Six Stages to Success with the Employee Life-cycle

By Marijan Pavisic

The proven model known as the employee lifecycle (ELC), is a fantastic way to visualize your employee’s and how they engage with you. In this article, we share over 30 links, 4 experts thoughts and plenty of great tips.

So what are the six stages of employee engagement, and how do they all fit together?

I’ll explain this, as well as share interesting links and helpful tools to ensure you maximize your chance of success in building great teams and retaining those within them.

The six stages of the employee life cycle

According to the very well-known Employee Lifecycle (ELC) model, there are six stages of engagement an organisation has with an employee.

These six stages can be illustrated as an ongoing, perpetual lifecycle, as shown abobe in this diagram.

Let’s go into a little more detail about each of these stages, and describe what they mean. We have included links to further reading within each stage, as well as helpful ideas on how to maximise your returns.

The six employee lifecycle stages are;

  • Attraction
  • Recruitment
  • Onboarding
  • Development
  • Retention
  • Separation

Attraction

The first stage of the employee lifecycle is the employee attraction stage.

No matter how great your product or service is, companies who don’t attract and retain great people will fail over time, every time. This is why attracting the right talent is crucial to any company’s growth strategy.

The attraction stage happens before you even have an open position. It’s often referred to, as the “employer brand”, a term coined in the early 1990’s.

The employer brand is “the image of your organisation as a ‘great place to work’ in the mind of current employees and key stakeholders in the external market (active and passive candidates, clients, customers and other key stakeholders).

The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.

Brett Minchington, MBA, Author of Employer Brand Leadership – A Global Perspective.

Tips to succeed in the employee attraction stage

My three favourite tips when it comes to building a great employer brand and attracting great candidates, are something I have always done myself. These are;

Be well known in your industry

Encourage your managers to attend seminars and conferences, look for speaking opportunities and be a regular contributor to industry magazines or websites. The purpose here is to build your profile within your industry, as a great place to work.

Be known to have a great culture

Your best promoters are your own employees. By having a fantastic company culture, you increase the chances that your existing team will be out telling people how great it is to work with your team.

Another way to do this is share insights into your culture, using your own social media accounts. For example, Australian digital agency, Bam Creative, identified that many candidates follow their Instagram account. So they spend time posting images and comments from what it is like to be part of their team.

Offer attractive compensation and benefits

It goes without saying that you need to be at least competitive with compensation; not necessarily pay the most, but don’t pay the least either. Look for opportunities to offer softer benefits as well, such as team lunches, a day off on your birthday, and more.

In this article, Greg Savage, a respected voice across the global recruitment industry and regular keynote speaker, states “Throw out your 1990’s candidate playbook. Invest in social and digital and technology. Train recruiters on skills hunting, not job-board application screening.”

Recruitment

The second stage of the employee lifecycle is the employee recruitment stage.

The recruitment stage is just that; the active phase of finding great talent to join your organisation. This could be the result of an existing role becoming vacant (see the Employee Separation stage below) or a new position being created.

CEO and co-founder Daniel Chait of Greenhouse shares his best recruiting tip;

“Recruiting is more competitive than ever! A winning plan offers a great candidate experience, supports collaborative hiring around a clear scorecard and process, and captures meaningful data allowing you to improve your hiring results over time.”

Four tips to succeed in the recruitment stage

Here are four great tips on how to succeed in recruiting the right talent for your team.

Ask for referrals from your team

Your greatest recruitment filter is often your own existing employees. As members of your industry, it is likely that they may have people they know who could be a perfect fit. Be careful though, to avoid hiring close friends of family of existing employees, as this can make the team dynamic very difficult.

Try different recruitment platforms

Don’t stick to the major recruitment websites or media. Think outside the box; where is it that many of your ideal candidates may be? Is it an industry meet up that you could attend, or is it that they all read this industry magazine you may wish to advertise in?

Be specific in who you are looking for

The worst employment advertisements are the ones that are very vague. Sure, it may be your plan to cast a wider net, however you should be careful to list all your pre-requisites to save both you and the candidates time in applying and assessing.

Involve your existing employees

As well as asking if your current employees know a good candidate, you could also request they help determine the best requirements for the role, and also assist you in reviewing the resumes and qualifications of any potential candidates.

You can also request that someone in a very similar role joins you in the interview process, to assess the candidates fit within the team.

