9 things to leave off your LinkedIn

In our rapid-fire digital age, the Internet has completely revamped the way we traditionally look at recruiting. Resumes are sent as PDFs, online portfolios reign supreme, and LinkedIn has become the new Facebook for recruiters in every industry.

Wondering what you shouldn’t include on your LinkedIn profile in order to appear as marketable as possible to potential employers? Read on to find out.

1. Job titles that don’t say what you really do

When trying to describe your previous positions, it works to your advantage to be as precise as possible. That way, recruiters know exactly what your skillset is, and how it might fit into their company.

2. Your age

Unfortunately, some people have reservations hiring someone they think is either too young or too old. Don’t get knocked out of the running for a job by including school graduation years or other age identifiers.

3. Bad spelling, punctuation, and grammar

When writing up descriptions of your responsibilities in each job, take care to avoid punctuation, grammar, or spelling mistakes. Look at it as a test of your writing and communication abilities—highlighted for everyone to see.

4. A goofy profile photo

Unfortunately, some people don’t seem to realize that LinkedIn is not the place to put a goofy or odd profile photo—unless you’re looking for a job at the local comedy club. Spend a little money on getting a quality headshot that will impress those who see it, not make them wonder if you’re a serious candidate.

5. References from previous positions

There’s no reason to include references with phone numbers or contact information on your LinkedIn page. If an employer is really interested in hiring you, they’ll contact you for them directly. However, do encourage people you’ve worked with or for to leave recommendations for you on your LinkedIn profile page. They can really make you stand out from other candidates.

6. Salary or pay

One of the most unprofessional things you can do is include your salary for each position you held at various companies on your LinkedIn profile page. Unless you’re asked, it doesn’t make sense to disclose such personal information on such a public platform.

7. High school jobs

Unless you just graduated from high school, then jobs you had in high school (or earlier!) don’t belong on your professional LinkedIn page. While you may have enjoyed your summer job flipping burgers or mowing lawns, it’s not going to make much of an impression on someone who’s doing the hiring for a position with much greater responsibilities. It’s much better to put your best foot forward by showcasing standout roles in more recent jobs.

8. Personal information

Refrain from adding information about your ethnicity, religious affiliation, political party, or other potentially sensitive or controversial information. Regardless of how open-minded your recruiter may be, saying less is definitely safer than saying too much when you don’t know your audience.

9. Unprofessional posts or memes

Don’t forget that your LinkedIn profile and any posts you make on LinkedIn are potentially going to be viewed by the very person who is going to interview you for your dream job. What do your posts say about you? What about those funny memes (silly cat photos and so forth) that everyone seems to be passing around today? Will they make the interviewer even more excited to make you a job offer, or stay far away?

 

Read the original article.

 

Source:

Economy P. (4 December 2017). "9 things to leave off your LinkedIn" [web blog post]. Retrieved from address http://workwell.unum.com/2017/12/9-things-to-leave-off-your-linkedin/


It’s the most stressful time of the year: 5 tips to get your employees through the holidays

It’s that time of year again. Employees are preoccupied with thoughts of holiday shopping, party planning and visiting relatives, and the stress of it all can seriously impact their work. So what can you do to help?

While stress is a year-round issue, there are more obvious triggers for it around the holidays. Mark Malis, the head of global human resources at LifeWorks, assembled a list of five common causes of stressduring this time of year, and what you can do to tackle them.

1. Heavier workloads

Employees taking more days off means less time to get things done. It’s hard not to feel overwhelmed with work and holiday deadlines coming up fast.

The fix: Help your employees relax a little by making them feel valued. Let them know their hard work isn’t going unnoticed. You can even encourage employees to identify which colleagues are going the extra mile, and reward them with gifts.

2. Unhealthy eating

Plenty of sugary food options are always floating around during the holidays. All of the cookies and eggnog can really make your employees feel sluggish.

Encourage your employees to make better choices by hosting a healthy potluck. You can even turn this initiative into a weight loss competition to keep the good food choices going.

3. Finances

With the average American shopper expecting to spend almost $1,000 this holiday season, it’s no wonder money is on everyone’s mind.

Financial wellness workshops or budget planning seminars could really help your employees come up with a realistic budget and control their holiday spending. The less they’re worrying about money, the more employees will be able to focus on their work.

