Workplace Organization

With more employees working both in-office and remotely, it's clear that the future of work is hybrid. In a recent study conducted by Benefits Canada, more than half (54%) of Canadian employers reported that they have begun using a hybrid work model. While this setup has many natural advantages for employees, it also presents a unique opportunity for companies to upgrade their employee benefits, both to attract and retain top talent.

This is important to consider since many traditional employee benefits are not hybrid-friendly, and cannot be fully utilized by employees. By upgrading these benefits, companies can create a win-win situation where employees are happier and more productive, while the employer benefits from increased loyalty and retention. Below are some ideas on hybrid-friendly benefits that your employees are sure to appreciate.

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Desk equipment

Whether companies provide a budget for equipment or provide the actual equipment themselves, allocating resources for employees to be able to build better desk set-ups at home is crucial. Studies have shown that ergonomic desk equipment can improve employee health by reducing strain on their bodies, making them less likely to experience back pain, neck pain, and other posture-related issues. Feeling comfortable in workstations can also reduce fatigue, discomfort, and stress, leading to fewer breaks and higher productivity levels. In addition, better desk equipment like updated laptops or computer models, high-quality microphones, and noise-cancelling headphones can improve communication among both employees and employers.

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Vision insurance

With continuous screen time brought about by the hybrid work setup, employees need to take care of their eyes more than ever. Eye strain and other vision problems can negatively affect productivity and even cause increased absenteeism. This is why vision insurance is a crucial aspect of hybrid work benefits, and why it is in the employer’s best interest to not only offer but also teach their employees how to use vision insurance. Employees can easily cash in these insurance packages for comprehensive eye exams, prescription lenses, and other vision-related expenses, or they can claim back the costs through direct or manual billings. This is easily accessible as some of these insurance processes can be done online through eyewear websites.

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Wellness budgets

While specific wellness programs on their own can be a good employee benefit, these programs assume a one-size-fits-all approach. A company-chosen program may or may not be a good fit for an employee in a hybrid setup, which is why it would be good to amend this type of benefit by converting it into a wellness budget. This allows for flexibility and customization in wellness offerings. Like many other benefits, this can be done through reimbursement for eligible services such as gyms, spas, and various other wellness offerings. This approach can greatly reduce costs associated with traditional in-person wellness programs, and can even accommodate virtual wellness programs for employees who wish to avail of the benefits from the comfort of their own homes.

Flexible schedules

By allowing employees to set their own schedules, especially during remote working days, companies can help reduce their stress and promote work-life balance. Working during hours that suit personal needs and preferences can greatly increase productivity as employees are able to work during the time of the day when they are most awake and alert. Flexible schedules will also enable employees to accommodate other commitments, from prioritizing their mental health to spending time with their families, and many other personal endeavours. All things considered, flexible schedules are a low-cost benefit that can bring about high employee satisfaction. In addition, this benefit will help employers attract and retain top talent, especially those with caregiving responsibilities.


These are only a few benefit ideas that can help your employees and strengthen your company’s relationship with them. For more ideas and other related information on employee engagement and company culture, make sure to check our website!

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The world of work is constantly evolving, and as we move further into 2023, human resources (HR) professionals are facing a range of challenges and opportunities. From the ongoing impact of the pandemic to the rise of new technologies and changing workforce demographics, HR leaders must stay ahead of the curve to effectively support their organizations and employees. In this article, we will explore some of the best practices for HR in 2023.

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1. Prioritize Employee Well-Being

The pandemic has brought employee well-being to the forefront of HR concerns, and this trend is likely to continue in 2023. As organizations return to the office or adopt hybrid work models, HR leaders must prioritize the physical and mental health of their employees.

One best practice for supporting employee well-being is to provide flexible work arrangements. This could include remote work options, flexible scheduling, or job sharing. Additionally, HR professionals can offer mental health resources and support services, such as counseling or employee assistance programs.

Another important aspect of employee well-being is recognizing and addressing burnout. HR leaders can help prevent burnout by setting realistic workloads, providing clear expectations and feedback, and encouraging breaks and time off.

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2. Embrace Digital Transformation

The rapid pace of technological change is driving digital transformation across all areas of business, and HR is no exception. From applicant tracking systems to employee engagement platforms, HR professionals must be familiar with a range of digital tools and platforms to effectively support their organizations.

One best practice for HR in 2023 is to embrace digital transformation by investing in new technologies and upskilling HR staff. By adopting advanced technologies, such as artificial intelligence and machine learning, HR leaders can automate routine tasks and improve decision-making processes. Additionally, digital tools can help HR professionals better understand employee needs and preferences, leading to more effective communication and engagement.

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3. Foster Diversity, Equity, and Inclusion

In recent years, diversity, equity, and inclusion (DEI) have become a top priority for many organizations. In 2023, HR professionals must continue to foster DEI in the workplace to attract and retain a diverse and talented workforce.

