• Kimberly Prescott
  • Blog
  • March 27, 2023

The Pros and Cons of Workplace Napping

Napping… at work? Your immediate reaction as an employer may be “no way,” but you may be surprised to learn that there are many benefits to allowing your team to rest up while at work. Have you ever considered allowing your team to power nap during work hours? Keep reading to learn the pros and cons of workplace napping from the team at Prescott HR!

 

What can a workplace nap look like?

If workplace napping is a new concept to you, we want to explain what the practice could look like. The concept of the workplace nap become popular in recent years as companies in places like Silicon Valley improved their work culture with “nap pods” or nap rooms. We want to be clear that napping in the workplace is not an activity that takes place over an extended period of time. A workplace nap can be a quick power nap in a designated area, so they can recharge their batteries for a more productive work day.

 

The Pros of Workplace Napping

Now that you understand how a workplace nap could play out at your organization, here are the benefits for why you should consider allowing this practice at your office: 

  • Increase energy: Americans are not getting enough sleep. A quick power nap can help boost your employees’ energy, so they can be more productive throughout the day.
  • It’s healthy: An effective power nap has been shown to help reduce stress levels, curb anxiety, and improve overall health benefits. 
  • Boost your mood: Sometimes the stress of the workplace can eat away at your team members. The beauty of a quick power nap is that your team members can take a moment to unplug and feel refreshed, which can help boost their overall mood.  
  • Competitive work perk: As more companies search for ways to recruit and retain their workforce, allowing naps in the workplace is a pretty great selling point. Keep up with the competition by allowing your office to experience this unique work perk.

 

The Cons of Workplace Napping

Like all office policies, workplace napping does have its downsides. Here are the cons of workplace napping for your organization to consider:

  • This may take time: Allowing workplace naps may be a pretty big cultural shift for your workplace, and with all changes, it could take time for your team to adapt. 
  • Not everyone will want to: In that same breath, not everyone likes to nap during the day. This could cause conflict between your team members.
  • Shifts will need to be covered: If you have a team member who is taking a power nap, someone will need to be responsible for covering their tasks while they are unavailable. This can become problematic for someone who is responsible for answering important calls or greeting guests. 

 

Work with Prescott HR

Does your organization need help to update office policies like workplace napping? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • March 6, 2023

What is Workplace Mindfulness?

Workplace mindfulness is a concept that every organization should aim to incorporate into their work culture. The freedom and flexibility that comes with a more mindful team can enhance your organization in more ways than one. If you are wondering what workplace mindfulness is and how to incorporate it into your organization, keep reading for a few helpful tips from the team at Prescott HR.

 

What is Workplace Mindfulness?

Mindfulness is a state of being. Mindfulness in the workplace can look like an employee who sets intentions with purpose and remains present in his or her surroundings. This is not something that comes naturally to humans; we have to work to remain aware of how our mind works, including our built-in perceptions of others. People who practice mindfulness are able to focus on one task at a time with their full attention and without judgment. This gives them the advantage of finding new solutions to problems that multitaskers may overlook.

 

What are the Benefits of Workplace Mindfulness?

Research has shown that there are many benefits to being more mindful while at work. As working adults, we all experience career-related stress. When stressful times arise in the workplace surrounding important deadlines or big projects, mindfulness is a great practice to help alleviate some of this anxiety. Instead of focusing on the “what ifs” and the problems of the past, mindfulness allows workers to realign their focus on the present to accomplish the immediate task at hand.

 

What are Some Workplace Mindfulness Tips?

Now that you have a better understanding of what workplace mindfulness encompasses, here are a few ideas to incorporate it into your workday:

  • Practice Your Breathing: If your team is in a stressful situation, it can be helpful to take a step back and have everyone focus only on their breathing for a brief period of time. Take deep breaths and close out any negative thoughts from your mind. Instead, only focus on your breath and sit still for about 3-5 minutes. 
  • Be Present: Sometimes this is easier said than done. In order to achieve mindfulness in the workplace, you have to be focused on the present. That means if a big project is coming up, don’t dwell on mistakes from past project timelines. Instead, focus on how you can make this project better than the ones before it with a positive mindset.
  • Be Kind to Yourself: Mindfulness only works when you are taking care of yourself by ignoring any negative or intrusive thoughts. Give yourself grace and repeat positive affirmations about your strengths in the workplace. 