4. Depression

The holidays aren’t a joyful time for everyone. Some employees could be struggling with sad memories that resurface around this time of year.

When it comes to mental health, openness is always a good way to go. Encourage employees to discuss these feelings with each other in a supportive group setting. This can allow employees to help each other find solutions and make anxious workers feel less alone.

5. Illnesses

With the holiday season comes cold and flu season, too. Getting sick when you have a million things to get done can be disastrous.

It’s important to remind your employees about good hygiene practices. Make it clear that anyone who’s sick needs to stay home; the last thing you need is half the office out with the flu. Distributing handbooks or posters with tips to stay healthy can be a big help, too.

 

You can read the original article here.

Source:
Mucha R. (16 November 2017). "It’s the most stressful time of the year: 5 tips to get your employees through the holidays" [Web blog post]. Retrieved from address http://www.hrmorning.com/its-the-most-stressful-time-of-the-year-5-tips-to-get-your-employees-through-the-holidays/


6 tips to balance your work, family time

Climbing the career ladder as a bachelor or bachelorette is challenging enough, but having a partner or loved ones at home can add a significant level of complexity and even some guilt. There are a few ways to help manage the constant balance.

Drop Multitasking

It may be tempting to get on a work call while you are playing with your kid or out with your spouse, but the act makes you less present for your family and your client. Instead, whenever possible, choose which one you want to focus on at that moment.

Only Make Commitments You Can Keep

Stay honest in what you are capable of, as family needs sometimes will trump work needs, and vice versa. Frank conversations are easier than broken promises, particularly if you respect that both your family and your work are of equal importance and that which takes precedence depends not just on your values, but on the circumstances of the moment.

Build in Work into Vacations

It is counterintuitive, but consider setting aside an hour or so during family days or vacations to get work done. The thoughtful act puts you on the offensive (choosing your time) rather than the defensive (worrying about getting away), raises your chances of actually being productive and allows you to get the work out of the way so you can be completely focused on your loved ones later.

Know Your Family Absolutes

Most loved ones or families have absolute priorities, like always eating dinner together or always attending a partner’s event. Discussing and establishing the non-negotiables allows you to know the boundaries and creates a level of flexibility around the less important activities.

Separate Temporary From Permanent

A month of late nights and early mornings is different than a five-year career-only focus. Honestly look at the pattern of your work at the moment, assess where things are headed and avoid panicking over what could be a short-term imbalance.

Explain Your Work to Loved Ones

It can be easier to keep work at work, but try sharing some details of your current career track with your family. Even the youngest members or the least experienced loved ones may give empathy and perhaps will show more flexibility in their own needs after they better understand why you are struggling with balancing everything in your life.

 

You can read the original article here.

Source:
Brown D. (25 September 2017). "6 tips to balance your work, family time" [Web blog post]. Retrieved from address http://workwell.unum.com/2017/09/6-tips-balance-work-family-time/


No mat needed: Yoga at your desk

A sticky mat seems de rigueur for modern-day yogis, but that doesn’t mean a long piece of rubber is required to take part in the ancient practice.

Yoga first and foremost is about being present, and it starts with attentive breathing. You can do that anywhere and without props.

Once you’ve got the hang of steady breathing, matching inhales and exhales to movements helps your body relieve tension and your muscles wake up. In fact, the key to the physical practice of yoga is matching conscious breath to movement. It’s also a big part of what makes yoga feel great. Without it, you’d be doing calisthenics.

We’ve rounded up a few yoga exercises you can do easily and safely at work. All require standing – good news, given sitting is pretty bad for us. It’s best to do them with your feet flat on the ground.

 

Stand with your feet hip-distance apart. Inhale as you bring your arms overhead. Keep your chin level with the ground. Exhale as you soften your knees and twist your torso to the right, letting your head follow and dropping your arms to shoulder-height. Inhale as you turn back to center, lifting your arms overhead. Do the twist to the left. Repeat this pattern several times.

Benefits: Strengthens abdominal muscles, shoulders and upper arms. Stretches back and chest. Lubricates joints of the spine, including in the neck, and shoulders.

Chair

Stand with your feet hip-distance apart, arms at your sides. Inhale as you lift the crown of your head. Exhale as you bend your knees (typically you want to track each knee over the middle of its corresponding foot), like you’re sitting back in a chair. Hinge at your hips, tilting your torso forward up to 45 degrees. Lift your arms to a comfortable height. Inhale as you return to standing, crown lifted, arms lengthening down. Repeat several times.