One best practice for supporting DEI is to establish a clear DEI strategy and set measurable goals. This could include increasing the representation of underrepresented groups in leadership positions or improving the recruitment and retention of diverse candidates.

HR leaders can also foster DEI by offering bias training and creating a culture of inclusivity. Additionally, HR professionals can establish employee resource groups (ERGs) to provide support and networking opportunities for employees from diverse backgrounds.

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4. Improve Employee Engagement

Employee engagement is essential for organizational success, and HR professionals must continue to find ways to improve engagement levels in 2023. This could include providing opportunities for professional development, offering competitive compensation and benefits, or creating a positive workplace culture.

One best practice for improving engagement is to regularly solicit employee feedback and act on it. By listening to employee concerns and suggestions, HR leaders can identify areas for improvement and implement changes that will make a positive impact on employee engagement.

Additionally, HR professionals can create a culture of recognition and appreciation. This could include providing regular feedback, celebrating employee achievements, and offering incentives or rewards for outstanding performance.

In conclusion, HR professionals in 2023 must be prepared to navigate a range of challenges and opportunities. By prioritizing employee well-being, embracing digital transformation, fostering diversity, equity, and inclusion, and improving employee engagement, HR leaders can effectively support their organizations and create a culture of success. By staying ahead of the curve, HR professionals can position their organizations for long-term success in the years to come.

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Inclusive communication is a language style that actively acknowledges individuals for who they are and demonstrates respect for people from various backgrounds. It ensures everyone's perspectives are respected and that each employee has access to equal opportunities.

Inclusive communication employs neutral, non-discriminatory, and unbiased language and communication techniques to develop a friendly, polite, and egalitarian environment where people feel appreciated and heard, regardless of their differences.

What is Inclusive Communication in the Workplace

Inclusive communication creates a work environment that feels supportive and genuine. This type of communication helps employees feel at home at their place of work. Companies that prioritize a culture of inclusive communication have a greater chance of success, often surpassing their competition in crucial areas like hiring, employee engagement, employee satisfaction, and business growth. 

Communicating inclusively goes hand in hand with diversity, equity, and inclusion efforts. The more leadership commits to DEI initiatives, the stronger the culture of inclusive communication will become. 

At the root, inclusive communication is about promoting an atmosphere of respect at work and fostering open communication where employee differences are honored and respected. Workshops on topics like unconscious bias and the harmful impact of prejudice and stereotyping can cut off hurtful communication habits at the source.

Other components that create an intentional culture of inclusion include routinely evaluating and eliminating barriers to inclusivity and actively working to promote a more diverse and inclusive workplace. Businesses prioritizing inclusivity position themselves for long-term success and have happier, more engaged employees.

A variety of inclusive communication modes exist in the workplace, including:

• Non-verbal: Body language, facial expressions, and tone of voice all significantly impact fostering an inclusive work environment.

• Verbal: Potentially the most prevalent method of communication at work.

• Written: All written communication, including emails, memos, and company reports.

The 4 “Isms” that harm inclusive communication

Communication cannot be inclusive if the work culture allows prejudiced language or hate speech. Here are four common “isms” that actively prevent inclusivity:

• Sexism: Sexist language that degrades or stereotypes an employee based on their gender.

• Ageism: Terminology that singles someone out due to their age.

• Racism: Racially charged language that is insulting or stereotyping.

• Ableism: Stereotypes or insults someone due to their differing abilities.

Why is Inclusive Communication Important

Organizations can build an inclusive, respectful, and equitable workplace culture for all employees by promoting inclusive communication awareness and education. 

Creating a culture of inclusive communication shows the company’s effort to utilize language that contributes to a more equitable world while condemning the misrepresentation and institutional discrimination that plague our workplaces to this day.

Inclusive communication breeds a culture of acceptance and opportunity for all. This triggers a domino effect that can improve productivity, employee engagement, and even customer satisfaction.

Multiple factors make inclusive communication in the workplace necessary:

• Respect: All people should be treated with respect, regardless of gender, color, ethnicity, sexual orientation, or ability, as demonstrated by inclusive communication. It produces a friendly and encouraging work environment.

• Diversity: Inclusive language shows a company values diversity within the workforce.

• Legal obligation: Companies are required to provide a work environment free from harassment and discrimination. Inclusive communication is a crucial part of cultivating an equitable company culture. 

• Communication: Everyone can better comprehend one another and collaborate more successfully when speech is free from bias.

• Reputation: Businesses that prioritize inclusive language are more reputable in the eyes of potential employees, investors, and customers.

• Employee engagement: When employees feel valued, metrics like engagement, morale, and productivity improve. 

How to communicate with inclusivity in 2024

Here are some actionable ways to make workplace communication more inclusive this year:

Replace stereotypical and culturally insensitive language with inclusive alternatives

Many expressions commonly used in the workplace are exclusive in nature. Encourage employees to consider what language they use that, while not overtly offensive, does not reflect everyone in the office. People often use slurs without even realizing it. 

