According to TrainingIndustry.com, more than 40 percent of the workforce works from home at least two days a week. Nearly 4.5 million college students will take at least one course online this year. Every worker that telecommutes saves the company $20,000 a year and studies show that telecommuting can increase employees' job satisfaction, improve work performance, and reduce stress.

It's no doubt telecommuting has its perks.  But the question is – can anyone do it?  Are all employees well-qualified to join the corporate pajama bash?  Just like certain skills are required for traditional job settings – there are certain skills that are ESSENTIAL to understand and master before an employee can be a true telecommuter.

Here are just a few suggestions:

• Ensure that your work environment is a healthy one.  Just because you're working from home, doesn't mean you can slack on sleep, exercise, or other healthy habits.  Treat your work environment like a true, professional one.
• Designate a specific area for work.  Bringing your laptop to the couch while watching the game may be enticing, but it's a sure way to get little work done.
• Keep your surroundings professional.  Unless it's an emergency – keep yapping kids or barking dogs out of the telephone conversation.
• Set a schedule.  Tell family and friends not to disturb you during your hours of work if you really want to get things accomplished.
• Check personal email, social networking sites, and internet browsing at set times.  It may be hard to avoid Facebook notifications when they pop up, but we all know how easy it is to get side-tracked.

These are just 5 of many qualities a successful telecommuter must undertake.  Discuss your telecommuting environment with fellow telecommuters and bounce ideas off each other. 

Bottom line:  A flexible workplace can be a positive experience IF it is treated with respect and professionalism.  

If you're looking to boost performance and creativity in your company, the last thing you need is a hostile work environment.  Having employees be civil, cordial, even nice to eachother is a sure way to get things accomplished and accomplished well. 

The Wall Street Journal recently published a few pointers for keeping the peace in the office – according to Christine Porath of Georgetown's McDonough School of Business. 

Firstly, Porath mentions the 10/5 Rule.  In the presence of co-workers:  Within 10 feet, acknowledge the person, and within 5 feet say hello.  That means no running in the opposite direction, not walking with your phone in front of your face, and not completely ignoring the person you pass.  Yes, saying hello to collegeaues and flashing a smile are the latest bullet points on employees' to do lists.

Porath's other pointers include addressing performance or other issues in private, and avoiding criticizing people behind their backs.  It's best for managers to never say or write anything they wouldn't be proud to sign.

Respecting privacy is common knowledge.  But saying hello and acknowledging other employees – may seem like such a simple task, it gets overlooked.  According to a study by Georgetown University and Thunderbird School of Global Management of almost 3,000 participants, 50% of workers felt they were treated rudely at least once a week in 2011.  Public relations firms in 2013 concluded that 26% of employees who believe they are treated uncivilly leave their jobs to find work elsewhere.  

Can you believe smiling at someone could promote job retention?  It's true. 

So brighten those pearly whites, lift up your head – and flash a smile, a hello, or a simple wave to your fellow co-workers.  It'll make both your days. 

On the heels of our last post -

Check out this great article from Training Industry (today's leading resource pool for the training community) about motivation in the workplace and effective employee recognition plans...

Employee recognition makes the corporate world go round. 

Why?

Because next to an all-you-can-drink Keurig machine, being recognized and rewarded for your hard work is most likely #1 on your list at your workplace.

Employee recognition is valued on both ends of the power scale.  Managers recognize its importance because it is the key factor that drives loyalty, enthusiasm, and performance.  Employees value recognition because it generates a feeling of self-worth and importance – which leads to happiness in the workplace and the desire to do more. 

Sounds like a win-win situation.

What do today's outstanding employee recognition programs look like?  According to a survey and data collected by the Great Place To Work Institute, here are 5 great components to a successful employee recognition program:

•  Make it Personal:  Yes, it may be easy to give everyone the same box of chocolates or Amazon gift card – but making a reward more personal goes a long way.  Additionally, catering to the personality and needs of the recipient also goes even greater distance.  If a project lead is an introvert and not a sports fan, perhaps box seat tickets to the basketball game with 50 friends of his choice is not the appropriate prize.   Taking the time to understand what an employee would appreciate – and following through with an appropriate reward speaks volumes.
  
• Make it Specific:  Along with granting a personal reward – make sure you clearly state the behavior and actions for which the reward was granted.  Fellow employees should know exactly which behaviors are recognized and how they are in turn rewarded.
•  Don't be Exclusive - Consider the Bigger Picture:  Rewarding one individual when a team is worthy of praise is a sure way to receive negative feedback.  Superstars aren't the only ones deserving of praise.  Yes, if an accomplishment was achieved solely by one individual – all the praise should be hers.  But if there were others involved – be sure to recognize the group.
•  Consider Peer-to-Peer Recognition:  Having employees evaluate and praise eachother is rewarding on many levels.  It generates camaraderie and healthy competition. 
•  Ensure Recognition Reaches the Top:  Yes, it feels good to have a manager recognize your work.  But what about the branch manager?  Vice president?  CEO of the company?  When an employee goes above or beyond – make sure he knows his work was noticed and appreciated not just by his immediate hierarchy – but by top management as well.