Benefits: Strengthens front thighs, buttocks, core, upper back and upper arms. Stretches calves and side torso. Lengthens spine. Lubricates joints of the ankles, knees, hips and shoulders.

Triangle

Stand with your feet slightly wider than hip-distance apart, toes pointing same direction as your chest, then turn your right foot 90 degrees to the right, and your left foot about 15 degrees to the right, making sure your left toes point the same direction as your left knee. Inhale as you extend your arms out from the shoulders and lengthen your spine. Exhale as you tilt your torso to the right, releasing your right arm toward your right leg and your left arm up to a comfortable height. Don’t turn your chest toward your right leg. Drop your gaze to the ground if you feel tension in your neck. Hold for several breaths, and repeat with the left leg.

Benefits: Strengthens front thighs, buttocks, side torso and neck. Stretches calves, back thighs and side torso. Lubricates joints of the hips and shoulders.

 

 

You can read the original article here.

Source:
Malek M. (2 May 2017). "No mat needed: Yoga at your desk" [Web blog post]. Retrieved from address http://worklife.coloniallife.com/2017/05/no-mat-needed-yoga-desk/?utm_sq=flegx3i374&utm_source=Twitter&utm_medium=social&utm_campaign=WorkLifeTweets&utm_content=Articles


Dealing with Employee Dishonesty & Sexual Harassment

Study Links Work Performance Goals to Employee Dishonesty

Although some employers believe that pushing their employees to the limit can help increase productivity, a new study has shown that this type of performance pressure can cause employees to be dishonest or cheat.

Researchers from the University of Georgia and Arizona State University recently published a study that examined the behaviors of employees who must meet performance benchmarks. According to the study, employees who believe that their jobs are at risk because of performance pressure are much more likely to lie in order to protect their jobs. In fact, 55 percent of employees surveyed as a part of the study have seen a co-worker manipulate numbers to appear more productive. This type of dishonesty can also have drastic consequences for businesses, especially those in industries that require strict recordkeeping.

The best way to keep your employees productive and honest is to strike a balance between job requirements and incentives. For example, managers can set baseline expectations for a certain position as well as incentivized milestones for exceptional work.

Creating a Sexual Harassment Policy That’s Right for Your Business

In order to keep your business productive, you need to establish a work environment that’s supportive and actively discourages sexual harassment. Any instance of sexual harassment can cause intense emotional and physical distress that affects your entire business. You also have a legal obligation to protect your employees, and ignoring the topic of sexual harassment could expose you to costly lawsuits and tarnish your reputation.

Even if you don’t believe that sexual harassment is a problem in your workplace, taking the time to draft a formal policy can help protect your employees and your business. Here are some important topics to include in a sexual harassment policy:

  • Emphasize that your business has a strict no-tolerance policy for any type of sexual harassment. Your policy should also outline that any employee found guilty of harassment will be subject to disciplinary action, including termination.
  • Establish what physical and verbal behaviors are regarded as sexual harassment, and stress that employees should feel safe at all times.
  • Create a formal procedure for making a sexual harassment claim that protects your employees’ privacy.
  • Encourage employees to come forward with sexual harassment claims so management can take steps to remedy the situation and prevent future harassment. You should also emphasize that there will be no retaliation of any kind against employees who make a claim.
  • Make a procedure for forming a sexual harassment investigation team. The investigation team should never have personal ties to anyone involved with the sexual harassment claim, and should include both male and female employees.

For more help creating a safe, violence-free workplace, contact us at 920-921-5921 today.

 

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4 tips for workplace gift giving

The holidays should be a time of bliss and celebration. However, this often isn’t the case when the stress of deciding if coworkers will make it on your holiday shopping list sets in.

So, as you make that list, check it twice, and consider these key points before you find yourself in an uncomfortable workplace gift exchange.

The company gift-giving policy

Almost every large company has one, and it isn’t just excluded to company clients and outside business partners. It also applies to gifts given between employees. While many companies allow for gifts to be given below a certain dollar amount, make sure to look for this policy or contact Human Resources before purchasing any gifts or organizing a gift-exchange.

