Attention to detail, or lack thereof, is a crucial component in making or breaking a business. Consequently, the level of detail-orientation of your employees plays an important role in the success and longevity of your company. There are measures that can be taken to enhance and improve employee attention to detail throughout your organization.
If you want to increase the level of attention to detail in your organization, one of the best places to start is at the foundation. When hiring new employees, make sure to ask them about their ability to notice the little things, and test them on this if possible — a lot of people list “attentive to detail” or “detail-oriented” on their resumes and in their interviews without actually having this skill. Candidates with the Analyzer/Logical personality type are naturally exacting, make excellent troubleshooters, and are more likely to double- or triple-check their work before handing it in.
However, keep in mind that these personalities may perform poorly in high-pressure environments.
Training employees about the importance of attention to detail is the first step to achieving the desired milestones and goals set for your business. Moreover, the aspects of your business in which more thorough attention is needed should be specifically outlined to the appropriate employees with training tailored to their unique business needs and contributions. Setting the right expectations upfront encourages workers to pay attention to the small details each and every time.
A training program can be set up accordingly by utilizing a work plan or task checklist with emphasis on areas such as employee and client relations, fiscal benchmarks, and data and operational accuracy for example. Training should be customized in a way that makes the most sense for your company’s business goals.
Track Employee Progress
Tracking employee progress and providing actionable feedback is pivotal to the growth of your workforce. In addition, it helps to build trust and motivate your employees to continually improve and strive for strong results in regards to attention to detail. Furthermore, facilitating feedback can lead to improved communication and effective completion of work tasks. When employees are tuned in to how their position ties in and relates to company goals, the potential for costly mistakes and errors are greatly reduced.
By following the three steps outlined above, your organization and employees will be on an empowered path to contribute quality work as a direct result of increased attention to detail. A few small changes can prove to be both beneficial in building up your company and hardworking personnel alike.
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Equality in the workplace benefits everyone, and employers should take the time to learn more ways that they can create a more just workplace.
Creating a just workplace should be a top priority of all business owners. Fair workplaces are one of the cornerstones of strong businesses, and civil rights movements have affected workplaces in many ways, providing better opportunities and better workplaces for everyone. Several civil rights movements have made substantial changes possible, and here's a brief rundown of three of the biggest ones.
Mental Health Awareness and Support
The Americans With Disabilities Act requires that employers provide equality for people with disabilities in the workplace. This includes people with psychiatric conditions. Under this law, employers can't deny hiring, demote, or deny training opportunities to someone based on their psychiatric condition.
Employers have also come up with programs to ensure employees with mental health conditions have access to the care that they need, including doctor's visits through insurance providers and accommodations for people with psychiatric conditions.
Equality in the workplace covers many groups. Under Title VI of the Civil Rights Act of 1964, employers aren't allowed to discriminate based on race, color, national origin, sex, and religion. With this law, employers must give equal opportunity for employment, and they can't discriminate against someone based on these criteria for pay and advancement. This civil rights attorney explains that many states have several additional civil rights statutes which can be utilized in cases involving discrimination, harassment or violence and which allow for penalties, attorneys’ fees, compensation, and change.
The Age Discrimination in Employment Act of 1967 requires employers to not discriminate against people based on age. This means that people cannot be discriminated during hiring, promotion, discharge, compensation, or terms. Creating a workforce of diverse ages also provides more stability for companies.
This career and job specialist explains that people of different ages have varying perspectives that they can use to inform each other. For instance, a 65-year-old woman might understand the utility of a particular product, but a 25-year-old worker might understand a younger consumer better. Businesses that have a wider range of ages also don't need to worry as much that all of their employees will retire within a few years of each other or all younger employees will be vying for a limited number of promotions.
Equality in the workplace benefits everyone, and employers should take the time to learn more ways that they can create a more just workplace. Businesses that merely work to be in compliance with the law rather than truly promoting an equitable work environment are losing out on opportunities to create a stronger business.
