Exchange

Can-Do As you continue to meet the economic and business realities each day brings, you face unprecedented challenges. You may be tasked with maintaining productivity and keeping morale up in the midst of uncertainty. You may be trying to avoid layoffs – or bounce back from them. Whatever your focus is in today’s economy, one thing is certain: you need a motivated, inspired group of people to help you achieve your goals.

As a leader, the approach you take in communicating with your team is important. Your speech, messages, and integrity matter more than ever before. In fact, research shows that the behavior and communication style of leaders in our current economic climate is absolutely critical. A University of Michigan study recently found that people working together end up sharing moods – within two hours of being in each other’s company. The research also found that bad moods spread faster than good ones. Experts say this places a heavy emphasis on the emotional role of the leader. Their positive attitude will build employee confidence – and their negativity will create destructive anxiety.

That’s why no matter how stressful your day-to-day is, you must rise above the chaos and the noise to provide hope, to communicate vision, and to motivate dedication, drive, and success. Here are five ways you can help your team discover a can-do attitude that will be a boost to your business – and your employees.

Reiterate Your Motivational Purpose.
The power of purpose can’t be underestimated. In economic uncertainty, workers in many industries are losing confidence in their job security. Chances are, you have people who are afraid for their jobs at this very moment. This can impact productivity, create gossip, and proliferate fear. That’s why right now, it’s essential to remind your team that your organization has an important role to play. Find out how you can discover and communicate your motivational purpose with your team.

Challenge Every Team Member to Become Indispensable.
Right now, you need hard-working, highly-skilled people. You know the human capital you already have is one of your most valuable business assets. So, why not tell your team how valuable they are? Then, you can encourage every member to rise to the challenge to become even more valuable. Let them know you want every employee to be so valuable that the business couldn’t run without them. Share the positive message that you believe every team member has the ability to increase their own value to the company, and motivate them to do just that.

Remind Your Staff Why Their Work is Meaningful.
When people lose sight of the meaning in their workday, it can be difficult to remain positive and secure in their jobs. So, share with your team the secret to having meaningful work. Ask every employee to answer these two questions about their work: 1) Who am I helping? 2) How am I helping? When every member of your team knows exactly why their work is meaningful, they will not only be more focused and productive – they’ll also be happier.

Cultivate A Strong Team by Building Community.
The last thing you want is for your team to become divided due to fear, uncertainty, and doubt. But, in times like these, teams can quickly unravel and competition can arise, creating very difficult management issues. That’s why community is so vital in times like these. Not only can a strong team spirit help your team accomplish more, it can add meaning and motivation into everyone’s day. So, take time whenever possible to focus on building a solid, cohesive team.

Ask for All Hands on Deck.
Research shows that most people think they aren’t challenged enough at work. So, challenge your people by letting them know you want to get the most value they can provide. Try asking everyone on your team to provide a list of all the skills and abilities they’ve used throughout their career. Then, let them know that a time may come when you’ll ask them to put some of those skills to use in areas outside their current job responsibilities. By telling your team you want to get the most out of their abilities, you will demonstrate to them that you’re willing to do absolutely everything necessary to keep your business profitable, your people employed, and your publics served. You can also share this inspirational “All Hands on Deck” video with your team, courtesy of Express, to inspire them to do whatever it takes to weather the storm of our economy.

When you take the time to communicate with your team and provide positive motivation into their day, your attitude can be contagious. Try implementing a few of these ideas to challenge your team, and provide an inspirational focus to their workday. You may find that your team has a new level of commitment, reinvigorated pride, and a brand-new, can-do attitude when they know that what you want and need, as a leader, is everyone doing their absolute best, every day.

Play Your Way Out of Stress

5 Ways to Add Fun to the Workplace

Man-on-Scooter The idea of play may be the furthest thing from your mind right now. After all, you are dealing with serious business and financial issues on a daily basis. In times of stress, people spend less time on leisure activities and more time working – and worrying – according to new research. A new ongoing study by Gallup-Healthways measures the day-to-day stress levels of over 350,000 people, and according to a recent report, stress is spiking, emotional health is declining, and people are growing more and more sensitive to news about the economy.

Stress, it seems, is now the norm. Which is why one expert says play should be a priority in the workplace. According to the National Institute for Play, founded by renowned play expert Dr. Stuart Brown, many business leaders believe that play is the opposite of work. On the contrary, Dr. Brown asserts in his new book, Play: How It Sharpens the Brain, Opens the Imagination, and Invigorates the Soul, play is a very vital part of work.

Adults tend to believe that play is a “guilty pleasure” or a distraction from work according to Dr. Brown. However, he says that play is as necessary to health as sleep and nutrition. The work-related impacts of play are vast. Play is important for creativity, reducing stress, improving health, enhancing productivity, and building teams. So, here are five ways you can integrate play into your day – and add some fun to your workplace, even in times like these.