Reasons for giving

While all gifts should be exchanged in the spirit of the holidays, some people may have ulterior motives. If you have recently begun negotiations for a raise or promotion, you will want to steer clear of buying your manager anything that seems to be trying to influence their decision. Typically, the flow of gifts should always be downward, not upward within a company.

Office culture

This is especially important if you are new to the company. Did people start talking about the annual gift exchange before Thanksgiving? Or have you already received an invite to the holiday team lunch?

Among a survey of U.S. workers, 45 percent say they give their office peers a gift during the holiday season, and 56 percent spend more than $20 doing so.

It’s important to use your best judgment to determine the office norm and if you need to, ask a co-worker to confirm your suspicions.

Be inclusive

If your company does allow for gifts to be exchanged, make sure everyone on the team is included. A great way to do this is by offering an opt-in vs opt-out gift exchange. This way everyone is invited, but not everyone has to choose to participate. This is mindful of employees who may be experiencing a financial hardship that won’t allow for unnecessary purchases this holiday season.

With all things considered, remember that gift giving at work is a company specific characteristic and the best place to look to find answers to your questions may be internal. Who knows, the coworker sitting three cubicles down playing Christmas music in October and the coworker next to him whose personality closely resembles the Grinch, may actually be in agreement on a policy like this one.

 

You can read the original article here.

Source:
Taylor K. (20 November 2017). "4 tips for workplace gift giving" [Web blog post]. Retrieved from address http://workwell.unum.com/2017/11/4-tips-for-workplace-gift-giving/


Taking A Page From Pharma’s Playbook To Fight The Opioid Crisis

From Kaiser Health News, here is the latest: an interview with Dr. Mary Meengs, medical director at the Humboldt Independent Practice Association, on curbing opioid addiction through the reduction of prescription painkillers.


Dr. Mary Meengs remembers the days, a couple of decades ago, when pharmaceutical salespeople would drop into her family practice in Chicago, eager to catch a moment between patients so they could pitch her a new drug.

Now living in Humboldt County, Calif., Meengs is taking a page from the pharmaceutical industry’s playbook with an opposite goal in mind: to reduce the use of prescription painkillers.

Meengs, medical director at the Humboldt Independent Practice Association, is one of 10 California doctors and pharmacists funded by Obama-era federal grants to persuade medical colleagues in Northern California to help curb opioid addiction by altering their prescribing habits.

She committed this past summer to a two-year project consisting of occasional visits to medical providers in California’s most rural areas, where opioid deaths and prescribing rates are high.

“I view it as peer education,” Meengs said. “They don’t have to attend a lecture half an hour away. I’m doing it at [their] convenience.”

This one-on-one, personalized medical education is called “academic detailing” — lifted from the term “pharmaceutical detailing” used by industry salespeople.

Detailing is “like fighting fire with fire,” said Dr. Jerry Avorn, a Harvard Medical School professor who helped develop the concept 38 years ago. “There is some poetic justice in the fact that these programs are using the same kind of marketing approach to disseminate helpful evidence-based information as some [drug] companies were using … to disseminate less helpful and occasionally distorted information.”

Recent lawsuits have alleged that drug companies pushed painkillers too aggressively, laying the groundwork for widespread opioid addiction.

Avorn noted that detailing has also been used to persuade doctors to cut back on unnecessary antibiotics and to discourage the use of expensive Alzheimer’s disease medications that have side effects.

Kaiser Permanente, a large medical system that operates in California, as well as seven other states and Washington, D.C., has used the approach to change the opioid-prescribing methods of its doctors since at least 2013. (Kaiser Health News is not affiliated with Kaiser Permanente.)

In California, detailing is just one of the ways in which state health officials are attempting to curtail opioid addiction. The state is also expanding access to medication-assisted addiction treatment under a different, $90 million grant through the federal 21st Century Cures Act.

The total budget for the detailing project in California is less than $2 million. The state’s Department of Public Health oversees it, but the money comes from the federal Centers for Disease Control and Prevention through a program called “Prevention for States,” which provides funding for 29 states to help combat prescription drug overdoses.

The California doctors and pharmacists who conduct the detailing conversations are focusing on their peers in the three counties hardest hit by opioid addiction: Lake, Shasta and Humboldt.