When developing your own employee recognition program, keep these 5 important points in mind.   Remember, the surest way to generate productivity and enthusiasm is recognizing and rewarded hard work by those who get it done! 

Having an effective conversation is one of the most essential components of the business world.  EVERYONE should know how to have an effective conversation – no matter what role you play.  Employees, managers, stakeholders, and executives alike should know how to get a point across effectively, while still being polite, approachable, and memorable.

Whether you are sitting around a conference room on a Tuesday morning, or at a high-power networking event, here are 5 important points to remember about holding a memorable conversation:

5 Do's:

1.  Listen more than you talk – Ever heard of conversational narcissism?  It's not pretty and most people don't want to hear it.

2.  Come to a conversation with topics ready to go – if you're meeting some very important people – come prepared.

3.  Tailor the conversation to the listener – Even if your end point revolves around your business or your point – listeners will be more receptive if they are involved.

4.  Take your turn – if there's anything uglier than conversational narcissism, it's an interrupter.

5.  Think before you speak – don't be offensive.  If you have something negative to say, make sure it is phrased in a manner that will be well-received.  After all, you want to be remembered as the “person who made the point” not “the jerk with too many opinions.”

Most of all, remember to be natural – that's the best way to make a true impression.

No it's not just a category in Wheel of Fortune.  It's an important way of evaluating a strategy.  When it comes to corporate training, companies spend over $100 billion around the world to improve corporate performance.  Most companies spend their greatest efforts developing and improving training content – where according to Mckinsey & Company – the emphasis should lie in the mindsets of participants entering the training – and the actions of the participants leaving the training.  In other words, the “before” and “after”.

Before The Training

The three main factors to consider before training are:

• Encourage people to WANT to learn:  Companies assume employees understand why they need to learn or improve upon a subject area.  This assumption is wrong.  Trainers must convince employees that acquiring new knowledge and skills will indeed help their productivity, outlook, and performance.  An effective way of ensuring a willingness to learn is to involve the participants in the areas of training.  Ask them - which areas within the company need improvement?   What would you like to see changed?  Are there suggestions on how to make these changes occur?  By crediting employees' suggestions and validating their concerns for the company – trainers will see a greater receptiveness to learning.   
• Squander the negative outlooks:  No matter how good the training may be – a great performance will not be executed if employees are hanging onto harmful mindsets.  For example, customer service will not be improved if representatives hold onto racial, gender, or age-related stereotypes.    Instead of focusing on the training content – trainers should first focus on generating a positive attitude and outlook of those participating.
• Make believers out of the leaders:  Get the leaders on board!  This may seem obvious, but unfortunately, it is not.  Many managers are in agreeance with training programs – but they rarely show support either physically or mentally.  There is great value in leaders physically presenting and relating to the training participants.  They should at least be involved in the design and delivery of the content.  A clear demonstration of leadership support is crucial when it comes to employees' attitudes toward training.

After the Training

After the training is simple – reinforce the new skills in a tactful manner and measure the impact so you know whether or not you've succeeded. 

Where WE fit in

On-the-go training like the 3Leaf Group audiobook library, e-learning courseware, and downloadable training materials should also follow this “before” and “after” scrutiny – but it may act as a better system than traditional training.  People naturally want to learn in an environment that is convenient and enjoyable for them.  These positive feelings contribute to a positive outlook and greater receptiveness to learning.  That's a win right there. 

Whatever your training style may be – focus on employees' attitude and outlook – specifically, the “before” and “after” for each training session.   

In the corporate world, much emphasis is placed on group thinking, problem solving, and collaboration.  Yes, these strategies promote creative thinking in the form of bouncing ideas back and forth between colleagues.  A premature thought may be enhanced by a fellow employee – and the collaboration between the two can lead to an innovative concept that could not have been developed alone.  

However, whatever happened to thinking on one's own?  Being given the privacy and freedom to develop thoughts and ideas in an uninterrupted space?  It's called solitude.  

The question is – what fosters GREATER creative thinking – teamwork or solitude?  

There are two sides of that argument.

According to Susan Cain, author of “Quiet: The Power of Introverts in a World that Can't Stop Talking,” – research shows that performance weakens as the group gets larger.  One of the primary reasons why large numbers generate weaker performance is the clash between personalities.  Louder individuals often talk more – even if their ideas are futile - thereby taking up precious time and energy from the group. On the flipside, solid ideas from introverted employees are left unheard.