Even the most seemingly innocuous words can be rooted in discriminatory language. For example, the word “dumb” is commonly used to reflect someone who isn’t intelligent but is actually defined as someone who cannot communicate verbally. And while commonly used to say someone behaves erratically, the term “spastic” actually references the muscle tightness and contractions resulting from cerebral palsy and/or multiple sclerosis.

Commonly used idioms like “blind leading the blind” and “falling on deaf ears” are also exclusive in nature. 

Understand employee identities

People's identities are primarily shaped by their race and ethnicity, meaning misidentification can be damaging and invalidating. 

Make an effort to understand and learn whatever race, ethnicity, or national origin employees identify to avoid making assumptions and lumping everyone into one racial group, such as Asian or African. Encourage employees to communicate openly about the language they do not perceive as inclusive.

Communicate openly about language preferences

Ableist language can indirectly define a person by their disability status and propagate harmful stereotypes.

This is incredibly dangerous, considering the discrepancy between employment rates for people with and without disabilities. In 2022, the U.S. Bureau of Labor Statistics reported that 21.3% of people with a disability were employed. That is less than a third of the employment percentage for those without a disability (65.4%). 

Companies can actively combat ableist language by communicating openly about what language employees with disabilities prefer. Some people prefer person-first language like “person with a disability”, while others prefer identify-first language like “disabled person”. Genuine inclusivity means recognizing that not every person perceives language the same way and prioritizes respecting each and every employee’s definition of what is and isn’t inclusive of their identities. 

How to Drive Inclusive Communication Rewards & Recognition Software

Building a culture of inclusivity in the workplace is no small feat, but injecting inclusive language into rewards and recognition programs is a good place to start. You can make your organization a hub for inclusive collaboration by standardizing the process of rewarding and recognizing employees. 

Qarrot empowers employees to nominate each other, all while providing managers with advanced insights that weed out any potential biases. Interested in learning more?  Book a demo to see Qarrot in action!

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Unresolved workplace issues disrupt employees’ workflow. A study on team conflict published by the Global Transitions Proceedings found that team climate and cohesion are directly linked to the outcome of a project. Thus, a positive climate and relationship among employees greatly improves the quality of their work. As such, whenever there are workplace issues, business owners must do their best to resolve them.

If you’re unsure how to start, take our guide on the right approach to solving workplace issues:

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Diagnose the problem

The first step is to identify the root cause of the conflict. For some business owners, it’s convenient to suggest team-building activities to resolve conflict. However, generic band-aid solutions like this do not actually target the problem at hand.

For instance, Senior Vice President of global leadership solutions for LHH, Alex Vincent, shares his company experience when a team of the best employees was underperforming. While the CIO wanted Vincent to do anything and everything to solve the problem, he opted to talk to each team member. Doing this, he found out that the underperformance was caused by one member who did well alone but lacked in team settings. Thus, Vincent recommended that the CIO address that individual instead of the whole team. As a result, the team improved and performed better. Without this diagnosis, the cause of conflict wouldn’t have been identified and given a resolution.
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Acknowledge everyone’s perspective

Conflict is between two or more parties. They will have different perspectives regarding the problem, which is why you should hear everyone’s thoughts regarding the situation.

Abdul Omar, a worker at the Office of the Ombudsman in Hawaii, says that the difference in perceptions is actually the cause of conflict. When you talk to all the parties involved, you start to see how their behaviors are causing the issue — not their personality traits. For example, an employee can be perceived as incompetent by others when they’re slow to finish tasks. It’s better to address the employee and ask if there are things going on in their personal life. When employees’ perceptions are acknowledged, business owners think of better solutions that would satisfy each of the involved employee’s situations.
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Brainstorm workable solutions

Now that the problem has been identified and everyone’s perceptions have been understood, possible solutions can be formulated. It is in this stage that it is crucial to practice empathy, as mentioned in our post ‘Why and How to Cultivate Empathy in Your Organization’. Empathy allows you to relate to others, thus creating the best possible solutions for them.

Keep in mind what you’ve gathered from the diagnosis and employees’ perceptions. For example, an employee that does not participate in meetings is perceived as apathetic. Upon talking to the employee, you find out it is because they aren’t given chances to talk. As a result, a solution you can come up with to satisfy all parties and address the actual problem is to extend the meeting duration. This way, the “apathetic” employee is given the opportunity to talk, others won’t perceive them as such, and there won’t be a repeat of the problem.
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Implement and monitor the solution

After formulating a solution that benefits everyone, it’s time for implementation. Inform the involved parties of your proposed solution and what each of them should do in order to achieve the desired outcome.

However, resolving conflict does not stop at solution implementation. As the person running the business, you should see to it that your solution is making progress. Monitor how the people involved are reacting or changing their behavior in accordance with your suggestions. If there is no progress or the situation worsens, it’s best to step in and redo some steps like brainstorming workable solutions.