They arrive armed with binders full of facts and figures from the CDC to help inform their fellow providers about easing patients off prescription painkillers, treating addiction with medication and writing more prescriptions for naloxone, a drug that reverses the toxic effects of an overdose.

“Academic detailing is a sales pitch, an evidence-based … sales pitch,” said Dr. Phillip Coffin, director of substance-use research at San Francisco’s Department of Public Health — the agency hired by the state to train the detailers.

In an earlier effort, Coffin said, his department conducted detailing sessions with 40 San Francisco doctors, who have since increased their prescriptions of naloxone elevenfold.

“One-on-one time with the providers, even if it was just three or four minutes, was hugely beneficial,” Coffin said. He noted that the discussions usually focused on specific patients, which is “way more helpful” than talking generally about prescription practices.

Meengs and her fellow detailers hope to make a dent in the magnitude of addiction in sparsely populated Humboldt County, where the opioid death rate was the second-highest in California last year — almost five times the statewide average. Thirty-three people died of opioid overdoses in Humboldt last year.

One recent afternoon, Meengs paid a visit during the lunch hour to Fortuna Family Medical Group in Fortuna, a town of about 12,000 people in Humboldt County.

“Anybody here ever known somebody, a patient, who passed away from an overdose?” Meengs asked the group — a physician, two nurses and a physician assistant — who gathered around her in the waiting room, which they had temporarily closed to patients.

“I think we all do,” replied the physician, Dr. Ruben Brinckhaus.

Brinckhaus said about half the patients at the practice have a prescription for an opioid, anti-anxiety drug or other controlled substance. Some of them had been introduced to the drugs years ago by other prescribers.

Dr. Ruben Brinckhaus says his small family practice in Fortuna, Calif., has been trying to wean patients off opiates. (Pauline Bartolone/California Healthline)

Meengs’ main goal was to discuss ways in which the Fortuna group could wean its patients off opioids. But she was not there to scold or lecture them. She asked the providers what their challenges were, so she could help them overcome them.

Meengs will keep making office calls until August 2019 in the hope that changes in the prescribing behavior of doctors will eventually help tame the addiction crisis.

“It’s a big ship to turn around,” said Meengs. “It takes time.”

 

Source:
Bartolone P. (14 November 2017). "Taking A Page From Pharma’s Playbook To Fight The Opioid Crisis" [Web blog post]. Retrieved from address https://khn.org/news/taking-a-page-from-pharmas-playbook-to-fight-the-opioid-crisis/

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Data transparency, debt consolidation and ID protection lead open enrollment wish list

In the thick of open enrollment season, savvy employers and benefit advisers have eased the onslaught of information with complex benefit jargon by spreading out employee sign-up before the mad fall rush. Employee Benefit Adviser spoke with Jeffrey Faber, HUB International Midwest’s chief operating officer, to discuss how employers are urging employees to save with data transparency tools, use interactive services to learn about new benefits and to sign up for identity protection.

EBA: How is open enrollment going for you and your clients?

Faber: We’re in the middle of open enrollment season and we are trying to lock down the last-minute decisions our clients have. Predominantly our business is a renewal business.

Our large groups have made their decisions already but our smaller groups are just finding out what their renewals are from the major medical carriers. We have our hands full trying to make sense of it all. But open enrollment is the focus. This is absolutely our busiest time of year. From mid-August to Halloween, and even mid-November, it seems to be getting longer and longer every year with all the nuances our clients require.

EBA: How does this enrollment season differ from previous years? Is there confusion over the ACA’s status? Is there a greater emphasis on voluntary benefits?

Faber: On the repeal of Obamacare, a lot of those decisions have been made too late for our employers to really have to pivot and they are unaffected largely by the executive orders and the talk from Congress. Of course, there's the specter that Congress will act and make a decision in the next couple of weeks, but that impact would probably be a 2019 event instead of a 2018 event.

On the voluntary benefits side, our clients are asking for financial and holistic tools to meet the employees where they live in regard to student loans, tuition assistance and debt consolidation services. ID theft has been a big conversation point in the last three or four months and has been heightened by the Equifax breach, but it started three years ago with the Target breach. A lot of employers want to understand their role in their employee’s lives,

And for voluntary benefits, most of our customers are moving to the consumer-driven model with higher deductibles, so accident insurance, critical injury insurance, and hospitalization – those are all nice bolt-on benefits for the medical benefits they have. It almost allows the employee to self-insure their own health. And HSAs and HRAs are still popular. We see a large uptick year over year over year.

