Bob's Discount Furniture’s Post

💪 The Unsung Heroes of HR - Office Managers While HR professionals rightfully get credit for managing key workforce functions like recruitment, compensation, and training, we shouldn't overlook the vital support of HR office managers. 🙋♀️ In my experience, skilled office managers are invaluable in optimizing HR operations. From managing calendars to coordinating new hire onboarding logistics to keeping the break room stocked, they anticipate needs and facilitate efficiencies that allow HR staff to focus on strategic priorities. 💡 Other important ways office managers contribute in HR: Maintaining tidy and welcoming reception area and facilities Fielding employee requests and queries Compiling reports and presentations Ensuring HR databases and records are organized Ordering supplies and managing vendor relationships Planning employee events and offsites 🚀 The best office managers bring poise, professionalism and positivity to the HR team. They are master multitaskers who juggle competing needs with ease. Let's show appreciation for these unsung heroes who keep HR humming! What other office manager contributions have you observed in HR? Please share examples highlighting their impact.

From attracting top talent to creating an efficient workspace, dig a little into the value of branded environments. If you're interested in a deeper dive, schedule a complimentary consultation with us. #brandedenvironments #facilitymanagement #hr

8 Tips for Aspiring Entrepreneurs: Enhance Employee Engagement with Creative Workspace Decoration

When my brother was 4 he got into a spat with a swarm of mosquitos and lost. As we drove home, he set to scratching the bites. My mother caught him in the rear view mirror and told him not to scratch. “But it itches, Mommy,” he pleaded. “Then itch,” she said. It was a classic front seat-back seat standoff. He continued to scratch. “It itches, Mommy!” “Then itch!” In addition to his bites, that day he did battle with the difference between a scratch and an itch and we were all reminded that words have meanings. Eli Burnstein’s wonderful “Dictionary of Fine Distinctions” captures more than one hundred of the “nuances, niceties and subtle shades of meaning” that continue to befuddle many of us. Favorite among them for me, the difference between a snitch and a rat. There are three distinctions worth mentioning at the moment when we turn our gaze to the world of work. The first is between employee engagement and employee experience. My own experience is that these terms continue to be used interchangeably even though they have very different meanings. Employee engagement refers very simply to the commitment an employee makes to doing the job they are paid for. Employee experience, by contrast, is about an organization’s responsibility to create the conditions so that employees can be engaged in the first place. The second distinction is between policies and principles. It used to be that organizations of a certain size were policy driven. The policies were established on high and cascaded down throughout the organization with the call to action being “comply”. I’ve seen a shift over the last number of years towards principles. “Return to Office” is a great example. While an organization may establish that a certain number of days in the office is expected or appreciated, they leave it up to their teams and the individuals on them to determine what work looks like so that it works for them. The third distinction is that employees want to work autonomously, not alone. Employees have come to demand the flexibility to run errands, to decide what tasks get done, when they work and even the elements of their comp plan that best suit their needs. While work can be done from anywhere, if it doesn’t happen in an office it shouldn’t come at the expense of connecting with the people that can help you grow and get work done. As for who was right in the tangle between my brother and mother? I’ll never tell.

Prime Residential HR Hero Wanted: Can You Build a Culture Cooler Than a Yeti in Antarctica? Calling all workplace wizards and employee enchanters! Prime Residential is on a mission to build a company culture so awesome, it'll make unicorns jealous. And we need a Manager, Human Resources Strategy Partner (HRSP) who's equal parts Gandalf the Wise and Willy Wonka to guide us. You, with your magic HR wand, will: **Craft a culture where remote teams high-five across the internet, even if the only high-fiving they've done lately is with their dog (we judge no one's pandemic coping mechanisms). **Be a talent treasure hunter, unearthing hidden gems in our employee squad and transforming them into rockstars who slay their KPIs like dragons (metaphorically speaking, of course, unless you have dragon-slaying powers, then let's talk). **Drive change like a rocket ship fueled by employee engagement, blasting past obstacles and leaving everyone screaming "Woohoo!" (or at least politely nodding in approval). **Become the ultimate confidante to all our leaders, offering sage advice and a listening ear when spreadsheets turn into brain-melting monstrosities. **Transform performance reviews from snooze-fests to epic quests, where everyone lets the feedback and development they need to level up like a video game hero. **Slay employee engagement issues like a ninja defusing a workplace drama bomb, with swiftness, stealth, and maybe a few well-timed jokes. Basically, you're the Hermione Granger to our Hogwarts, the Glinda the Good Witch to our Munchkins, the Yoda to our Luke Skywalker (okay, we still like this one, even if it breaks the theme). Bonus points if you: **Speak fluent "Property Management" and can tell the difference between a leaky faucet and a full-blown office meltdown (hint: sometimes they're the same thing). **Have mastered the art of data-fu and can make spreadsheets sing like Pavarotti (or at least stop screaming at you in error messages). **Can juggle flaming HR policies while blindfolded and recite the employee handbook in Shakespearean verse (optional, but seriously impressive). So, if you're a passionate HR hero ready to build a culture cooler than a Yeti in Antarctica, grab your cape (optional, but encouraged) and apply! We're waiting for you (and maybe some pizza, because who says no to pizza?) P.S. We do have actual benefits, too. Just in case you were wondering. P.P.S. Seriously, the pizza is legendary. #purposedriven #makeadifference #livewithpurpose #positiveimpact #changetheworld #inspirechange #empowerothers