Unresolved workplace conflict will affect your employees’ performance and your business as a whole. Thus, you should take measures in order to resolve them as soon as possible.

For a time, empathy and caring were considered the opposite of effective corporate culture. Maybe even today, leaders believe they must choose between caring for their people and driving results. 

After all, balancing these priorities is one of the biggest struggles of being a boss.

But do leaders need to choose between these two ends of the spectrum? Is it possible to have both? Jamil Zaki, a psychologist and foremost researcher on the study of empathy, believes so.

‍In a recent Fast Company article, he asserts that companies often find themselves caught between these two competing priorities—empathy VS efficiency, but he claims it's a false duality. In other words, he argues companies don't have to choose between the two.

In fact, a growing body of evidence suggests that empathy could lead to greater organizational performance. Ultimately, empathy is not the antithesis of productivity but rather one of the key factors in maximizing efficiency at work.

‍A case for empathy in the workplace

According to Psychology Today, empathy is the ability to recognize, understand, and share another person's feelings. In other words, an empathic person understands the needs of others and is sensitive to their emotions. Empathy is crucial to establishing strong relationships and enhancing group dynamics at work.

Given the increasing demands and stresses of modern life and the surge of worker burnout, promoting empathy in the workplace is becoming even more critical to fostering healthy, happy, and productive workplace cultures.

A few studies and research reveal the impact of empathy at work:

• Employees who feel their companies lack empathy are more likely to burn out and call in sick with stress-related illnesses. (Organizational Behavior and Human Decision Processes)
• 76% of people with highly empathic senior leaders report often or always being engaged, compared to only 32% of people with less empathic senior leaders. (Catalyst)
• The majority (86%) of employees believe empathetic leadership boosts morale while 87% of employees say empathy is essential to fostering an inclusive environment. (EY Consulting)

The research is undisputed: showing empathy at work contributes to greater employee well-being and happiness. In turn, this leads to greater engagement, efficiency, and productivity in the workplace. 

But when it comes to a soft skill like empathy, it isn’t always clear how to practice it. This is not something that can be boiled down to an exact formula. 

Nevertheless, you don’t need to be a mental health expert to practice empathy. There are actionable steps leaders can take to build greater empathy in their team. Next, we’ll dive into a few examples of empathy at work so you can take steps toward creating a more empathetic work environment.

6 Ways to Increase Empathy In The Workplace

1. Practice active listening

When an employee comes to you with an issue, your first instinct might be to jump straight into fix-it mode.

You might do this by:

• Offering advice ("Have you tried this?),
• Trying to change their perspective ("Others have it worse.")
• Offering unhealthy positivity ("Try to stay positive.")

Of course, sometimes people want practical advice or need to hear a voice of logic. But oftentimes, when we go into fix-it mode, we unwittingly fail to understand the other person effectively. 

The antidote is active listening. In leadership, active listening means paying attention, understanding, and remembering what others say. It's not just about hearing words; it's about making an effort to make people feel heard. 

According to Very Well Mind, a few techniques are involved in practicing active listening. For example, being fully present, making eye contact, and asking open-ended questions.

In other words, before rushing to offer practical advice or fixes, you should ask questions and validate their feelings. These small gestures in conversation will go a long way to making people feel you genuinely care about them. 

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2. Ask for people’s opinions

Empathy requires understanding the needs of others. But you can’t read people’s minds; you have to take the time to ask them about their wants, needs, and opinions. Taking action in this area goes a long way to demonstrating that you care and creating a compassionate work environment. 

In other words, as a leader, acting with empathy means involving your team in big decisions. Interestingly, a Salesforce report showed that employees who feel their voice is heard are 4.6X more likely to feel empowered to perform their best work. Employees are more productive when they feel they are being heard.

Of course, that’s not to say every single decision requires your entire team's final approval. Nevertheless, gathering feedback and input from your team is a great way to show that you value their opinions and perspectives. 

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3. Be proactive and offer assistance

Being responsive and available to your team is the cornerstone of empathetic leadership. But it's not enough to express to your employees that you are available and then proceed to disappear into your own world. 

If you don't show employees you care, it may be difficult for them to trust and come to you. A core component of building trust is showing you care about your employees through your actions. Not just your words. 

In other words, instead of simply stating you're available to them, why not show them? For example, an empathetic leader is sensitive to the climate of a team and can feel when their team is stressed or if there is tension. In this case, they will take the time to ask questions, listen, and find out how they can help. Empathetic leaders are proactive. They won't sit back and wait until a fire is burning to take action; they will try and catch the ember before it turns into a fiery blaze. 

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4. Show interest in employees' goals and development

As a leader, you know that employees are much more than what they produce for your team. They have their own dreams, goals, and aspirations. They have their own passions and interests. Leading with empathy means getting to know your employees on a deeper level and supporting their career development.

That said, "employee career development" can feel like a vague, ambiguous goal. But it all starts with a conversation. It involves getting to know your employees, what skills they want to grow, what they are passionate about, and what long-term goals they want to achieve. 

