Posts tagged with "EMPLOYEES"

360 Magazine, Business

COVID-19 Shifted Modern Business

COVID-19 and the global pandemic has presented a significant and unforeseen challenge to many businesses. The government and public health restrictions have meant closures for some, and the economic impacts have meant customers are more nervous than ever before. As a business, managing through this pandemic means shifting the fundamental way you see your business. To better understand how COVID-19 has shifted the perspective of modern business, consider these points.

Managing the books

Prior to the pandemic, businesses could be excused for not being across the minutia of detail when it came to their day to day finances. Managing inventories, purchasing and other key accounting tasks may have been considered handled in a lot of circumstances. With the pandemic taking force, it’s been crucial to shift that perspective and consider online accounting software. As businesses shift operations away from bricks and mortar style offices, to working from home, online software is key. Businesses need to be able to manage and keep an eye on all finances in real-time. Making critical accounting decisions remotely could make or break the business, so your business needs to be agile in the way it operates. Traditional businesses could get away with quarterly reporting or even monthly, but the modern business will need to be much more focused on the numbers week to week or even day-to-day. Online software can keep you up-to-date with the accounting details you need to make smarter decisions.

Smart tooling

Previously, businesses considered tools which would allow their employees, customers and competitors to connect a nice service to have. Since COVID took hold, it’s been crucial for the modern business to adapt and offer a range of tools to help create those connections. In lieu of seeing people face-to-face, businesses needed to find ways to create virtual collaboration and avoid an over-reliance on traditional communication methods, like email. 

The modern business has shifted its perspective on these tools and some are now even seeking to find ways to create these virtual connections, similar to the water cooler type conversations you’d see in a physical office. This pandemic has created a divide in project teams, product teams and many other teams where close collaboration was a key to success. Modern businesses, rather than abandoning these ways of working, have adapted and found tools that help them connect better in a separated world.

Productive home workers

Prior to the pandemic taking hold, a lot of traditional business managers held the belief that working from home was unproductive. With public health advice all but demanding businesses have employees work from home, this perspective has certainly changed. Many businesses experienced a changing of the guard, albeit through a transition period. But as time goes by, the modern business is realising that expensive leases and large tenancy are simply not necessary. Employees have proven that productivity will go on, and that business output doesn’t suffer simply because staff are at home. 

Without commutes, some staff even prefer to work longer hours. The pandemic has offered the modern business an advantage to be taken. Allowing staff to become flexible with work arrangements both now and into the future can help build a more engaged and focused workforce. The caveat to this is ensuring staff have the appropriate setups and systems access to do their jobs effectively.

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COVID-19 has challenged many widely held beliefs about the way a traditional business needs to run. From managing the day to day to allowing staff the freedom to work from wherever they are most productive. Modern business perspectives have changed and a lot of managers would argue it’s about time too.

City of Seattle Diversity Trainings

By Eamonn Burke

The City of Seattle recently held a training about “Interrupting Internalized Racial Superiority” for their white employees. Traits of internalized racism, according to the diversity trainers that led the session, include individualism, objectivity, and intellectualization.

The training included an extensive list of offenses that white people can commit against their co-workers, as well as a guideline for being allies to minorities. The also city encourages self affirmation in one’s contribution to the persistence of racism, with a goal of “undoing whiteness”. A visual aid of the racist “cycle” was included in the training. Another handout read: “racism is not our fault but we are responsible.”

A major focus of the training was that white people had to “give up” certain privileged liberties to truly purge themselves of internalized racism. These include comfort as well as social status and control. Lastly, they gave examples of achieving the status of a “white ally” to describe the goal of the training.

The goal, as described by the city in an email, is for “city employees who identify as white to join this training to learn, reflect, challenge ourselves, and build skills and relationships that help us show up more fully as allies and accomplices for racial justice.”

Mina Tocalini, 360 Magazine, Scooter Braun

Scooter Braun on Coronavirus

Scooter Braun, manager to Justin Bieber and Ariana Grande, among others,  sat down with Yahoo Finance’s Andy Serwer to share his thoughts on coronavirus and his position in business.

