-life balance, and improved productivity, it’s no wonder that remote work is only expected to increase in the coming years.

Now that you’ve learned about these remote work strategies you can provide for your employees, create a plan to start implementing them. From there, get feedback on how things are going. Remember that this is still a new chapter in the history of work and so you can adapt and change your procedures as you learn more and your staff evolves.

We have a huge library of training courses that cover these important topics. Everything is broken down and easy to comprehend making your responsibility to provide training as an employer much easier and actually cost effective. Get connected with us and see how with just a few questions, proper training can really elevate production.

The post 8 Remote Work Strategies Every Employee Needs appeared first on Atlantic Training Blog.

Importance of Workplace Diversity and Inclusion

Workplace diversity and inclusion are essential for creating a work environment where all employees feel valued, respected, and supported. So what is it?

Diversity refers to the practices or quality of involving people based on a broad range of qualities, such as their race, ethnicity, gender, age, religion, disability status, sexual orientation, and socioeconomic background. An inclusive environment is one where all members feel welcome, supported, and included. Within the context of a workplace, this allows companies to identify strengths among their employees based on their varied life experiences, as well as prevent and eliminate discriminatory practices. Beyond policy, census data shows post-millenials are on track to be the most diverse generation. Whether or not employees identify as a member of a given population, their future peers will be.

Benefits of Promoting Diversity and Inclusion in the Workplace

In addition to providing a sense of belonging for all employees, there are very real opportunities for companies to create, improve, and strengthen their diversity and inclusion programs. These benefits include:

Better decision-making

Varied experience among employees allows for more voices to be heard, which translates to a better understanding of business needs. Companies who prioritize trust have seen improvements in productivity, better-quality products, and increased profitability.

Improved creativity and innovation

Employees who feel safe at work have higher levels of oxytocin, which has a direct impact on whether we trust strangers, and has been shown to actually improve cognitive function. 

Enhanced employee engagement

A commitment to employee engagement can help companies thrive during uncertainty, and according to research by Gallup, employee engagement was directly linked to key performance indicators including: customer loyalty/engagement, profitability, productivity, turnover, safety incidents, compliance, absenteeism, and more. 

Increased profitability

Companies that promote diversity and inclusion have been shown to be more profitable, with reports showing diverse organizations being more likely to meet or exceed financial goals. 

Misconceptions About Diversity and Inclusion:

The negative perception of diversity and inclusion programs persists among some, likely due to a fundamental misunderstanding of how these initiatives can benefit an organization. Some of these misconceptions include: 

Misconception #1: Diversity and inclusion are only about race and gender

Race and gender remain essential components of diversity and inclusion, but initiatives should also consider factors like age, religion, sexual orientation, socioeconomic status, and disability status. Eligibility for paid parental leave, which could apply to anyone who is a new parent, is starting to include secondary caregivers. Policies like the new parental leave benefit available to all members of the armed forces are an example of inclusion that can have numerous benefits to a workforce. 

Misconception #2: Diversity and inclusion are only about compliance

There are numerous legal protections in place to prevent harassment, discrimination, and unfair workplace practices, but compliance doesn’t always translate to equitable work environments.  Companies who adopt diversity and inclusion as a core value have fewer instances of compliance violations. 

Misconception #3: Diversity and inclusion is just about meeting quotas 

Another misconception is that diversity and inclusion is simply about meeting quotas or achieving a certain level of representation for different groups. While increasing representation is an important goal, it is only one aspect of promoting diversity and inclusion. True diversity and inclusion means creating an environment where everyone feels included and valued, and where diverse perspectives are actively sought and valued. This means sourcing talent from different pipelines and seeking diverse talent starting with their process at the entry level. 

Misconception #4: Diversity and inclusion initiatives are only relevant to HR

Diversity and inclusion initiatives are often led by human resources, but they rely on the buy-in from multiple stakeholders to be effective. HR plays an important role in promoting diversity and inclusion, but the culture of inclusion is the shared responsibility of everyone from managers, leaders, and employees. Inclusive leadership is especially important for the long-term success of diversity and inclusion programs. 

Misconception #5: Diversity and inclusion has little impact on business results 

In reality, research has shown that organizations that prioritize diversity and inclusion are more innovative, more productive, and have better financial performance. Additionally, a diverse and inclusive workforce can help organizations better understand and serve a diverse customer base. Popular brands know this – consumer habits are directly tied to successful marketing. 

