Engaging Michigan employees in wellness. 

It sounds like an easy and important concept, but unfortunately, caring for our employees' health is not as widespread an endeavor as it should be. 

As a Michigan-based comapny -- we take interest in Michigan employees' health.  In November 2013, Crain's Detroit Business quoted Rod Reason, CEO of Healthiest Employers LL stating, “We are spending $2 Billion to affect $5 million people, and we are not changing things.”  In other words, the intention to engage our employees in their own health exists, but there is not enough movement, engagement, or progress in providing our employees with exceptional wellness programs.  

Michigan is in the greatest need for engaging wellness in the workplace. 

Unfortunately, Michigan residents face many health challenges such as high rates of obesity and chronic illnesses.  Local companies need to address these issues head-on in order to maintain healthy work environments and encourage healthy lifestyles for its workforce.  One option recommended by Priority Health is to offer online health risk assessments and provide high-risk employees with health coaching and preventative screenings.  Other options include providing fitness programs on-site, discounts to local fitness centers, and nutritious options in cafeterias and vending machines.

3Leaf Group is joining Michigan's leading companies in promoting health and wellness, and in fact – has been doing so for years.

3LG has been providing companies with health and wellness audiobook titles for their employees via our audiobook rental library.  Like Netflix, employees subscribe to an online rental program, and choose audiobook titles on health, nutrition, fitness, work-life balance, and overall wellness.  Users listen to audiobooks on their own time in any location – at their desk, at home, or while exercising.  The audiobook program provides employees with invaluable health resources and the luxury of listening to the materials on their own time.

There is no arguing that healthy employees are more productive employees.  In fact, Priority Health data shows that after providing online health assessments and wellness coaching in local companies, there was a 60% decline in the number of “high-risk” employees – thereby lowering employers' costs by $6,000 per employee.  Less sick days, less turnover, more engagement, more productivity.  That's what healthy employees give to their employers.

3LG is proud to partake in this endeavor of engaging employees in wellness.  Our goal is to help employers guide their employees in achieving a healthy lifestyle at home and at work -- and doing so in a convenient, and enjoyable way – with audiobook in hand.  

It's 2014 - Is your company going through change?

Linked In's Top 10 Predictions for Training in 2014 involve a good amount of modifications -- like watching talent and specialized needs go global, focusing on a “holistic” work experience rather than plain “engagement”, taking talent mobility and mobile career development seriously, among other major trends. 

But once you've accepted the need to change – how do you successfully implement the changes in a streamlined fashion?

In short, executives must not only express the desire to change and move forward with every task, meeting, and project they put forth – but they must also provide the resources, budget, and support to make a successful change possible.  In other words – If you're going to implement changes – go ALL the way, EVERY day.  Make the change your top priority and make sure all employees understand the expectations and details concerning these changes.

A recent article in LaMarsh Global highlights common questions executives who are implementing changes may be asking themselves.  These points stand as excellent guidelines on how to achieve a smooth, successful change within your company.  

Want to make change happen?  Here's what you need to do…

•  Ensure everyone has the same understanding and interpretation of the company's future desired state
• Make certain the organization understands the priority of the change
• Convince the organization the change is necessary and important to the future
• Decide and communicate the positive and negative consequences of deciding to change or not to change
• Provide the resources and budget to make success possible
• Accept responsibility as the ultimate individual accountable for successful change or failure

Make it clear.  Make it consistent.  Make it happen. 

That's how to successfully make changes in 2014. 

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! 

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.