In the newly released interview, taped on May 20, Braun called on top executives to sacrifice some of their wealth, if necessary, to ensure the well-being of their employees.

Braun on his view on top executives during the pandemic: “I don’t think it’s okay to whine about being compromised when your employees are being  devastated.”

More on his view on top executives during the pandemic: “If you’re living such a glamorous life, then maybe you don’t get that extra luxury, maybe you get compromised, maybe things feel a little bit tight for you.”

On salary cuts for employees: “I’m a firm believer that if salaries need to be cut or people need to be fired, the CEO should drop their salary in this one year down to zero…I’ve made it very clear for my employees day one that if there’s going to be any salary cuts, it will be mine first.”

On the inability of political leaders to reach compromise agreements to better address the pandemic: “I really feel at this point that our leaders need to stop worrying about just their base, and realize that we’re now being put in a position by the environment — by the world, the planet —now teaching us a lesson.”

You can view the rest of the conversation here.

Follow Yahoo Finance: Facebook | Twitter

Vaughn Lowery, 360 MAGAZINE

5 Ways To Be The Company Everyone Wants To Work For

If you are looking for ways by which you can steer your company in the direction such that everyone wants to become a part of it, here are some of the different ways which you can use. 

Transparency

One of the key virtues of a workplace that tend to make it stand out from the others has to be the transparency level. Employees should be given the sense of feeling that no matter whether they are doing good or bad, things are always in the open. This factor in itself is known to foster the right sense of trust and thereby cements a better working relationship.

Incentives and Benefits

When employees put in their heart and soul to ensure their firm does well, it becomes your earnest duty to give something back to them. This is why as a firm; one should have the best reward sales goals in place and a good incentive program. Make sure to reward the employees for their good work and chip in with bonuses and gifts as and when applicable. This is also a great way to motivate them to walk the extra mile and do a little extra to ensure that your firm stays at the pedestal.

Equality 

All employees deserve to be treated equally. It is vital that a workplace steers clear of biasness, be it economic, gender, or any other type. The bottom-line remains the fact that when an employee doesn’t feel haunted by any sort of inferiority complex; they would be willing to give in their 100 percent and stick to the firm as well. 

For any company to prosper, it is important to offer the employees adequate training to treat everyone the same; regardless of their gender, religion, age, marital status, finances, or anything else. It should just be the work that should be the talking point of discussion. 

Inspiring Leadership 

A leader speaks volumes about the team they command. If your company has some of the most exemplary leaders who know how to keep the team inspired, the morale of the employees is sure to see a massive lift. 

This is why whether you work on the hiring process to seek the best of leaders or you offer training to help your employees hone the best of leadership skills, the idea is to ensure that your workplace reeks of the best of leaders who can inspire their team to stay motivated and put in their best foot forward. 

Healthy Camaraderie 

While we do understand that things tend to get competitive at the workplace, the focus should always be on engaging the right spirit of friendliness and camaraderie in a firm. When the employees look to have each other’s back rather than find ways to pull them down all the time, things are much more likely to take a turn for the good.

You can host events or have some sessions which would boost the kind of mutual respect and admiration which employees have for each other. Have things like free team lunches, group outings, camps, picnics, and more. Each of these activities is sure to have some bearing on improving the relations between the employees.

Conclusion

These are the best ways by which you can make your company one of the top-rated places wherein everyone wishes to work. It is the right dedication and the best of efforts that set one company apart from the rest. 

A company is known by the employees it has. No firm can prosper if the employees are not dedicated and willing to be a part of it. A strong and well-motivated workforce remains the key ingredient to success. So, keep these important points in mind and implement as much as you can. The changes should be there for you to see. 

Remember, success comes to those who are willing to toil hard for it.