You have to set aside time for these conversations, which can be hard to do when a million other tasks are competing for your time. Yet, it makes your effort even more meaningful. When employees see how busy you are but still make the time to discuss their development, that will go a long way to making them feel valued. 

5. Be flexible and understanding

By its very nature, work entails structure and process. A team can't achieve results, and a large-scale organization can't function without guardrails. 

But, like all things, structure exists on a continuum. A need for structure can veer into inflexibility and rigidity if taken too far. Cultures like this undermine caring, empathy, and understanding.

For example, if employees come to you with a problem or concern, and you respond to them with, "That's just the way things work" or "That's the policy," without offering them any solutions or thinking deeper about the root problem at play. Such extreme inflexibility will undoubtedly make them feel ignored.

Being flexible and understanding means trying to devise a solution that benefits everyone. Even if an issue is out of your control, it also means validating your employees' issues and concerns. In other words, being flexible shows you care about your employees not just as workers but as individual people. 

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6. Share your appreciation

Recognizing and appreciating employees' efforts is one of the best ways to show them you care. On the flip side, one of the quickest ways to have an employee feel ignored is to minimize their efforts and take their contribution for granted. 

It's not enough to just praise the end result, like saying, "Good job on X." Vague and superficial praise can feel just as empty as not giving praise at all! Employees want to be appreciated for more than just ticking something off their to-do list. They want to feel special for their unique skills and contributions.

There were a lot of smaller steps and efforts that led up to that final achievement. People want the behind-the-scenes efforts to be appreciated. In short, employee recognition is not just about the end result. Taking the time to offer employees detailed and impactful recognition is the essence of empathetic leadership.

The Dangers of Too Much Empathy

When you think about a toxic work culture, niceness and empathy might not be the first things that come to mind. Typically, you might conjure up an image of nasty coworkers spreading negative gossip and arrogant managers lashing out at employees. 

Yet, the reality is that unhealthy work cultures can manifest in various ways. The stereotypical competition-driven environment is just one example. Cultural problems can often hide behind a cheerful exterior. Where even empathy—when excessive, can prove harmful.

Can empathy go too far?

Renowned leadership expert and best-selling author Kim Scott contends that empathy, if taken to extremes, can become unhelpful.

In her book Radical Candor, she coined the term "Ruinous Empathy" to describe the tendency of bosses to be overly nice but not genuinely kind. This occurs when leaders have a desire to care personally but a low willingness to challenge employees directly.

According to Scott, challenging employees is the key. It can be difficult in the short term and might feel cruel, but it's actually the kindest thing you can do.

Challenging people shows that you care enough to point out when things aren't going well. Most employees are hungry to grow, evolve, and be challenged. So, if you fail to challenge them, you will not only deprive them of the opportunity to grow but potentially create an environment of toxic positivity in your company—this can be just as damaging as an overly cutthroat environment. 

Organizational psychologist Adam Grant discusses a similar view in his model, The 4 Deadly Sins of Work Culture. He calls these types of overly nice work culture "cultures of mediocrity." In these cultures, "people are so worried about getting along that they end up forfeiting good work."

In the end, empathy is critical. It's a great thing for leaders to make sure everyone feels happy and gets along. But in any business, tough feedback or difficult decisions must be made. And if leaders forgo good work out of fear of creating disharmony or conflict, that's when this tendency to be nice is taken too far.

‍Final Thoughts‍

Leaders have long struggled with the conflict between empathy and efficiency. But as you can see, either end of the spectrum can lead to problems.

On one hand, being overly concerned with efficiency can lead to a cold, detached climate. Employees may feel like mere production units when their feelings and individual needs are not met with flexibility and understanding. Pursuing results without recognizing the human element can lead to burnout, decreased morale, and turnover. In the long run, this can be detrimental to success.

But the other extreme has problems of its own. For example, a desire to be too considerate prevents leaders from giving constructive criticism and needed challenges. As a result, "Ruinous Empathy" can emerge. Taken to an extreme, the fear of creating conflict can lead to a culture of mediocrity, where people are afraid to voice opinions or push boundaries. This climate can also stifle performance, growth and innovation.

Ultimately, leaders must strive to balance empathy and efficiency. It's not one or the other. When organizations learn to balance these two competing priorities, a thriving and productive organization is most likely to emerge. 

As offices everywhere ease their way into the post-pandemic world, many have found that the hybrid work setup, in which employees work at the office on some days of the week and at home on others, is the best one to adopt. In fact, 63% of high-growth companies are currently using hybrid models.

However, if your business is looking into shifting to a hybrid setup or is currently in the process of doing so, your employees may have some concerns going into it. How will this fit into their current home routine? What are the chances of accidental COVID transmission?

Though any major operational change is difficult, it's far from impossible. Employee wellness is something that can be maintained and even fostered under a hybrid setup. These tips can help you get started.