Onboarding

The third stage of the employee lifecycle is the employee onboarding stage.

This is the very critical stage of getting new hires adjusted to the performance aspects of their new job within your company quickly and smoothly. It is the process through which new hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organisation.

Research has proven that the degree that managers make new hires feel welcomed into the team and prepared for their new roles, the faster that they will be able to successfully contribute to the organisation’s mission.

Tips to succeed in the Onboarding stage

Here are four great methods to ensure that a new hire on boarding goes smoothly for all concerned.

Have a job description

A job description doesn’t need to be long and academic. I prefer a one single page approach, where we list the most important duties, as well as experience and skills.

Discuss your company values and vision

In the first few days, it is vital that you sit down with the new employee, and take them through your company values and vision and what they all mean. Ask your recruit what the values mean to them, and if they have any questions.

Outline your expectations clearly

Although your role description will carry some of the detail, it is important to lead each employee through the expectations you for them, along with why they are important to the company success.

Follow up regularly

Don’t just complete your first weeks induction and leave it! Schedule a face to face with the new employee after a few weeks, and find out what is going on with them, what challenges they have found integrating with your team, etc.

Development

The fourth stage of the employee lifecycle is the employee development stage. By consistently encouraging professional development amongst your team, you are helping skill your team members up, and help provide them with a future career path.

Tips on improving professional development in your team

We’ve chosen our four top tips for employee development.

Encourage external learning

Many organisations have found great value in providing their employees with opportunities to attend relevant conferences and seminars. This could take the form of sending them at the company cost, or indeed offer all employees a budget for their own initiated event attendance.

Assess their skills and knowledge together

All managers should work with their employees to identify their key skills and areas of expertise, and utilize these to plan and prioritize which areas require further development. Having a trusted manager act as a mentor can go a long way to encouraging openness.

Encourage your employees to be responsible for their own development

You should encourage and support every employee to develop a professional development action plan, that will help them develop their abilities, and increase chances of career advancement. Offer to help them do this together, or provide a template for all of your team to complete their own simple plan.

Reward employees who learn in their own time

Many people are regularly doing informal development outside of normal work hours. When you hear of someone with your team doing this, make a point to find out more about this, and sincerely thank them for their efforts. A little positive praise can go a long way to motivating people.

Gail Yeowell Managing Director Smart HR Solutions says;

Managers should set an example, be a role model, provide leadership and inspiration and ensure their people:

  • Know and understand what is expected of them
  • Have the skills and ability to deliver on these expectations
  • Are supported by the Company to develop the capacity to meet these expectations
  • Are given constructive feedback on their performance
  • Have the opportunity to discuss and contribute to individual and team aims and objectives
  • Continuously develop for existing and future roles

Retention

The fifth stage of the employee lifecycle is the employee retention stage. This is where you focus your energies on keeping your top employees, and ensure that they are both happy and challenged in their role within the team.

Your positive company culture has a lot of influence in this area. A bad company culture will inevitably mean that your organisation will suffer from a high employee turnover, and that you will face the costs of having to replace your employees regularly.

Five tips to improve employee retention

Good news is, that with some commonsense and effort, employee retention doesn’t need to be hard to achieve. For example, some tips on ensuring you retain your key people, include;

Hiring the right people to begin with

See the attract and retain section of this article; if you are careful with who you hire to begin with, you stand a better chance of keeping employees in your team.

Build and foster great relationships with your team

This isn’t to mean you should invite them to your home for dinner, more that you should foster an open, honest and respectful relationship with everyone within your team.

Openly communicate your team mission and aspirations

One important element in employee retention is to ensure that they understand and are committed to the same mission and direction as the company. Ensure that you regularly communicate where they belong within the company, and how their role helps you execute your mission.

Seek their feedback and measure morale frequently

If your team is small enough, schedule a weekly face to face meeting, to discuss how they are going, and what problems or issues they are facing.

This is where tools such as employee pulse surveys are important. If you want to measure the overall team morale, and seek constant effective feedback, a tool such as our six question employee surveys makes great sense.

Understand what motivates various team members

There are many different types of personalities out there, and many different elements are important to people. Understanding what drives and motivates your employees means that you can communicate and reward them in different ways, to suit their own personality.

Separation

The sixth and final stage of the employee lifecycle is the employee separation stage.

