For more information, or for any questions or concerns you may have, contact us at dassi@3leafgroup.com. It's our pleasure to make your experience as easy as possible!

The 3Leaf Group Audiobook Program is now available to ALL Kansas Service Members and Veterans.

Welcome aboard, Kansas!

Check it out right HERE!

Still confused? We love questions. Contact us with all your app queries at dassi@3leafgroup.com.

What's the benefit of audiobooks?

          There are numerous benefits to listening to audiobooks. According to an Edison Research survey, over 55 million Americans listened to audiobooks last year. Here are just some of the gains from listening to, rather than reading, a book.

          1. New Methods - Audiobooks are a perfect fit for those who aren't avid readers. Experimenting with an audio might open up a whole new method of learning. Audiobooks are proven to help students with reading disabilities become better readers and learners.

       2.  Struggling Readers - Audiobooks have traditionally been used in schools by teachers of second-language learners, learning-disabled students, and struggling readers or nonreaders. In many cases, audiobooks have proven successful in providing a way for these students to access literature and enjoy books.

       3.     Faster Learning - Audios provide an ability for faster learing. You can play audios at 1.5x or even 2x speed, without affecting comprehension. If you want to go through a lot of information in a short amount of time, this is a great way to do that.

       4.    Save Time - cleaning the house, folding clothes, commuting, shaving (yes, some people are weird like that) or anything else that doesn't require much focus is a perfect opportunity to glean some info. Turn your car into a university on wheels!
 5.    Convenient - Audiobooks are super convenient. You can have them on your phone, iPod, computer and in the car. This makes the content accessible and you can easily continue where you left off from last time.

        6. Vocabulary - Listening to audiobooks helps with vocabulary. More words listened to in context, more words learned!

        7. Slow Readers - A weak reader has the advantage of reading more books, and faster when listening to audios.      

         8. Save the Earth - Audios are greener than printed books. You save trees when you choose audio books.

         9. Multiple Formats - There are so many available devices for listening to audiobooks . You can listen on an MP3 player, in the car on a CD player, a computer, a home sound system, on a Kindle, etc. Or put your audiobook on all of the above, and listen wherever, whenever!   
 
     

What's YOUR favorite reason for listening to audiobooks? Leave us a comment below, and we may feature it in a future article!

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.  

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. 

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.

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.  

I'm sure you've heard that one before.   

But is it really true? What if you really really can't stand someone? Like beyond “he used my 20^th Anniversary Simpsons coffee mug without my permission!!” or “I thought I was the only woman in the office with the navy blue Michal Kors purse… the nerve!!!”      

I'm talking true and utter discontent. 

0 likeability. 

Mean, hurtful, aggravating, annoying, bothersome.    

How can you successfully work with someone you can't stand in the workplace? Can there be peace and harmony among divided personalities and negative feelings toward two employees?   Here's a list provided by BCC Career Services of the various difficult personalities that may arise in the workplace – and some tips on how to overcome personality conflicts:

• The Bulldozer:  The Know it All, often uses threats, sarcasm, and intimidation
• The Bully:  Loud and hostile, abusive, overwhelming
• The Fire Hose:  Dampens enthusiasm, provides negative statements, constantly complaining
• The Waffler:  Reluctant to turn down any request, wants to be liked by everyone, paralyzed by tough decisions
• The Silent One:    Silent/unresponsive, answers with a grunt, avoids situations and conversations
• The Indecisive One:  Postpones decisions, afraid or unable to lead, beats around the bush
• The Sniper:  Excludes key people, withholds information, uses hidden attacks and non-playful teasing
• The Pitiful One:  Always thinks he's the victim, believes everyone is out to get him
• The Control Freak:  Undermines and insults others' abilities, lacks confidence and trust, insufferable – renders subordinates ineffective
• The Super Agreeable:  Overly supportive but doesn't deliver, doesn't follow throw with commitments
• The One That Shies Away:  Always points to higher authority, invokes other powers, never takes responsibility

Does any of this sound familiar? Worked with anyone who fits these descriptions?  (I hope you've worked with one or possibly a few – not all!)  These personalities can be draining, irritating – or even worse – hurtful and inappropriate.  Here are some tips to help address these difficult personalities – and not let individuals' behavior shape your overall work experience:

• Model behavior you'd like others to exude
• Don't escalate
• Avoid negative people
• Focus on the problem at hand – and focus on a solution
• Avoid being purposefully hurtful
• Be specific and be honest with others
• Encourage listening
• Confront in private – praise in public
• Use your commutation skills!

Remember, you can always defer a situation to a human resource manager – although you should address the issue yourself first. 

Am I forgetting anything?  Please share your thoughts!

P.S. Looking for more tips?  Check out Dealing With People You Can't Stand By:  Dr. Rick Brinkman & Dr. Rick Kirschner