Assembly Bill 3080 Is Bad for Jobs

Three years ago Gov. Jerry Brown vetoed legislation on employment arbitration, saying he wanted to wait for the U.S. Supreme Court’s decision on the issue. Now the Supreme Court has spoken: Businesses can ask employees to sign arbitration agreements to settle employment disputes instead of going through costly and lengthy litigation. So it’s time for the governor to follow through with another veto.

Any attempt to contradict the recent Supreme Court ruling allowing arbitration in employment contracts, as proposed in Assembly Bill 3080 by Assemblywoman Lorena Gonzalez Fletcher, would, as you have warned in the past when you vetoed similar legislation, “result in years of costly litigation and legal uncertainty.” What we can guarantee is that signing this bad bill would certainly add to an already unstable and hostile environment for California employers and forcing a burden on them that does not exist in other states.

Under AB 3080, California businesses, especially in cases involving disputes over alleged sexual harassment or misconduct, would be victimized. Not only would businesses and employers face civil liabilities for any violations of AB 3080, but they could also face criminal charges as well.

Business owners must be able to operate in an environment that is fair and competitive, not one that is legally stacked against them.

It’s clear that as written, AB 3080 could be greatly misused and serve to help trial attorneys, not workers. It creates an environment where lawyers can troll for unsuspecting employees willing to sue their bosses, under the auspices of a large payday. The number of civil claims that could then result from this law would overwhelm the state’s judiciary system by, in effect, forcing all claims to be tried by a judge and jury.

For read entire story, click here.

ABB rings NYSE closing bell

To celebrate the recent closing of the acquisition of GE Industrial Solutions, ABB CEO Ulrich Spiesshofer rings the closing bell at the New York Stock Exchange on Friday, July 13, 2018, along with Greg Scheu (far left), President of ABB’s Americas Region; Tarak Mehta (sixth from right), President of ABB’s Electrification Products (EP) division, Stephanie Mains, Managing Director Electrification Products Industrial Solutions (sixth from left) and other members of the ABB team.

ABB’s completion of the acquisition of GE Industrial Solutions (GEIS) on June 30, 2018, strengthens the pioneering technology leader’s global #2 position in electrification and expands ABB’s access to the North American market. The $2.6 billion acquisition brings the total value of ABB’s investments in the United States to $14 billion since 2010, and complements the company’s leadership in fast-charging solutions for e-mobility.

ABB is the title sponsor of the ABB FIA Formula E Championship, the world’s first fully electric international FIA motorsport series, which is holding the two final races of the season in New York on July 14 and 15. The Championship serves as a competitive platform to test and develop e-mobility-relevant electrification and digitalization technologies.

ABB Ltd, the parent company of the ABB Group, is listed on the SIX Swiss Exchange in Zurich, the NASDAQ OMX in Stockholm and the NYSE in New York.

ABB (ABBN: SIX Swiss Ex) is a pioneering technology leader in electrification products, robotics and motion, industrial automation and power grids, serving customers in utilities, industry and transport & infrastructure globally. Continuing a history of innovation spanning more than 130 years, ABB today is writing the future of industrial digitalization with two clear value propositions: bringing electricity from any power plant to any plug and automating industries from natural resources to finished products. As title partner of Formula E, the fully electric international FIA motorsport class, ABB is pushing the boundaries of e-mobility to contribute to a sustainable future. ABB operates in more than 100 countries with about 135,000 employees. www.abb.com

H&M Donates $200,000

NEW YORK, June 12, 2018/PRNewswire/ -In honor of the reopening of its location at The Mall of San Juan, H&M is proud to make a $200,000 donation to San Jorge Children’s Foundation.

In anticipation of the June 7th reopening of its location at The Mall of San Juan, in San Juan, Puerto Rico, H&M supported the local community through San Jorge Children’s Foundation. H&M first partnered with nonprofit GLAM4GOOD and donated over 2,000 articles of clothing for a free pop up shop held at San Jorge Children’s Hospital on May 23rd for patients and their families, as well as doctors and nurses of the hospital. Building upon this initial outreach, sale proceeds from both Puerto Rican H&M locations during June 7th -10thwere donated to San Jorge Children’s Foundation, amounting to a donation of $200,000.