For most employees, there comes a point where the life cycle does come to an end. Employees may leave due to retirement, new employment, or for family or personal reasons. It’s important that your separation process is just as strategic as your onboarding process.

When a team member leaves, this can in turn affect other members of the team and it’s the manager or HR professionals job to make sure the employee who is exiting, leaves in a way that doesn’t disrupt the entire company.

Tips to succeed in the Separation stage

Here are four great ideas you could adopt, if you are faced with a key employee leaving your organisation unexpectedly.

Dig deep into the reasons behind the resignation

What they first state and what the actual reasons behind a resignation can often be different.

Remember the saying, ‘One door closes and another opens’

Just because you feel a sense of loss at this top performer leaving your team, it doesn’t mean that you may not find an even better employee to replace them.

Ask for honest feedback

A person leaving gives you a fantastic opportunity to glean some honest feedback on what it is like to be an employee at your organisation.

Remind the team that life goes on

Team morale can often be negatively affected by someone leaving your employ. It is worth concentrating on reaffirming your commitment to the team, and that whilst it is disappointing this person is leaving, the team will recover and grow as a result.

In Summary

As it was discovered, the employee lifecycle model is an interesting method to visualize and plan for each stage of an employees interactions with your company. By focusing on doing the best you can in each stage, it is possible to attract and retain a fantastic team.

In summary, the six stages of an employee lifecycle are;

Attraction

Focus on building the right image, to attract the best candidates to your business.

Recruitment

Have a solid recruitment strategy to determine who would be best for your role.

Onboarding

Getting new hires up to speed efficiently is very critical to their success.

Development

Encouraging ongoing professional development within your team creates happier, smarter employees.

Retention

Spend time on ensuring you retain your top talent. A positive company culture is an absolute must.

Separation

Accept that people do leave. Have a great process in place to learn from the experience, and continue a good morale within your team.

All the best in building a great, motivated and productive team!

 

Thank You For Reading !!!!!!!

Workplace Diversity: A Key Factor in the Success of Small Businesses

Workforce Diversity By Marijan Pavisic MS SPHR

Over the course of many years, the notion of “Workplace Diversity” was a concept, a fad, one of many organizational ‘flavor of the month’ programs; and to some, another name for Affirmative Action.  Workplace Diversity was viewed as code words referring to race, ethnicity and gender.   There were expectations and even pressure imposed to consider diversity attributes as a major factor in staffing decisions.  The term ‘quota’ comes to mind in these cases. 

 It is refreshing to say that we have come a long way since those days.  Oh yes, major corporations and large organizations tend to demonstrate their commitment through the appointment of executives to lead their diversity programs.  They create large scale programs, including training, hold corporate sponsored events, and contribute financial and manpower support to the programs of special interest groups. 

 The world of small business is totally different when it comes to workplace diversity.  It’s not a program. It’s a reality; a key factor in survival and the challenges to achieving success.  Small businesses, by virtue of size, the demographics of their customer base, the products and services they offer, realize that true diversity is reflected in the characteristics and attributes of the customers they serve.  More importantly, they understand the value of the diversity of their employees and consider their differences an asset to the business and essential in serving its customers. 

 Small businesses have long understood that diversity encompasses race, gender, religion, sexual orientation, ethnicity, age, personality, education, and much more.  These factors are generally second nature in the staffing process.   The focus is on hiring the most qualified candidate for the job.  By doing so, they manage to create a diverse staff on the basis of the skills they need to provide quality service to their customers. 

 Commitment to diversity in the workplace is important.  It creates an environment where differences are respected and taken seriously, and where there is openness and the sharing of ideas.  The diversity of experience, thoughts, and various perspectives set the stage for a workforce of dedicated employees whose overall mission is to do the best job they can to satisfy their customers.    

By Marijan Pavisic MS SPHR

Happy Nurses Week-National Nurses Week History

nurses-week

National Nurses Week History

National Nurses Week begins each year on May 6th and ends on May 12th, Florence Nightingale’s birthday. These permanent dates enhance planning and position National Nurses Week as an established recognition event. As of 1998, May 8 was designated as National Student Nurses Day, to be celebrated annually. And as of 2003, National School Nurse Day is celebrated on the Wednesday within National Nurses Week (May 6-12) each year.

