Increasing Efficiency in the Workplace

Efficiency is the key to any business - whether with regard to daily business operations, customer and company communications, or long term expansion. Moreover, with the economy in a temporary dip, increased efficiency can help save businesses a significant amount of money - not to mention valuable time.

So what are some ways your business can increase efficiency, and what are the most appropriate tools to help you get there?

One way to effectively cut down on company costs and increase efficiency is to invest in business tools which essentially "multi-task". For example, why not opt to purchase an all-in-one scanner, printer, copy, and fax machine, rather than investing separately in each individual tool? You'll not only save money, but all-in-one type business tools are also much more compact in size - so you can conveniently keep then anywhere in the office or workplace.

What's more, you'll be able to find printers that cater to the type of business you run - whether it's a graphic arts firm or a company that requires high-load copy and printing jobs. All-in-one printers are among the most popular tools for increased businesses efficiency, and now it's easy to see why.

Another way to operate your business more efficiently is to consolidate your IT infrastructure. Companies will often employ different service providers for IT-related needs such as the internet, office phone networks, web conferencing tools and communications managers - ideal if, for instance, you require extensions with a mix of telephony and data functions.

However, there are various benefits to consolidating all your communications systems under one comprehensive provider. To begin, you're bound to get a better deal if one provider handles all your business IT needs. Secondly, if anything goes wrong within your IT department and you happen to require assistance or support, you'll only ever need to contact one company rather than multiple providers. Having one provider for various services simplifies the processes involved with IT operations in the workplace, ultimately enabling you to focus on other important aspects of your business.

Therefore, it is important that you consider how you can increase efficiency and decrease costs in running your business, and cope with the economic climate with every move you make. With so many business tools available on the market, there really are a host of solutions to help you achieve your business goals while staying on track with regard to efficiency and company expenditures.

About the Author

Adam Singleton writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.

Ten Ways to Create an Employee-centered Workplace

An employee-centered workplace is one in which all individuals, programs, processes, and systems are focused on helping employees become fully successful. Individuals who feel valued will provide excellent products and service, which will result in the achievement of organizational goals. In such an environment, everyone wins: workers, management, customers, vendors, and other stakeholders.

Unfortunately, this scenario does not occur naturally. Rather, management must make a conscious decision to create an environment in which everyone and everything is aligned with employees' success. Below are ten actions organizations can take to create or enhance a positive workplace that motivates employees to perform their best. Some practices can be implemented immediately, with little or no cost; others will take some time and effort. Please note that these actions are not one-time fixes; rather, they represent a long-term way of interacting with employees. Short-term "solutions" for long-term issues are seldom effective, and workers can tell the difference.

1. Assess your employees' level of satisfaction with their supervisors. For example, consider issues such as whether the supervisor listens to what they say, and how he/she treats employees when they make mistakes. Take immediate action to correct any deficiencies.

2. Ensure that every employee sees the organization's "big picture" and his/her contribution to it. Employees who feel connected to the organization have a vested interest in its success.

3. Learn employees' names and use them often. As a corollary, learn a little about their families and outside interests. Ask them about things that are important to them personally on a regular basis. Be genuine when you ask; people know when you are being disingenuous.

4. Recognize employees' contributions to the organization in ways that are meaningful to the individuals involved. Research shows that the most effective forms of recognition are those that create memories for workers and their families.

5. Ensure that employees view organizational procedures and decision-making processes as fair. Research shows that even when employees do not like the outcome of a given decision, they are likely to accept it if they believe the rules that led to that outcome are fair - e.g., transparent, free of bias, and open to employee input.

6. Ensure that values such as trust and respect are a core part of your organization's culture. This outcome arises when each employee knows what those values "look like" in terms of his/her behaviors on the job and when leaders exemplify those values every day.

7. Provide employees with a meaningful voice. This means they feel that they can offer their opinions freely and safely, even when they disagree with management, and they believe that their views will be taken seriously.

8. Incorporate appreciative approaches in the workplace. Seek out things that people do well, and build on those strengths. Ask questions that have them searching for positive answers instead of negative ones.

9. Ensure that all employees are in the right jobs - i.e., that their talents are appropriate for the work they must do. Few things are more miserable than doing a job for which one is not a good fit.

10. Hold every manager accountable for helping employees become fully successful.

About the Author

Pat Lynch, Ph.D., is President of Business Alignment Strategies, Inc., a consulting firm that helps clients optimize business results by aligning people, programs, and processes with organizational goals. For additional articles please visit our web site at www.BusinessAlignmentStrateties.com. You may contact Pat at Pat@BusinessAlignmentStrategies.com or at (562) 985-0333. Copyright 2009 Pat Lynch. All rights reserved.

The Sweet Success Of Team Building

Successful team building is a delicate balancing act between organizational psychology and fun, and if it's done correctly, those that are taking part will only be aware of the fun. The purpose of these group development days out is to identify and overcome areas within team work that are not conducive to achieving a shared goal. In the workplace, even if it appears that we are working independently, we are in fact interacting with many people. It is essential that everyone within the same working environment has an ability to understand and respect fellow workers, and cooperate for a common good; but how exactly can tasks in team building events be transferred back into the workplace.