There are a lot of things you can do to boost employee engagement. Unfortunately, forcing workers back into the office isn’t one of them. Many organizations mandating that employees return to to the office say they’re doing so to boost #companyculture and #employeeengagement. Unfortunately, such a strict return to office policy can end up doing more harm than good. Click here to learn why your return to office policy may be tanking your engagement rates, rather than elevating your #employeeexperience #hr #humanresources #returntooffice https://lnkd.in/en-H_rNW

Enhance employee engagement and productivity with custom printed diaries! Discover how personalized tools can make a difference in your workplace culture. 📚✨ 🔗 Read more - https://lnkd.in/gRWRj3rr #majesticprinters #customprinting #diaries #EmployeeEngagement #Productivity #CustomDiaries 

Ensure long-term success with a strategic workplace approach. Discover a clear 4-step framework from Forbes Business Council to: Enhance employee engagement & productivity Foster a positive work environment Drive organizational performance Empower your team and achieve new heights! Link to Forbes article: https://ow.ly/cfEY50R1Q7a

 We have all heard how important employee engagement is. It’s always been important. What we do or don’t do to attract, engage, and retain talent is and always has been crucial. I want to take some time and just highlight some of the basic actions we can take to help attract and retain good talent. The challenge is that this is not a “one size fits all” solution. We have to dig through our toolbox and use the tool for the right situation, person and/or team.  It’s the old adage, “Different strokes for different folks”. The first question is: Is this an individual reward or a recognition for the entire team. Once you have determined that, the next step might be (if it’s individual) is this a “public” reward or is it best delivered in “private”. Some folks just don’t like being in the limelight. While others relish the idea of being recognized in front of their peers. Now, let’s talk about some possible options.  Keep in mind that various regulations may impact some of these options, so it’s best to consult with the HR folks or perhaps payroll experts. A simply hand-written note to the individual or each individual on the team. In this day and age, the hand-written note goes a long way. I guarantee you they take it home and show their family. Maybe it’s some additional PTO or vacation time. Might be a few hours or maybe even a few days. Depends on the accomplishment and your company’s policies, etc. Perhaps it’s a pizza party for lunch, a bagel breakfast, a dozen cookies or cupcakes from the local bakery, or maybe an ice cream truck on Friday afternoon. Or could it be a small office ceremony to thank them for their hard work and accomplishments.  Take it to the next level and maybe they get “gold medals” in the Olympic spirit. Gift cards are always popular. Can be to their favorite restaurant or the movies. This might be a great one – it gives them a “date night” with low or no cost for them and their spouse. Maybe it’s some “silly” certificates. Something everyone in the office will appreciate and find the humor in. Maybe it’s a “real” certificate of achievement or appreciation. This month – it’s a reserved parking space in the parking lot. Have a sign made letting everyone know and place it at their special parking place.   The Wall of Fame - take a bulletin board and designate it so that each month or whenever appropriate you recognize folks by publicly posting their “story” on the Wall of Fame. Make it visible for everyone to see. There are many things that you can do to reward and recognize your team members.  It really is only limited by your creativity and budget. While all these ideas are great, what really matters most is your relationship with your team.  Do you do your part to establish and maintain the culture where folks want to come to work and do their best?  That is how good leaders truly make a difference.  #teams #teambuilding #leadership #leader #engagement #rewardsandrecognition  

Maintaining employee engagement in today's hybrid modes of work is based on the awareness of how to manage teams and their workspaces...