The nursing profession has been supported and promoted by the American Nurses Association (ANA) since 1896. Each of ANA’s state and territorial nurses associations promotes the nursing profession at the state and regional levels. Each conducts celebrations on these dates to recognize the contributions that nurses and nursing make to the community.

The ANA supports and encourages National Nurses Week recognition programs through the state and district nurses associations, other specialty nursing organizations, educational facilities, and independent health care companies and institutions.

A Brief History of National Nurses Week

1953 Dorothy Sutherland of the U.S. Department of Health, Education, and Welfare sent a proposal to President Eisenhower to proclaim a “Nurse Day” in October of the following year. The proclamation was never made.

1954 National Nurse Week was observed from October 11 – 16. The year of the observance marked the 100th anniversary of Florence Nightingale’s mission to Crimea. Representative Frances P. Bolton sponsored the bill for a nurse week. Apparently, a bill for a National Nurse Week was introduced in the 1955 Congress, but no action was taken. Congress discontinued its practice of joint resolutions for national weeks of various kinds.

1972 Again a resolution was presented by the House of Representatives for the President to proclaim “National Registered Nurse Day.” It did not occur.

1974 In January of that year, the International Council of Nurses (ICN) proclaimed that May 12 would be “International Nurse Day.” (May 12 is the birthday of Florence Nightingale.) Since 1965, the ICN has celebrated “International Nurse Day.”

1974 In February of that year, a week was designated by the White House as National Nurse Week, and President Nixon issued a proclamation.

1978 New Jersey Governor Brendon Byrne declared May 6 as “Nurses Day.” Edward Scanlan, of Red Bank, N.J., took up the cause to perpetuate the recognition of nurses in his state. Mr. Scanlan had this date listed in Chase’s Calendar of Annual Events. He promoted the celebration on his own.

1981 ANA, along with various nursing organizations, rallied to support a resolution initiated by nurses in New Mexico, through their Congressman, Manuel Lujan, to have May 6, 1982, established as “National Recognition Day for Nurses.”

1982 In February, the ANA Board of Directors formally acknowledged May 6, 1982 as “National Nurses Day.” The action affirmed a joint resolution of the United States Congress designating May 6 as “National Recognition Day for Nurses.”

1982 President Ronald Reagan signed a proclamation on March 25, proclaiming “National Recognition Day for Nurses” to be May 6, 1982.

1990 The ANA Board of Directors expanded the recognition of nurses to a week-long celebration, declaring May 6 – 12, 1991, as National Nurses Week.

1993 The ANA Board of Directors designated May 6 – 12 as permanent dates to observe National Nurses Week in 1994 and in all subsequent years.

1996 The ANA initiated “National RN Recognition Day” on May 6, 1996, to honor the nation’s indispensable registered nurses for their tireless commitment 365 days a year. The ANA encourages its state and territorial nurses associations and other organizations to acknowledge May 6, 1996 as “National RN Recognition Day.”

1997 The ANA Board of Directors, at the request of the National Student Nurses Association, designated May 8 as National Student Nurses Day.

 

Workplace Diversity: A Key Factor in the Success of Small Businesses

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Over the course of many years, the notion of “Workplace Diversity” was a concept, a fad, one of many organizational ‘flavor of the month’ programs; and to some, another name for Affirmative Action. Workplace Diversity was viewed as code words referring to race, ethnicity and gender. There were expectations and even pressure imposed to consider diversity attributes as a major factor in staffing decisions. The term ‘quota’ comes to mind in these cases.

It is refreshing to say that we have come a long way since those days. Oh yes, major corporations and large organizations tend to demonstrate their commitment through the appointment of executives to lead their diversity programs. They create large scale programs, including training, hold corporate sponsored events, and contribute financial and manpower support to the programs of special interest groups.

The world of small business is totally different when it comes to workplace diversity. It’s not a program. It’s a reality; a key factor in survival and the challenges to achieving success. Small businesses, by virtue of size, the demographics of their customer base, the products and services they offer, realize that true diversity is reflected in the characteristics and attributes of the customers they serve. More importantly, they understand the value of the diversity of their employees and consider their differences an asset to the business and essential in serving its customers.