Team collaboration does have its positive qualities in that it creates a sense of camaraderie and works as a “social glue” to bring employees together.  However, we must not lose sight of the importance of fostering independent thinking – and giving employees time and space alone to solve problems.  The most creative insights were developed through – yes - solitude. 

It is the job of the decision makers and managers to get creative and bridge the gap between teamwork and solitude.  Online discussion forums are a great solution to this debate because it is a communal forum in which collaboration and teamwork is practiced, but it allows individuals to independently respond and provide input.   

Any other ideas?  Please share your thoughts. 

In parenting it goes something like this:

Don't just point out the negative behavior; praise the positive behavior as well.  Reward or recognize a child's good deed in hope they will continue in the same path.  If you're a parent, you know the drill:  sticker charts, a small treat, a trip to the toy store, etc.

In the workplace, it's called positive reinforcement -- recognizing and rewarding a desired behavior in an effort to encourage its continuance.  Offering incentives, rewards, or even encouraging words are all forms of positive reinforcement.  As an effective leader, it's crucial to recognize employees' good behavior – and not only communicate when a problem arises.

Why?  It's simple.  Positive reinforcement boosts employee morale, encourages the continuance of good behavior, and gives employees a feeling of self-worth and accomplishment.  After all, a company is only as strong as its employees, so it may be worthwhile to ensure your people are doing their best possible work.

Sorry, but the philosophy of being a hard-nosed boss that pushes its employees to the brink of a breakdown just doesn't work these days.  The workplace is too competitive and the economy too unreliable to scare employees away.  If you want to retain employees and productive employees – recognize their hard work – and make them feel good about it.

Looking for ideas on how to reward your employees?  Here are a few:

• Provide the option for flexible work schedules to those deserving
• Write thank-you notes to employees who exerted positive behavior or exemplified a specific company value
• Take your team out for lunch
• Provide a training opportunity for an elite group of employees who scored high on a performance evaluation

Or, you could simply pass out chocolate and candy… we have word that those methods work too.  

What's the most difficult aspect of writing?  Most people would say getting started.

Both student and professional writers alike struggle with the initial process of writing – the pre-writing stage.  Pre-writing involves choosing a topic, brainstorming, collecting ideas, conducting research, and outlining one's thoughts.  In fact, pre-writing is the most extensive phase of the highly accepted “6-Step Model of Writing” which includes (1) Pre-writing (2) Drafting (3) Revising (4) Editing/Proofreading (5) Publishing and (6) Reflecting. 

Once you've got your topic and your outline – the rest of the process is usually simple.

Writer's Block anyone??

What do training and writing have in common? 

In both forums, the planning portion is crucial.  Truly effective training is well thought-out, devised with a specific audience in mind, and compiled with extensive research and supporting materials.

The concept of training is also similar to pre-writing in that the preparation is almost as important, if not MORE important than the final product.  If you don't organize your written work, it's not going to come out the way you want it.  If you don't go through training and fully develop your skills prior to taking on a job – guess what?  You're not going to perform well. 

So before you write that novel – take all the necessary pre-writing steps to lay the proper foundation.  Get inspired, lock yourself in a room, blast your music, don't eat for days… (Or whatever those creative people do when they're seeking inspiration…)

And before you step up to the plate in your next role at work – put in the time, get the training done, understand your personal abilities and the culture around you…

Rome wasn't built in a day.  Neither was an excellent novel – or a super-incredible well-trained employee.  Take the time to lay your foundation – in your writing and in your job.  

Being a good boss is way overrated.  It's time...to be a bad boss.

That's right, forget the stress-management courses, axe the communication training seminars, and cancel the mentoring-buddy system.

Looking to really stress your employees out?  Here's how:

• Role clarity – Don't let anyone know what they are supposed to be doing then punish them for not doing it!
• Job Demands – Just keep upping these as you reduce resources and increase stress!
• Control – Don't give employees any control!
• Change Management – Keep people guessing! Never tell them about your many changes until the last minute.
• Support – Do not give this and provide structures which discourage it amongst employees. Divide and conquer!
• Relationships – encourage conflict and bullying every chance you get!

The following factors have been shown to be significant traits and skills for increasing the stress in direct reports and sending people insane:

• Low Integrity – Don't build trust. Be dishonest.
• Poor Emotional Management – Be moody and panicky to build workplace stress. Make sure to pass on your own stress.
• Dictator Style – Employee engagement is for wimps! Gives negative feedback or non at all.
• Reactive Work Management – Don't plan or monitor workload.  Have poor time management.
• Problem Solving Skills – These are also for wimps.
• Conflict Management Skills – There is no stress when your enemies are dead! Unresolved and aggressive conflict is what work is all about.
• Company Resources -  Hoard or ignore these and treat other departments as idiots and competitors.
• Personal Responsibility and Accountability – Also for wimps. Lie, back-stab and get away with things.
• Inaccessibility – Be anti-social and aloof.
• Uncaring – Never give empathy it only encourages stressed people!