Bring the team closer together

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Combat feelings of isolation and detachment between members of your team by encouraging online communication during the workday. With online platforms like Slack, employees working remotely won't feel left behind as compared to those who worked at the office.

This is especially important if your hybrid work model is similar to that followed by customer relationship management service Salesforce. Its business analysts, functional consultants, and other employees are spread between remote and office work, without any kind of rotation.

At the same time, by providing open, honest, and stress-free lines of communication, you encourage your employees to bring up any concerns they have with the hybrid setup.

Prioritize mental health

One thing that drives employees to perform better is a good mindset. Inevitably, many people bring the stress of their home life to work, and this can impact the quality of their output. And with a hybrid setup, it's difficult to assess whether an employee is going through something.

That's why it's up to management to take the initiative and check in on employees regularly. You can also recommend resources like mental health apps or even issue "mental health days" on which employees can take a break. This is especially important for more stressful occupations, such as those in customer service and event planning.

Ward off burnout

One vital part of ensuring employee mental health is preventing burnout, so much so that it's a point all on its own. With a hybrid setup, it's important to communicate boundaries and expectations, so employees avoid overworking. You can also introduce productivity software to the fold. This can come in handy for employees who have a lot on their plate.

For example, a social media manager's job is to know the latest on a brand's online presence across a variety of platforms. This can be exhausting, especially now that online activity is surging. Fortunately, they can use a social media content creation platform to help them publish posts and optimize their exposure to target demographics. This streamlines the creation process, making their tasks easier to accomplish.

It's also important to know the signs of burnout, so you can catch it and alleviate it in time. Such signs include an increased number of mistakes and decreased productivity or motivation to work. Once you spot this in an employee, consider easing their workload or allowing them more flexible scheduling options so they can work on improving their work-life balance.
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Lead by example

By also taking time off for yourself, you can encourage your employees to do the same. For example, if you're in a slump, take the initiative by going on a break so you can come back to work in full fighting force. By modeling healthy behavior, you'll be inspiring your employees to bring the best of themselves to the office every day.

Celebrate the small wins

Keep employee morale high by recognizing milestones and achievements, however small. Celebrate the most sales made in a month or even the anniversary on which they joined your team. These can be done in department-wide meetings, through private emails, or tools like Qarrot that enable peer-to-peer recognition. Either way, a confidence boost may be just the thing to help employees feel satisfied about the work they do — and your business will be better off for it.

Many employees are fed up with the one size fits all workplace model. In fact, 73 percent of your workforce prefer to work in an organization that offers more remote work options. Why? Remote work has spurred a work-life balance since many remote workers now find more time to spend with family and friends.  

But another 67 percent of the workforce want to be in work arrangements that allow face-to-face or in-person collaboration with their team members because it encourages learning and provides opportunities for career advancement.

By and large, creating a flexible work environment might be the new pillar initiative for rewarding wellness at work, especially following the increasing number of employees that report burnout cases. So yes, the future of work is hybrid, merely because your employee expectations are changing. But with these changes come new opportunities for your business as well.

For instance, a hybrid work model is very cost-effective for businesses since it encourages workspace utilization and it removes the need for maintaining unnecessary facilities in the office. But what exactly is a hybrid work model?

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Understanding The Hybrid Work Model

The core of the hybrid office model is to provide employees with the flexibility to work between the office and their remote physical space. And while hybrid work arrangements can come in many forms, in essence, a hybrid environment supports every employee’s work-style and preference.

It achieves this by allowing them to have a seamless ebb of flow between working in the office and working from home. But it requires a robust system of communication and implementation. Currently, many corporations like Amazon and Google are adopting a hybrid workforce into their business culture.

So, why is this becoming the new workplace norm? Let's find out.

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Why Hybrid Workplace Is The Future

• Your Employees Demand It

Yes, 77 percent of your workers are looking forward to engaging in hybrid setups in their organization. And with good reason. A hybrid workplace means that the employee's work style is fully supported.

They can work in the office when they want to or when it's necessary and work from any other remote location just as well. It also means that employees get to save on commute time and costs, which leaves them with a better work-life balance.

This then allows employees to operate more authentically, which helps foster a happier and more productive workforce. And since a hybrid setup empowers the worker by giving them autonomy, it motivates them to adapt better work practices and habits.

One other great advantage of adopting a hybrid work model is that it enhances employee wellbeing. More so, many workers have reported increased cases of fatigue during and after the pandemic. Therefore, a hybrid environment is an excellent way to address pandemic fatigue in the workplace. Why?

Its flexibility can allow each worker to set aside a few minutes every day to relax and unwind, making a significant difference in combating burnout. Besides, 2.9 million Canadians are still remote employees, and they would prefer to keep this autonomy well and alive long into the future.

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• Technology Enables It

Technology is making it possible to have remote jobs, so who is to say that this transformative force will not greatly support remote companies entirely in the years to come? If anything, a growing number of video, team messaging, work management, and collaboration applications are already in widespread use. Moreover, major advancements with artificial intelligence and the internet of things (IoT) will help employers and employee stay better-informed and safe.