Small businesses have long understood that diversity encompasses race, gender, religion, sexual orientation, ethnicity, age, personality, education, and much more. These factors are generally second nature in the staffing process. The focus is on hiring the most qualified candidate for the job. By doing so, they manage to create a diverse staff on the basis of the skills they need to provide quality service to their customers.

Commitment to diversity in the workplace is important. It creates an environment where differences are respected and taken seriously, and where there is openness and the sharing of ideas. The diversity of experience, thoughts, and various perspectives set the stage for a workforce of dedicated employees whose overall mission is to do the best job they can to satisfy their customers.

By Marijan Pavisic MS SPHR

Employees name 4 biggest workplace distractions: Here’s how to help them

officespace

It’s not surprising that a recent survey found 69% of full-time employees get distracted at work. The more interesting finding is that 70% of workers think their managers could help them focus better through training. 

Udemy conducted a survey of 1,000 full-time office workers in the U.S. to find what was causing the distractions, how employees cope with them and what employers can do to help workers regain their focus.

Biggest distractions

Fifty-four percent of employees believe they are underperforming due to workplace distractions. Here’s what topped the list:

  • Talkative co-workers (80%)
  • Office noise (70%)
  • Meetings (60%), and
  • Social media (56%).

The majority of workers who said social media was the biggest distraction admitted that its use wasn’t work-related, but they couldn’t get through the day without checking personal accounts. One-third of millennial employees are on their phones for up to two hours during the workday.

A lot of workers are aware these distractions affect their productivity and try to combat them on their own.

Forty-three percent of employees shut their cell phones off during work. Thirty percent listen to music to block out conversations and other noises. And when workers know they’re distracted and won’t be able to focus, 26% use that time to complete simpler tasks.

What employees need to focus

Distractions not only impact productivity, but also have a long-term impact on careers.

Twenty-two percent of workers think distractions can prevent them from reaching their full potential and advancing in their careers, while 34% said distractions simply make them like their job less.

Employees had some ideas of what would make them more inclined to focus at work:

  • Trying new things (54%)
  • Being encouraged to learn new skills (42%)
  • Knowing the path for professional advancement (35%), and
  • Participating in workplace trainings (22%).

The survey also found some more tangible things employers can do to cut down on distractions. Here are the top suggestions:

  • Allow flexible schedules/telecommuting (40%)
  • Have designated spaces for quiet work and teamwork (38%)
  • Provide time management training (37%)
  • Define office norms for noise levels, conversations, etc. (31%), and
  • Have regular “no meetings” days.

IRS’ first FAQ on paid-leave credit answers some key questions

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Employers finally have federal guidance regarding the paid-leave tax credit created under the Tax Cuts and Jobs Act (TCJA), but that guidance is likely to fall short of what many firms were expecting.

In fact, in the initial FAQ on the tax-credit, the IRS even said it will eventually offer more comprehensive guidance for employers. But until that additional guidance comes, employers will have to make do with what the feds just rolled out.

12.5% to 25% credit

What employers already knew about the credit: It was established for employers that provide paid family and medical leave, as described under the FMLA, to employees for wages paid between Jan. 1, 2018, and Dec. 31, 2019 and will sunset unless Congress decides to extend it. Employees on leave must be paid at least 50% of their normal wages while on leave.

The tax credit ranges from 12.5-25% of the amount of wages paid to a worker during leave, depending on exactly how much of their normal wages are actually paid out. The credit only applies to those who earn below $72,000 and doesn’t apply if by paid leave is mandated by their state or local law.

While the FAQ essentially reiterated a lot of what was in the TCJA, it did clarify what constitutes “paid family and medical leave” under the credit:

  • Birth of an employee’s child and to care for the child.
  • Placement of a child with the employee for adoption or foster care.
  • To care for the employee’s spouse, child, or parent who has a serious health condition.
  • A serious health condition that makes the employee unable to perform the functions of his or her position.
  • Any qualifying exigency due to an employee’s spouse, child, or parent being on covered active duty (or having been notified of an impending call or order to covered active duty) in the Armed Forces.
  • To care for a service member who is the employee’s spouse, child, parent, or next of kin.

In addition, if employers provide paid vacation, personal, medical or sick leave that isn’t specifically for one of those reasons, it will not be considered family and medical leave for the purposes of the tax credit.

The FAQ also clarified how employers must calculate the credit. For example, companies must reduce their deductions for wages paid by the amount of any tax credit for paid leave.

