Strategies for Managing the Winter Blues

With the arrival of fall and the coming winter season – the days get shorter, and darker the temperature drops in some cases plummets to Arctic lows. Businesses may see a spike in the increased use of health and wellness programs including Employee Assistance.

Seasonality is often a factor in mental health and is frequently associated with shorter darker days. The increasing attention on individual mental health and wellness lays the groundwork for employers to consider methods to offset the winter blues.

The following suggestions coming may go a long way to ensure productivity and office morale stay stable over the coming winter:

  • Plan a winter planning retreat for your team it could be a day gateway close to the office where high level plans for the upcoming year are discussed;
  • Provide snacks that have contents of vitamin C and D throughout the office;
  • Offer weekly meditation or yoga classes;
  • Encourage employees to utilize Employee Assistance programs to address personal concerns.

What other strategies have you used in your office to offset the changes brought on by winter?

Marie-Helene Sakowski – Business Change & Transition – info@effectiveplacement.com

Reasons for Hiring Workers Over the Age of 45

Strategic managers and HR professionals need to address the skills, knowledge base, and institutional memory that is required for their company to grow. Date from StatsCan there is now an equal number of workers aged 25 to 34 and those aged 55 and above who are active in the workplace. That number strongly suggests that to keep up with the demands of running a business – older workers are now a necessity.

Efforts to retain and attract older works need to be top of mind for those who want to ensure the viability of their businesses in the long term. Offering older workers flexible work arrangements, training and development opportunities is important.

Benefits of keeping a mature workforce include:

  • Knowledge based on experience;
  • Dependability and commitment;
  • Established networks that add value;
  • Matching clients to your employee base – mature clients like to deal with mature employees.

What strategies is your business undertaking to ensure that the mature employee stays on?  Do let me know as I am genuinely interested.

Marie-Helene Sakowski – Business Change & Transition – info@effectiveplacement.com

 

Employee & Company Growth Are Often at Different Paces

You were hired for your dream job at company XYZ. For the first few years you were in the zone – you meshed with the company culture and were a great fit in terms of your attitude and behaviour.  Suddenly or maybe gradually you began to feel less aligned overall with the company.

As an employer you notice that one of your star employees is indifferent. The person maybe quieter or appear to be less involved. An underlying tension or apprehension is evident. The company or the employee may have grown by leaps and bounds. What started off as a great fit is no longer. 

When facing a situation with an employee who is no longer a good fit there are some steps you as the employer can take to mitigate the situation. First you can meet with the employee and develop a transitioning out plan.  Working with other businesses to find a home for the employee is a win-win scenario. Another option is to look internally to determine if there is a role that will use put the talents and skills of the employee to good use.

What have you tried to ensure both you and an employee come out as winners when the fit is gone?

Marie-Helene Sakowski – Business Consultant Change & Transition – info@effectiveplacement.com