EBA: Any other trends for this year’s open enrollment?

Faber: A few years ago, we joked that overall enrollment was the HR Super Bowl. It happened once a year, it was a three hour event with a bunch of commercials and no one really talked about it a week or two later.

Our clients have asked, what can we do the other 11 months a year? We have seen an increase in requests for interactive PDFs, on-demand video, and interactive guides directing folks to microsites or apps on their phone. We introduce these in April, May or June and if the employee needs this, they don't have to go back into their memory bank and access it, they can get it online. It is that year round learning that engages the customer.

EBA: Is this because employees are bombarded with information during open enrollment?

Faber: Yes and no. There is a lot of information that is required and that is distributed this time of year and there are a lot of decision points that they have to make for themselves and the benefit of their families. We put in place decision helping tools like Jellyvision’s ALEX and some other proprietary tools, that can help employees better make decisions.

But I think it is more toward trying to be a circuit breaker in an employee's head when they are accessing healthcare. That makes them stop and check, “Is this in network, do I have to get pre-authorization? How do I check for a lower cost across the street from a benefit provider?”

These things come out of the workshops this time of year, but if you are not hitting employees where they live at the time of use, you are missing those opportunities for significant cost savings. And not on just on the employer side but the employee side especially with high-deductible plans.

EBA: Is data transparency a big push for this open enrollment season?

Faber: Yes, especially when you consider that standalone imaging facilities are three to eight times less expensive than an in-house hospital facility. Employees need to understand that they will pay 100% of that cost until they meet that deductible in that consumer-driven plan, so there is every effort being made to make sure the employee is checking those transparency tools.

At open enrolment time, we make every effort to employees in the room to ID the nearest urgent care and ER facility, to write those down on a note card and put it in the visor of their car. So, they know at the moment of crisis to know where those places are and make decisions ahead of time.

EBA: Accountants say that from January to April 15, they don't see their families. Is it the same for you during open enrollment?

Faber: (Laughs) I grew up in an accounting family and I can attest to that. It is all hands on deck but our goal is to help clients get their decisions out of the way in Q1 and Q2. We try to help them with decisions that don't require immediacy and don’t have to be made right away, like life and disability insurance, and voluntary and wellness benefits. You can make a lot of those decisions in April, May and June.

 

 

Source:
Albinus P. (30 October 2017). "Data transparency, debt consolidation and ID protection lead open enrollment wish list" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/news/data-transparency-debt-consolidation-and-id-protection-lead-open-enrollment-wish-list-says-hub-international-midwest-coo-jeffrey-faber?feed=00000152-1387-d1cc-a5fa-7fffaf8f0000

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5 ways to empower employees to make smart healthcare choices

As an employer, it's important to help your employees out when you can - especially when it comes to making smart healthcare choices. In this article from Employee Benefit Advisor, Anne Stowell lists five different ways to empower your employees.


As uncertainty in healthcare policy lingers, creating a benefits package with real value for both employers and employees can seem increasingly complex and difficult to achieve. Striving to provide the right care services — ones that are easy for employees to use, and designed to increase engagement in their care while being mindful of costs — is undoubtedly a tricky balancing act.

So how can employers engage to help employers offer benefits that have real and lasting value, while empowering employees to make smart care choices? Here are five tips:

1) Learn your clients’ hot buttons. Value is one of the most important factors employers consider when shopping for benefits. Rise Broadband, for example, the largest fixed wireless service provider in the U.S., has a large number of employees working in the field to service remote customers. Accessing healthcare when employees are on the road was a real challenge. Jennifer Iannapollo, the company’s director of HR, says their telehealth benefit provides employees with real value, and was the clear answer for this Colorado-based employer.

Bloomberg/file photo

2) Recognize empowerment comes with confidence. Employees won’t use what they aren’t sure of. Iannapollo also was careful to choose a telehealth platform that focused on quality. “Some people needed reassurance about who would be treating them and how they would know their medical history. We reassured them that their medical records and history are collected when they register and that the physicians are all board certified and average 20 years of experience. That provided them with peace of mind,” she says. Security practices and certifications can also add a level of comfort, and are something advisers should keep in mind in their recommendations for any product to employers.