The attorneys over at Winston & Strawn LLP offered a specific example of how the calculation would apply to an employee earning $50,000 that included $5,000 of paid FMLA leave. In this example, the employer received a $1,250 credit for the leave it provided. Therefore, it could only deduct $48,750 of the employee’s wage expense ($50,000-$1,250).

What the feds didn’t include

Despite the clarifications, the IRS said IT has a lot more guidance coming on the finer points of the credit. Specifically, the agency said it will address (“eventually”) the following in future guidance:

  • When the written policy [on paid FMLA for purposes of tax-credit calculation] must be in place;
  • How paid “family and medical leave” relates to an employer’s other paid leave;
  • How to determine whether an employee has been employed for “one year or more”;
  • The impact of state and local leave requirements; and
  • Whether members of a controlled group of corporations and businesses under common control are treated as a single taxpayer in determining the credit.

How to Assess Performance With a 360 Review and What is 360 Review

360 Review

What is 360 Review?

A 360 review is a professional feedback opportunity that enables a group of coworkers to provide feedback on an employee’s performance. The feedback is generally asked for by the manager to whom the employee reports. Coworkers who participate in the 360 review usually include the boss, several peers, reporting staff, and functional managers with whom the employee works regularly.

Hence, the name of the feedback opportunity comes from the fact that performance feedback is solicited from all directions in the organization

The 360 review differs from an employee appraisal which traditionally provides the employee with the opinion of his or her performance as viewed by the manager. These employee appraisals tend to focus on the progress the employee achieved on job goals. The manager may seek feedback from other employees, especially managers, about the employee’s performance, but it’s not part of the formal system.

In contrast, the 360 review focuses more directly on the skills and contributions that an employee makes. The goal of the feedback is to provide a balanced view to an employee of how others view his or her contribution and performance in areas such as leadership, teamwork, interpersonal communication, management, contribution, work habits, interpersonal interaction, accountability, vision and more, depending on the employee’s job. The review allows coworkers to assess the employee’s impact on furthering goal accomplishment and positive customer results as observed by team members.

 

How Does 360 Review Feedback Work?

Organizations use a variety of methods to seek 360 feedback about employees. Some are more common than others and all depend on the culture and climate of the organization.

In most organizations that ask for 360 feedback, the manager asks for and receives the feedback. The manager then analyzes the feedback looking for patterns of behavior to note. The manager searches for both positive and constructive feedback. The goal is to provide the employee with the key and important points without overwhelming him or her with too much data.

Often the manager has sought feedback in response to specific questions so the feedback is easier to organize and share. Some organizations use instruments that are tallied electronically and that give employees a score in each area assessed. Some processes are completely online. Others still rely on open ended questions.

Organizations also hire external consultants to administer the surveys, usually when managers are receiving a 360 review. The consultants then analyze and share the data with the manager and with the manager and staff in some cases. In the best of these circumstances, the manager and staff join together to plan improvements for both the manager and for the department.

In more progressive organizations, that have built a climate of trust, employees provide 360 feedback directly to each other. But, you must always take care that the feedback must be as descriptive as possible so that the employee has something tangible to improve. When sharing is open, make sure also that you solicit frequent employee feedback about how the process is working and affecting employees.

In any case, how you introduce, monitor, and evaluate the effectiveness of the 360 review process is critical to its success or failure.

NEXT ARTICLE WILL BE ABOUT THE GOOD, THE BAD AND THE UGLY OF 360 REVIEWS

Thank You For Reading

Marijan Pavisic MS SPHR

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CarePlus Foundation Board Appointement

It is my honor to be nominated and appointed as a member of the CarePlus Foundation Board of Trustees.

Care Plus Foundation, Inc., a 501(c)(3) non-profit organization, supports the innovative and life-changing programs and services provided by of Care Plus NJ, Inc. and it’s subsidiaries.

Since their inception in 1998, their mission has been to support programs and services that help provide care and support for individuals affected by mental illness, as well as education and outreach to decrease the stigma of the disease.

CarePlus Foundation comprehensive approach to decreasing the stigma of mental illness includes direct support, advocacy, and community involvement. Given that, all funds raised provide direct client support through medication aide, housing support, services, training, and educational scholarships.