For instance, many workers now need the assurance that their in-person workspaces are safe following the impact of the coronavirus pandemic. That said, organizations can incorporate IoT sensors to determine the number of workers in the building to limit occupancy.

Additionally, artificial intelligence (AI) can help identify spaces that offer social distancing and safety measures. What's more, if a company is to create a hybrid work model, it requires transparency that supports a distributed workforce.

This is where technology comes in: many options enhance collaboration and productivity within remote work settings. Enterprise apps are especially convenient and excellent at providing better collaboration between staff members.

You do not want your company to face the cost of poor employee engagement after all. In addition, AI can automate workspace schedules for employees who wish to have occasional time in-office.

• Your Company Needs It

Think about it, once you get a significant portion of your employees to work from home, you deem part if not most of your office space unnecessary. With AI in place, you can identify these spaces quickly and either release them or find better utilization for them. This means fewer maintenance costs.

Also, if you have fewer people at the office, you need less operational costs. Aside from reducing costs, a hybrid workplace is excellent for making gains and productivity, translating to increased sales and company revenue. Here's how:

Your employees are your company's foundation. So the key to your business success significantly lies in the state of your employees. And when you have a hybrid company work model, you give your workers autonomy, which offers them fewer disruptions, and increases productivity.

In essence, hybrid workplaces make the employees feel trusted and supported. In turn, they become motivated to give the organization the best results. Indeed, happier workplaces are more productive workplaces.

Chiefly, one significant reason your company needs a hybrid workplace is that it reshapes your business goals and objectives into a more employee-centric one. As such, it can steer your company miles ahead of your competitors since you're investing in the right technological tools and employee engagement activities.

Conclusion

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Expect a hybrid workplace to be part of your company's long-term strategy, even though adopting the model is not yet fully figured out. Everything considered, the pandemic did fast forward the inception of the hybrid model in workplaces.

But one thing is sure, the change in employee needs, company needs, and technology advancements have made the business model necessary. So embrace the hybrid concept or face the possibility of watching your business perish in the future.

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Discover how to Qarrot can help your organization transition to a hybrid model by keeping employees connected - book a demo with Qarrot today!

Enlisting brand ambassadors to promote one's products and services is an effective marketing method across industries. Its effectiveness has led more and more businesses to adopt it as a central tactic in their digital marketing strategy. Often, marketing teams turn to social media influencers to forward their brand. Statistics from SocialPubli show that 89% of marketers believe influencer marketing is effective, with many choosing to partner with nano- and micro-influencers. However, companies also have another option when it comes to brand ambassadorship — their own employees.

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What's an Employee Brand Ambassador?

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An employee brand ambassador is simply a person who currently works in your company and also promotes it across their network. An employee brand ambassador should know your company vision, the details of your products and services, and, of course, your brand image. To test the feasibility of an employee ambassadorship program, consult with your digital marketing team. As one of the most prominent careers in business data analytics, digital marketers analyze patterns in web traffic, determine the best posting strategies, and monitor search trends. They'll be the first to tell you that it's worth investing in employee brand ambassadors, especially since renowned companies like Adobe have been doing it for years. In short, having employee ambassadors is a good idea, and here's why:

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Benefits of Having Employee Brand Ambassadors

Consumers perceive employees as more trustworthy than curated marketing tactics

A survey by Olapic showed that 76% of respondents trusted content from "ordinary" people more than content distributed by big brands. Influencers have developed a reputation for having generic and inauthentic content, which might be counterproductive to the goal of your brand ambassadorship.

Additionally, customers tend to perceive staff as more trustworthy than corporate marketing, given that it's easier to relate with them on a personal level. In fact, Edelman's Trust Barometer 2019 states that people view regular employees as more credible than the company’s CEO. So having them spread good things about your company can make your marketing campaign more genuine and effective. It's also worth noting that employees who do not trust the company they work for can negatively impact consumer trust. So, even if your employee isn't officially a brand ambassador, it's worth keeping them engaged and satisfied with the company for the sake of its reputation and business.
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Your employees' social networks have a high potential for engagement

Your employees have their own networks, often outside of your company's normal target market. Surveys show that around 50% of employees already post content about their companies on their social media pages, with 33% unprompted by employers. Furthermore, 39% have shared positive attributes in the past. So, it's well worth having them raise brand awareness among their own circles. This is especially the case since your employees' social media connections are more likely to interact with their posts about your company, meaning there's more potential for engagement.

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Curating an employee ambassador program can lead to reduced costs and increased ROI

Since your employees are already part of the company workforce, you won't need to use more resources to partner with third-party brand ambassadors. This significantly reduces the costs of your marketing campaigns. And since employees are poised to spread brand awareness and increase your company's reach, they're likely to increase your ROI.