These tempting and exciting ideas were created by Mark Walsh, a UK-based integration trainer who specializes in stress-management tactics in corporate settings. 

Note:  This is a creative message to ensure managers practice the OPPOSITE of each noted idea :)  If you didn't get that hint and found these ideas truly inspiring - well then, I guess you truly are a bad boss and not just pretending to be one.

Imagine this:  A workforce with no set schedule, no mandatory attendance, and no centralized location to get the job done. 

Confused?  Don't be.  A new modern day philosophy is emerging in our workforce that slashes conventional workplace practices.  The philosophy is known as ROWE – Results-Only Work Environment.   Judging employees based on productivity instead of time spent. In other words, work no longer refers to where you go – but more importantly, what you do and how you do it.

So if work didn't require a safety net of face-to-face conferences, 9-5 agendas, and 25 minute commutes where would you be?  A matinee? Yoga class? Perhaps morphing into your dream alter-ego -- the King of Carpool?  Well, it's possible – if you embrace our workforce's newest trend – harnessing brain power and performance regardless of time and space.  

This concept isn't too far from telecommuting, another major trend in today's workforce. More and more employees are seeking flexible work schedules with the opportunity to telecommute.  According to the Telework Research Network, 40% of U.S. employees hold jobs that that could be done at home, 61% of federal employees are considered eligible for telework (5.2% do so on a regular basis), and most importantly, 72% of employees say flexible work arrangements would cause them to choose one job over another while 37% specifically cite telecommuting. 

For all you traditionalists and non-believers, the proof is in the pudding.  Heidi Golledge, chief executive at CareerBliss, an advisory career community quoted in Forbes, CNN Money, and CNBC states that work-life balance is the key to determining employee happiness.  In fact, flexible work schedules and maintaining a healthy work-life balance is a top priority – reigning even over salary.  And we all know, happy employees are productive employees – time and time again. 

The concept of training falls perfectly under this new and exciting approach.  Why stress over the technicalities of physical presence, space limitations and time restrictions when trainers should be focusing on more important things like receptiveness, effectiveness, and usability.  How does one measure the success of training anyway? In the end result of course – the output and the response, not necessarily in the time spent or the space in which the training was delivered. 

Time and commitment are both certainly important.  But in 2012, with technical mobility and communication tools at our finger-tips, working and training should no longer be defined by a square foot radius.  Take it on the road or take it at home – just get it done and have something to show for it.  Whatever you'll do in your extra time is up to you, just be prepared to prove your performance and demonstrate your productivity.  And if you could still be King of Carpool – congratulations, you've just won the best of both worlds.

The term corporate culture is highly used, but not easily defined.  In simple terms, corporate culture means “the way things are done around here”.  On a deeper level, corporate culture refers to a set of values, beliefs, and behaviors shared by a group that steers the values and actions of the specific organization. 

What do you think of when you hear “corporate culture”?  Which corporation stands out as the beacon of “cultural perfection”?  And how do you measure the success of a corporate culture?

Let's answer these questions in reverse order.  A successful corporate culture is one that is easily definable, evident through the employees, the establishment, and the product, and one that generates a consistently positive response.  If you feel a certain comfort when you walk into a store, experience exceptional results from a product, or have a memorable interaction with an employee – you've experienced corporate culture at its best.    It's the way the company makes you feel – through its people, through its products, and through its actions. 

Let's think of some examples.  One company I immediately think of when I hear “corporate culture” is Starbucks.  The revolutionary coffeehouse has taken great strides throughout the years to maintain the small-company atmosphere despite its explosive rate of expansion.  Ever order a Starbucks coffee?  I'm sure you have.  The baristas are known for their personable interactions with their customers and their ability to sell more than coffee, but a comforting and uplifting experience.   According to a 2005 Workforce article, the most loyal of its regulars return for their lattes and Frappuccinos 18 times a month.  Why? Because of the corporate culture.  So does a thriving corporate culture equal profit and performance?  Absolutely.

Take a moment to reflect on your company's corporate culture.  What are your company's values and mission?  Who are you as a company…..and where do YOU fit in?  More importantly, is your company taking the appropriate strides to practice those values and accomplish that mission?  How do you want to make your customers feel? And what tools do you need to generate that positive feeling?

These important issues can be resolved with one term – corporate culture.  Once your company's culture is planned, defined, nurtured, and established – use it, be it, own it.   It's the best way to stand out. 

If you're looking to be effective and make your company memorable – impress the world with your corporate culture, or “the way things are done around here”.  Let everyone know what your company does through your values, beliefs, and behaviors.  Remember, actions speak louder than words.