It seems implausible to anyone other than a psychologist that a day spent playing The Generation Game or a city-sized version of Monopoly can improve the everyday working environment for a group of employees. Running around and having fun, talking to people you usually barely blink at whilst passing the photocopier and having conversations that don't involve the topic of who had the stapler last can be a liberating process, and it can certainly help bring co-workers together on a more social level. The magic is not in social networking though, although obviously being able to speak to Brenda about something other than printer cartridges is a plus point.

The magic that is hidden within team building exercises is the ability of the event organiser to disguise personal development as a day of fun. By constructing games and activities to force colleagues to cooperate on a new level, weaknesses can be identified and overcome in a way that is so subtle that the participants barely notice. This not only benefits and enlightens the people involved in the team building event, it gives the people running the company a chance to see the way that the staff really interact with each other. This process can open up a whole new perspective on the dynamics at play within the working environment.

After the event, there is inevitably a shift in perspective and a change in the working environment. The purpose of the team development day was to identify weaknesses and strengths that are inherent within a working group or individuals and make adjustments accordingly. This can lead to changes in the working environment to reflect strong working groups, often incorporating the hidden skills of certain individuals whose talents and strengths were being overlooked in the daily routine. The tasks in team building focus on communication, organisation, self and team management as well as problem solving.

Although these skill sets seem obvious, the way they are presented to those involved makes them seem like a normal part of everyday activity, which to all intents and purposes it is, but in a development task, they are refined to bring about certain outcomes. If negative consequences arise, ones not conducive to a collective working environment, then the event organisers have the skills to change certain behaviours and ways of thinking through task development, or suggest counter measures to mitigate the undesirable behaviour or action. The results are always positive and constructive, producing a team that is strengthened and cohesive. Team building can be compared to a sugar coated pill; it does its job without leaving a bitter taste in the mouth.

Article Source:
http://www.bestmanagementarticles.com
http://human-resources-mgt.bestmanagementarticles.com

About the Author:
Dom Donaldson is an expert in the events industry. Find out more about Team Building and the packages on offer today from Accolade Corporate Events.

4 Trends Driving Workplace Flexibility

Many organizations now offer an alternative to the traditional Monday through Friday 9:00 a.m. to 5:00 p.m. job. A workplace is thought to be flexible if employees have flexibility in scheduling (e.g., flex time and compressed workweeks), flexibility in the number of hours worked (e.g., part-time or job sharing), or flexibility in the location of work (e.g., telecommuting, satellite office). With benefits such as increased worker productivity, greater ability to attract and retain talent, and higher employee morale, capitalizing on the trend of workplace flexibility is important to your small business success in the coming years. Here are four driving forces behind the push towards increasing workplace flexibility.

4 Trends Driving Workplace Flexibility

1. Technology
In the past we gathered together in office buildings during a standard 40-hour workweek because we had to physically be present to accomplish our work. Today, that isn't necessary because of all the advances in technology. Computers and laptops, cell phones and VoIP, the Internet, cloudworking and online collaboration tools, all enable us the freedom and flexibility to work from a variety of locations on our own timetable.
2. Globalization
Business has become increasingly global, thanks to the advances in technology. Internet access and e-commerce have changed many things; we now buy and sell our goods and services around the globe. We have offices, team members, customers, and suppliers residing in a variety of different countries and time zones. As a result, our business must be operational more hours in the day to service the needs of our global audience. Flexible work arrangements which allow employees to work a variety of schedules helps accomplish that goal.
3. Demographic Shifts
There are more women in the workforce and more dual-career couples than ever before. In fact, only 16% of families fall into the once common model of the man working outside the home while the woman stays home with the children. Dual-career couples are seeking flexibility in the workplace as an effort to relieve some of the work and family conflict they commonly face.
4. Expectations of Generation Y
Love them or hate them, Generation Y has some serious expectations when it comes to workplace flexibility. Flexibility in where, how, and when they do their work is more important to them than a high salary when job hunting. The Millennial Generation doesn't understand the "punch clock" mentality, will be pushing for shorter work days with a focus on increased productivity, and they don't buy in to the belief that flexibility is a perk or has to be earned--they expect it for themselves and everyone else from their first day on the job.

These trends will be a driving force behind workplace flexibility initiatives for the foreseeable future. Has your business adopted a flexible work arrangement that is available to everyone? I urge clients to adopt the ultimate flexible work arrangement: a results-only work environment (ROWE). In a ROWE, you are free to work where, when, and how you see fit - you have flexibility over scheduling, hours, and location of work. Regardless of which type of flexible work arrangement your business chooses to adopt, now is a great time to put it into practice because this trend isn't going away anytime soon.

© Copyright 2009 Ashley Acker

About the Author

Ashley Acker, Ph.D., WorkStyle Design Expert and ROWE Coach, works with small business owners and their teams to redesign work so everyone wins. Learn how to boost your team's productivity, develop a competitive advantage in your business, and enjoy unlimited freedom and flexibility with our FREE report, 5 Secrets to Change the Way You Work…FOREVER!