3) Remind employees to take charge of their own healthcare destiny. A recent Teladoc survey of more than 300 employers found that a whopping 66% stated that lack of benefit awareness negatively affects employee engagement with health benefits. That’s where advisers have an opportunity to shine by emphasizing the need to communicate and educate employees not just during benefit season, but whenever/wherever their moment of need might be. “Surround sound” reminders are proven to help. One creative idea that Rise Broadband adopted was dashboard stickers that help field technicians’ keep available benefits top of mind.

4) Combat “vendor fatigue.” Employers are inundated by the staggering number of benefits options, not to mention trying to manage countless vendors that all have a piece of the benefits package puzzle. Advisers can help clear the confusion by working closely with their clients to help them source solutions that meet a broad array of needs for everything from sinus infections to behavioral health to getting second opinions.

5) Educate employers that employee engagement is a winning strategy. Advisers agree with us that technology that provides real-time information for decision-making and access to quality healthcare for employees provides real value. Reed Smith, SVP/employee benefits practice leader, CoBiz Insurance, in Denver, believes that like other disruptive innovation (think Apple and Amazon) that has transformed consumer interactions, engaged telehealth, when deployed effectively, can result in a happier, healthier and more involved employee, which means a healthier bottom line for the employer.

 

Source:
Stowell A. (8 November 2017). "5 ways to empower employees to make smart healthcare choices" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/5-ways-to-empower-employees-to-make-smart-healthcare-choices

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How to Inspire and Energize Your Workforce Every Day

In this article from the SHRM blog, Desda Moss brings up some fascinating points on how to energize your workforce, as well as provides some great examples of books and behavior. Dive in with us below.


What does it take to inspire others? In The Inspiration Code: How the Best Leaders Energize People Every Day (Amacom, 2017), Kristi Hedges, a leadership communications expert and author who coaches CEOs and senior executives, draws from in-depth research to highlight the tools and practices used by inspirational leaders. Her guide provides a targeted approach to igniting inspiration, relying on a framework informed by hundreds of interviews, survey data and communications studies.
With a methodology Hedges calls "The Inspiration Path," the book takes complex leadership concepts and translates them into actionable steps.
Here are five surprising findings about inspirational leaders, according to Hedges:
  • Listening is the highest rated inspirational behavior. We're not inspired as much when someone talks at us as we are when someone listens to us. Time spent crafting beautiful messages matters less than what happens when leaders are quiet. To be an inspiring leader, you have to listen fully, with an open mind.
  • Small moments have the biggest impact. Most people recall their most inspired moments as times they were engaged in personal conversations where another person spoke authentically and focused on them. People can hold the words from an inspiring 10-minute conversation for their entire lives. Conversations create an inspirational trigger. For example, a conversation about purpose hits upon why we are at this moment in our lives and in our careers. These conversations transcend what we're doing in the here and now to reveal patterns that take us further, enhance our enjoyment, tap into our passion and spark in us the will to be in service to a larger cause.
  • Identifying and vocalizing another person's potential is life-changing.People who inspire us notice and grow our potential—honestly, specifically and graciously. We are often unaware of the unique talents and value we bring. Having someone take the time to tell us is a powerful reminder and can open our minds to what's possible.
  • People who inspire us are real, just like us. Contrary to common cultural myths that inspirational leaders are either charismatic iconoclasts or flawless, unflappable ideals, those who inspire us are actually relatable and down-to-earth. Truly inspirational leaders don't script their words, put on false airs or try to be perfect. They get through to us because they're authentic.  To be more inspirational, you need to let any well-honed professional persona go. We connect with people on emotional terms. We want to see what they actually care about.
  • Technology is killing inspiration.  Distraction and distance are enemies of inspiration. One study found that just the appearance of a cellphone on the table during a conversation—even if silenced—reduces empathy. If you want to be inspiring, you need to get away from distractions, electronic or otherwise, and show up fully.
Hedges contends that inspirational communicators don't possess any rare qualities, only the will to sharpen their listening skills, spark purpose in others and build connections that lead to an engaged workforce.
You can read the original article here.
Source:
Moss D. (20 October 2017). "How to Inspire and Energize Your Workforce Every Day" [Web Blog Post]. Retrieved from address https://blog.shrm.org/blog/how-to-inspire-and-energize-your-workforce-every-day