1. Put play on the agenda. If you host regular meetings, consider adding an element of play into your agenda. Word and trivia games can be a quick, fun way to take a short break from the daily grind and help your team spend some time thinking outside the box.

2. Integrate play into a process. You may already have processes or tasks in place that can easily become an act of play. Does your team spend time brainstorming ideas? Do they have calls to make or quotas to meet each day? Find ways to make their work a game, and you’ll not only add a fun spirit to the workplace, you’ll help your team be motivated and accomplish goals already in place.

3. Play away from the office. Making the workplace a more fun place to be through the power of play is beneficial. But, also consider the rejuvenating and team-building power of play for the sake of play alone – and away from work. Fun activities like go-cart rides, miniature golf, or ropes courses can offer a much-needed mental break and help your team bond.

4. Place play into your training. Have you ever noticed effective teachers or speakers engaging the audience with an activity? That’s because play is a powerful part of the learning process. So, think about ways you can illustrate your teaching points through fun activities – even when you’re dealing with adults. Dr. Brown affirms that play is not just an important activity for children. So why should magic tricks, craft materials, or the game of tag be limited to kids?

5. Make play a challenge. Looking for other ideas to integrate play into your workplace? Ask your team for their ideas of fun and unique ways to play at work. Make this process a game, and offer a small reward for the team member who develops the most creative idea. Then, use your team’s ideas to add new types of play into work.

The possibilities for play are endless in the workplace. So, challenge yourself to think outside the box, and find ways your team can play at work. When you take time for play throughout the day, you’ll reduce stress, improve morale, and equip your team to enjoy work more.

HR Updates

New COBRA, FMLA Regulations In Effect

COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA) was recently expanded under the American Recovery and Reinvestment Act. The new temporary requirements provide certain involuntarily terminated employees and their family extended health care coverage if they were terminated between Sept. 1, 2008 and Dec. 31, 2009. The new regulations can affect your day-to-day operations in regards to terminated employees. Here are just a few ways COBRA impacts you as an employer.

The government will pay a 65% subsidy towards eligible employees' COBRA coverage for up to nine months - employers are required to front this cost.
The treasury department will provide employers with a credit against payroll taxes for the cost of the subsidy.
Qualified individuals who initially declined COBRA coverage have an additional 60 days to elect.
Employers must notify eligible employees of their rights by April 18, 2009.
Employers need to check with their state insurance department to determine if state law applies in addition to federal requirements.
Non-compliant employers can be held liable for court costs, legal fees, and medical claims incurred by a qualified beneficiary.
Processes and procedures must be updated to accurately track, notify, and bill eligible employees.
The IRS released guidelines to assist employers with administering these benefits. They also revised form 941 for employers to claim their credit.

FMLA
The Family Medical Leave Act (FMLA) allows employees who have worked over 1,250 hours in the last 12 months to take unpaid leave for up to 12 weeks during a 12-month period. In addition to other updates, the new regulations clarify standards for a break in employment due to military service that might effect an employee’s 12-month employment period. Eligible reasons for an employee’s absence include the birth or adoption of a child, caring for an immediate family member, the employee’s personal health condition, or caring for a military service member injured during active duty or other qualifying demands.

The updated FMLA regulations also create an increased record-keeping burden on employers, who now share the responsibility of notice requirements with employees. Employers must comply with the new regulations effective Jan. 16, 2009. Company policies and procedures must be updated to reflect the new and revised requirements. Here are some highlights from the new regulations and how they can affect your business:

Employers are limited in the amount of information they can require from employees.
Employers must retain leave documents for a longer time period.
Employees must follow the employer’s normal call-in procedures.
Intermittent leave must be granted as medically necessary.
Employers can determine minimums for intermittent leave.
Employers are required to notify an employee in writing if medical information is incomplete or insufficient in order for the employer to make a determination.
Employers must notify an employee of requirements and consequences when a leave of absence is requested by an employee.
Employees can request recertification (such as a serious health condition or family caregiver status) every six months for extended leaves.
New regulations create differences between federal and state laws.
Failure to comply can result in legal liability and fines.
Military caregiver leave is a floating 12 month period.
Light duty work does not count against FMLA.

This is not a comprehensive guide to new COBRA or FMLA requirements, rather a short overview to highlight some of the major changes. For expert information on how to deal with updated COBRA and FMLA regulations, subscribe to our HR Hotline to access the advice of our team of certified HR experts. Contact your local Express office for more information.

Exchange is a publication of Express Services, Inc., Oklahoma City, Oklahoma. Copyright 2009.