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(BPT) - There has never been a better time to explore health insurance options for your employees through the Small Business Health Options Program (SHOP) Marketplace at HealthCare.gov.
As a small business employer (generally with one to 50 employees), you want to do right by your employees, and that means making sure they have access to the health care that will keep them, and your business, healthy. Through the SHOP Marketplace, small business employers, including small non-profit employers, can find affordable, high-quality private health and dental insurance.
And, if your business enrolls in SHOP Marketplace coverage, you may have access to a tax credit worth up to 50 percent of your premium contribution (up to 35 percent for tax-exempt employers) - making it even more affordable to offer coverage.
The SHOP Marketplace also offers choice and flexibility when it comes to picking the health insurance that works for your employees and your business. You can pick one health insurance plan to offer to your employees, or you can offer your employees a choice of health plans - and still receive and pay one monthly bill. You can also decide what types of coverage to offer (health, dental or both) and whether to offer coverage to dependents. You also control how much you'd like to contribute to employee and dependent premium costs (you can contribute different amounts to employee and dependent costs). It's your choice - you decide what works for the needs of your employees and your bottom line.
You can easily browse, apply and enroll in SHOP Marketplace coverage online at HealthCare.gov. If you have questions, SHOP Marketplace-registered agents and brokers are available to review your options and help you apply and enroll in coverage. The SHOP Call Center, 1-800-706-7893 (TTY: 771), is open and available from 9 a.m. to 7 p.m. ET on weekdays to answer any questions you may have.
To enroll, find an agent or broker, or learn more about the benefits of the SHOP Marketplace, all you have to do is visit HealthCare.gov/small-business.
(BPT) - When it comes to hiring and retaining employees, companies are always looking at new alternatives to build their staffs. However, new research shows that when it comes to attracting top talent, many professionals prefer a return to the basics, meaning stable employment with competitive base pay with traditional medical and retirement benefits are key.
The findings come from a recent survey conducted by the Career Advisory Board, which was established by DeVry University in 2010. The survey asked employees to offer their insight into what is most important for them when looking for the right workplace. Below are some of the most interesting findings.
Predictability over perks
Employees responded resoundingly that they wanted their work life to be more in line with those of the generations before. Eighty-one percent of survey respondents said they would like to work a single, full-time job as opposed to contract work or several smaller positions. This desire rang especially true with millennials as 91 percent of those surveyed agreed.
Respondents also preferred going to the office every day (22 percent) compared to working from remotely full-time (18 percent). Millennials, in particular, were more likely to seek a job where they had to be in the office each day (27 percent).
Stable jobs were valued by 84 percent of survey respondents, while only 16 percent said they preferred a job that may come with riskier employment opportunities.
Employers looking to stay the course
For employers looking to attract and retain top talent, they should focus on solidifying their existing benefits package. A competitive salary remained the most important benefit employees consider in an employer, but traditional offerings such as medical/dental coverage, paid time off and retirement plans were heavily favored over newer perks, including onsite food, wellness offerings and day care.
Employers also don't need to look at making dramatic changes to their existing organizational structure to attract employees. Thirty-six percent said they prefer working for a single manager, while 18 percent said they appreciated the opportunity to report to multiple managers. However, no matter how employers establish their hierarchy, they should always be looking for ways to give employees a chance to impact company decisions. Fifty-six percent said they prefer a job with "authority to make decisions that impact the entire organization," a sign employees care deeply about where they work and want to have a vital role in its growth.
Employees seizing what they want
For employees looking for new positions, the job market is healthier and those with the right skills and attributes will have their pick of positions. As we move further away from the recession years and the economy improves, those who can afford to take their time in their job search are most likely to find a position offering the things most important to them.
"The survey results show us that businesses today need to be good employers, offering stable employment with competitive base pay and traditional medical and retirement benefits," says Alexandra Levit, business and workplace consultant and Career Advisory Board member. "The average American worker isn't necessarily looking for all the bells and whistles."
To learn more about the study, visit www.careeradvisoryboard.org.
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