Please support this great organization

Thank You

Marijan Pavisic MS SPHR

You can learn more about this great organization following links below

CAREPLUS NJ

CAREPLUS FOUNDATION 

10 Tips for Effective Time Management

How good is your time management by Marijan Pavisic MS SPHR

Not planning a schedule, committing to too many tasks or events, and dealing with the many life distractions can all lead to wasted time and anxiety about how to get everything done. Here are 10 tips to keep in mind as you hone your time management skills:

  1. Determine which activities are fixed vs. flexible. 
    This will vary for each individual, but some items on your schedule are fixed, meaning that they will occur at the same time each week. Others will occur occasionally or have flexibility around when they can be scheduled. Fixed events may include work hours, classes, meetings, mealtimes, church, children’s activities, and hours spent commuting. Flexible items could include time allotted for exercise, household chores, appointments and errands, entertainment, and down time.

  1. Be realistic about how much time you need. 
    Planning out your schedule can help ensure that adequate time has been budgeted for required activities. Having a plan prevents you from having to rush, and also reminds you not to spend too much time on tasks that you can accomplish quickly.

  1. Break tasks down into manageable segments. 
    Some projects are complex and involve multiple steps. Scheduling each step separately can provide a series of manageable goals to accomplish.

  1. Establish a routine. 
    A schedule provides a helpful guide, but establishing consistent habits makes it easier to maintain productivity. Just as healthy eating habits can support wellness, effective time management habits can support a sense of confidence and ease.

  1. Reward yourself. 
    Compensation for time well spent can include scheduling weekend time to ensure that you really get time to relax. If there’s something that motivates you more, use that as an incentive to reward accomplishments.

  1. Be flexible, but don’t get derailed.
    Unexpected events will always arise, and you can adjust your schedule to accommodate them by utilizing free time. After a shift in scheduled time occurs, return to your plan in order to stay on track.

  1. Group tasks to maximize efficiency.
    You can group errands by location and priority, and arrange tasks by type. Embrace multi-tasking by combining activities that work well together. For example, complete laundry while doing other household chores or homework.

  1. Listen to your body. 
    Following the natural cycles of your body can help you create an effective schedule. If you’re a morning person, for instance, you may have more energy for certain things earlier rather than later in the day. You may have a job or school schedule that doesn’t exactly match your natural rhythms, but being aware of your energy levels throughout the day can help you anticipate how much time you may need for a given activity.

  1. Don’t be afraid to delegate. 
    In work or family life, find duties that you can delegate or share with others to help alleviate your workload. While you may give up some control by sharing tasks with others, you may also discover that you have more time to focus on high-priority items and those personal goals that matter the most to you.

  1. Keep your eyes on the prize.
    Whether you’re focusing on short-term action steps or long-term goals, use these objectives for motivation. This can help you stick to your time management schedule and foster a sense of achievement.

There are many time management tools that you can use to help schedule time, from mobile apps to calendars and multi-year plans. Below, you’ll find a variety of templates with basic formatting and a professional appearance that can help you manage your personal and professional time better. Download the templates that work for you and customize them to fit your needs.

Thank You For Reading

Marijan Pavisic MS SPHR

New Jersey workers could soon get long-awaited paid sick time

Paid Sick Days
New Jersey workers could soon get long-awaited paid sick time

The New Jersey workers who have come to work sick or taken days unpaid to nurse a cold could soon receive paid sick time from their employers under a bill passed Thursday by the state Legislature.

The legislation, variations of which have been making its way through the Statehouse for years, would allow private-sector workers to accrue one hour of earned sick leave for every 30 hours worked.

They can use that time to care for themselves or a family member who is ill, to attend school conferences or meetings, or to recover from domestic violence.

The bill (A1827) passed the state Senate, 24-11, Thursday after passing the state Assembly last month.

More than a dozen New Jersey towns have put in place their own requirements, but there is no state-level law guaranteeing private-sector workers earned sick leave, and about 1.2 million workers here don’t get paid sick days.

Lower-income workers are much less likely to have paid sick leave. One study found only three in 10 workers with income below $20,000 had this benefit, while eight of every 10 workers earning $65,000 or more did.

Gov. Phil Murphy, a Democrat, has said he would back such a law, and this bill now heads to his desk for his signature.

The measure is opposed by business industry groups, who say small businesses will struggle to afford and conform to this one-size-fits-all approach.