Misconception #6: Diversity and inclusion is a one-time effort 

Promoting diversity and inclusion is an ongoing commitment that requires attention and investment.– not a single action.  Creating an inclusive workplace culture is a challenge that involves multiple moving parts, such as promoting diversity in recruitment and hiring, ensuring policies and practices are equitable, and providing training to employees. Lasting progress is challenging, but the benefits make a compelling case. 

What is the Business Impact of Diversity and Inclusion?

Increased innovation and creativity

A diverse workforce brings together individuals with different perspectives, experiences, and backgrounds, which leads to increased creativity and innovation. Promoting diversity and inclusion encourages employees to share their unique perspectives and ideas, leading to better problem-solving and decision-making. International cosmetics company L’Oreal has become a global leader in creating products for diverse buyers, leading to an increase in profits in their major global markets. 

Improved employee engagement and retention 

When employees feel included and valued, they are more likely to be engaged and committed to their work. A diversity and inclusion program can help employees feel more connected to their colleagues and their work, leading to higher levels of job satisfaction and retention. Conversely, lower rates of retention increase the diversity gap. 

Enhanced reputation and brand image

Buyers perception can make or break a brand. Businesses who prioritize diversity and inclusion can enhance their reputation and brand image as a socially responsible organization are more likely to  attract top talent, appeal to a diverse customer base, and increase customer loyalty.

Improved financial performance 

Research has shown that companies that prioritize diversity and inclusion are more likely to have better financial performance. When sales were in decline for Proctor & Gamble owned brand Pampers, they launched a campaign to appeal to the buyers – new moms. This campaign was responsive and empathetic, leading to increased sales.  

Reduced risk of legal action 

Discrimination and harassment claims are costly. In 2022, the combined cost for the top ten most expensive discrimination lawsuits was $597 million and damages from discrimination suits were granted more than 53% of the time, with an average of over 63,000 per settlement. Ensuring policies and practices are inclusive and equitable is good for the bottom line. 

Promoting Diversity and Inclusion Through Training 

Training and education are cost-effective ways for companies to show their commitment to diversity and inclusion. Training initiatives can take on many forms, and include everyone in an organization from HR professionals, leadership, to individuals and peers. 

Recruitment and hiring training

Recruitment and hiring are a foundational first step in promoting diversity and inclusion in the workplace, and training can include topics such as:

• Providing strategies for expanding recruitment efforts 
• Reducing bias in applications
• Training hiring managers on conducting unbiased interviews and evaluation of candidates

Unconscious bias training

Unconscious bias refers to the unintentional attitudes or stereotypes that influence our judgments and decisions without us even realizing it. This can include topics such as:

• Implicit Bias Training to help employees be more aware of their hidden assumptions and stereotypes
• Cultural Competency Training for a better understanding of cultural differences, such as ethnicity, gender, age, and religion

Diversity and inclusion training 

Diversity and inclusion cover all of the topics mentioned, but can also be taught through the lens of information such as:  

• Understanding different perspectives
• Effective communication across difference
• Addressing the diverse needs of clients and customers

Leadership training

Organizations need leadership buy-in to make any meaningful culture changes, so of course managers and leaders play a critical role in promoting diversity and inclusion in the workplace. Leadership training can help managers:

• Understand their role in creating an inclusive workplace
• How to manage diverse teams effectively
• How to hold themselves and their team members accountable for promoting diversity and inclusion 

Customer and supplier diversity training 

Companies can also benefit from training their employees on how to work with diverse customers and suppliers. This training can cover topics such as:

• Cultural differences in communication, customs, and business practices
• How to build and maintain relationships with diverse stakeholders

Conclusion

Diversity and inclusion programs are a necessary foundation for a successful organization. Companies that prioritize diversity and inclusion programs are more innovative and productive leading to better financial performance. 

A diverse workforce allows for varied experiences and ideas to be heard, leading to:

• Better decision-making
• Improved creativity and innovation
• Enhanced employee engagement 

Diversity, inclusion, and all other equity initiatives go beyond meeting quotas or simply complying with legal protections, and instead involve creating an environment where everyone feels included and valued. Ongoing commitment and investment are necessary to achieve lasting progress among all communities, but the benefits make it a compelling case for a thriving workplace. 

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The post What is Diversity and Inclusion? appeared first on Atlantic Training Blog.