“We are so thrilled to help the local community in Puerto Ricowith this donation to San Jorge Children’s Foundation,” said Daniel Kulle, North American President of H&M. “We are also happy to be reopening our first location on the island for our customers and employees.”

H&M opened its first location in Puerto Rico at The Mall of San Juan on June 9th, 2016 and its second location at Plaza del Sol in Bayamón on September 1st of the same year. The company currently employs approximately 50 people on the island of Puerto Rico and is proud to support the local community.

The GLAM4GOOD Foundation is a non-profit organization that creates and celebrates social impact and empowerment through beauty and style. The foundation partners with non-profits, media outlets and fashion and beauty brands to provide life-changing makeovers, clothing giveaways and confidence-bolstering fashion and beauty initiatives for everyday heroes and people in need.

San Jorge Children’s Foundation is a nonprofit organization dedicated to the health and welfare of children in Puerto Ricowith the aim to help improve patient’s quality of life. The foundation is committed to providing services for families in need and has a network of more than 1500 active patients.

For more information on GLAM4GOOD:
http://glam4good.com/
@glam4good

For more information on San Jorge Children’s Foundation:
http://www.fundacionsanjorge.org/

About The Mall of San Juanlocation:
H&M, Hennes & Mauritz (H&M) at The Mall of San Juan is located at 1000 The Mall of San Juan Blvd, San Juan, PR 00924. The store can be reached by phone at (855) 466-7467. Store hours will be Monday through Thursday 10:00 a.m. – 7:00 p.m., Friday and Saturday 10:00 a.m. – 9:00 a.m. and Sunday 11:00 a.m.– 7:00 p.m.

H & M Hennes & Mauritz AB (publ) was founded in Sweden in 1947 and is quoted on Nasdaq Stockholm. H&M’s business idea is to offer fashion and quality at the best price in a sustainable way. In addition to H&M, the group includes the brands COS, Monki, Weekday, Cheap Monday, & Other Stories and H&M Home as well as ARKET. The H&M group has 47 online markets and more than 4,700 stores in 69 markets including franchise markets. In 2017, sales including VAT were SEK 232 billion. The number of employees amounts to more than 171,000. For further information, visit about.hm.com.

SOURCE H&M

Web Site: http://hm.com

Study says bosses need to stop doing THIS in 2018

Researchers Identify the Most Worst Boss Behavior

Leadership coach explains findings

Here is the most damaging boss behavior: A manager who has mood swings.

A recent study from University of Exeter found that leaders who exhibited “Jekyll and Hyde” behavior (switching between friendly and kind to volatile and critical) created the highest level of disengagement among employees.

“You might think that a boss who was sometimes friendly and magnanimous with his staff would earn some brownie points that would help ease hurt feelings when he later lost his temper,” says leadership coach Jack Skeen, who is the co-author (along with Greg Miller and Aaron Hill) of a new professional development book, The Circle Blueprint. “However, it’s just the opposite. Instead, employees begin to view their boss as unpredictable. Since they never know which boss they are going to encounter (the nice guy or the grouchy guy), they are constantly walking on eggshells and afraid to be themselves or voice their ideas.”

However, Skeen assures managers that they don’t have to be ‘one-note’ happy managers all the time, either. “Employees understand that their bosses are human and that they have bad days,” says the Fortune 500 coach, “But you can be disappointed or displeased with your staff without losing control and attacking your employees on a personal level.”

To help leaders grow into their full potential, Skeen has co-created a self-assessment tool to help leaders assess themselves in key areas, including their power, purpose, humility and independence. This assessment is available for free here, to anyone who has purchased The Circle Blueprint. “Until leaders are aware of how they are impacting the people around them, specifically their employees, they are going to continue hitting a professional plateau.”

For more on this topic or to speak with Jack Skeen, please contact me.

 

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