These reasons are why it's worth investing in employee brand ambassadors, and why you should incentivize practices that help them raise brand awareness. Your employees can do much more than execute and expedite internal processes. They're also an excellent option for your brand ambassadorship campaign.

To further entice them to enlist as employee brand ambassadors, make sure to implement incentives that spur them to achieve company goals and forward your company's marketing campaign. Note that monetary incentives are no longer as effective as they used to be, so be creative in how you craft your reward program. One option is to gamify the campaign goals, to make for a more enjoyable experience. This not only improves business performance, but employee engagement as well.

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If you're looking to create fun and engaging incentive campaigns for your employee brand ambassadors, try out Qarrot. Book a demo now to see your options!

Remember when we all thought this health crisis would be over if everyone just isolated for 14 days? Reflecting upon our first pandemic anniversary, it feels as though this year has dragged on more than any other. If you had told us that social distancing, mask-wearing, and quarantining would become the new normal, we would have looked at you like you had two heads. Although we all know listening to public health regulations means we can get back to pre-covid life sooner rather than later, we’re all getting a bit fed up. 

Have you found yourself more anxious, depressed, or stressed lately? Have simple, everyday to-do lists transformed into seemingly impossible tasks? It’s called pandemic fatigue - it’s a real thing, and you’re not alone. 48% of Canadians report being fed up with following public health restrictions brought on by the pandemic, while 9/10 still say they’re doing their best to stay safe. We understand the importance of regulations, but they’re not without their consequences - which, to no surprise, have wreaked havoc on our mental health. In fact, 75% of employees in the United States have reported burnout symptoms since lockdown. 

The World Health Organization defines the phenomenon of pandemic fatigue as, “ ... demotivation to follow recommended protective behaviours, emerging gradually over time and affected by several emotions, experiences and perception.” Pandemic fatigue is an anticipated and normal response to such a prolonged public health crisis. The initial lockdown days of a perceived cheeky vacation, filled with banana bread and fancy whipped coffee, are long gone. 

Related Article: Overcoming remote employee burnout

Common symptoms of pandemic fatigue include : 

• Increased irritability and exhaustion
• Inability to focus or concentrate for extended periods, feeling overwhelmed easily 
• Feelings of depression and feeling lost
• Drop in communications with friends and family, or anyone outside your bubble 

Pandemic fatigue is hard enough to battle on a personal level, let alone on that of an organization. The lines that have traditionally divided our personal and professional lives - like commutes into a physical office - are almost nonexistent. In the workplace, pandemic fatigue can show itself in absenteeism, productivity, employee morale, and culture. And although your employees may say they’re doing just fine, it’s always better to proactivity address pandemic fatigue than wait until someone reaches out for help. 

Here are a few strategies to help stay on top of pandemic fatigue, and mitigate possible consequences of team members growing tired of this prolonged lockdown;

Establish a routine and stick with it 

I hate setting my morning alarm for 7:00 am as much as the next person, but following a schedule is paramount for keeping the pandemic fatigue ‘scaries’ away. Our bodies actually prefer routine and thrive when we prioritize waking up and falling asleep at set times. When we lack routine or any sort of schedule, we quickly lose track of time - and all of a sudden a whole day is over (I’m sure I’m not the only one who’s found themselves still wearing pyjamas by the end of the workday...right?). Everyone feels better about themselves when they’re productive - whether that’s committing to waking up early, getting in a workout during lunch, or going for a socially distant walk with a friend in the evening. Some days can be harder than others, but sticking to a routine (one that ideally involves changing out of your pyjamas) will prove beneficial. 

Related Article: Do your remote employees feel looked after?

Adopt stress relief practices 

One of the worst and most widespread side effects of this pandemic has been lingering stress and anxiety. Just because this sentiment may be a collective experience, however, doesn’t invalidate those feelings. We’re all stressed for one reason or another, and adding a pandemic to the mix - well, who wouldn’t be overwhelmed? There are a variety of techniques you can try - such as deep breathing, meditation, and mindfulness. If you’re a leader, consider encouraging employees to have a designated break in the day allocated solely for addressing stress. Carving out time for team members to recenter and refocus their energy means improving employee wellbeing while simultaneously destressing from our pandemic reality. 

Keep your eyes open for signs of burnout and exhaustion

Leaders should always be vigilant for symptoms of employee burnout, but especially so during a worldwide health crisis. While some like to glamorize the idea of constantly “hustling”, working and improving, burnout is not an achievement to be ogled. Exhaustion can happen to anyone in your organization, and working through a pandemic makes everyone particularly susceptible.  Educate yourself and your team on the signs associated with burnout. While it can be hard to prevent and identify burnout, with many of us now working remotely, your best bet is to be knowledgeable and proactive. If team members seem disengaged, distracted, or unable to focus, it might be time to check-in. 

Workplace culture and employee morale can be amongst the first casualties if pandemic fatigue strikes your team. Discover how peer recognition can give your employee engagement strategy that extra boost - request a demo with Qarrot!