 

Work with Prescott HR

Does your organization want to incorporate more mindfulness into the workplace? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • February 13, 2023

Overcome Gender Bias in the Workplace

Did you know research has shown that women are more successful in upper management roles only after they have proven themselves with a long history of demonstrated loyalty? Even after years of studies and demonstrable evidence of the value of women in the workplace, gender bias still exists in most office settings. If your organization wants to take charge and learn to overcome gender bias in the workplace, keep reading for some helpful tips from the team at Prescott HR.

What is Gender Bias?

One of the most effective ways to reduce gender bias in the workplace is to recognize when it’s happening. Gender bias is the experience of a person receiving different treatment based on their gender identity. Because gender bias is so ingrained in our culture, issues involving potential bias can arise that you may not even notice. Here are some examples of gender bias in the workplace: 

  • Pay gaps
  • Framing of interview questions
  • Role forming
  • Glass ceiling

How to Combat Gender Bias

Now that you understand how gender bias in the workplace can present itself, here are some tips to help your organization avoid potential bias:

  • Recognize the Bias: As mentioned above, the most important step to reducing gender bias in your organization is to recognize when it’s happening. Take notice of the interactions around you to help recognize patterns or potential issues.
  • Speak Up: When you see gender bias happening around you, whether it’s in a group setting or behind closed doors, don’t be afraid to speak up. You have to be willing to call out yourself and others when you notice a potential issue arise. 
  • Get Transparent: Your organization should strive to be as transparent as possible when it comes to avoiding gender bias. One example would be transparency around potential pay gaps. Standardize pay within your organization to ensure that a man is not being paid more for the same role as a woman at your business. 
  • Evaluate Your Hiring Process: One of the places you may see gender bias pop up frequently is during the hiring process. From the initial interview to the onboarding process, evaluate how your organization may potentially commit gender bias. Job descriptions are the main culprit of gender bias, especially when they include words with masculine or feminine connotations. Always have your team review a job description before the post goes live to try to avoid gender bias. 
  • Establish a Mentorship Program: Allowing upper-level management to mentor the women at your organization is a great way to help instill confidence and improve networking skills for your team. 

Work with Prescott HR

Does your organization need help to overcome gender bias in the workplace? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • February 6, 2023

The Do’s and Don’ts of Dealing with Workplace Romances

Workplace romances can be tricky, at best. Many people meet their significant other through work, but addressing a budding office romance from a manager’s perspective can be difficult to navigate. If your organization needs help with addressing a workplace romance, keep reading for a helpful list of do’s and don’ts from the team at Prescott HR.

DO Address Office Romances in Your Employee Handbook

Many companies choose to prohibit coworkers and colleagues from dating one another. If you are willing to allow office romances at your organization, then we highly suggest addressing the topic in your employee handbook or office policy document. Be sure to write in a language that is specific and clear, so there is no room for ambiguity or confusion among your staff. If your organization does not allow employees to date vendors or clients, you must explicitly state that in the handbook or office policy document, too. 

DON’T Forget to Lay Out the Rules

When handling an office romance, there’s no room to be vague. To address future potential problems, you want to clearly lay out the ground rules of how your organization expects its employees to handle dating co-workers, should the occasion arise. Here are some examples of rules that your office could implement if an employee starts to date a coworker, vendor, or client:

  • All interoffice relationships must immediately be disclosed to human resources and documented
  • Supervisors may not date their subordinates
  • Employees may not show signs of physical displays of affection (PDA) while on company property
  • Employees cannot trade romantic favors for organizational advantages or goods
  • Employees may only ask a coworker on a date once. If the coworker’s response is “no,” then no further romantic pursuit may happen.

DO Encourage Transparency

The last thing you want as a manager is for your coworkers to date in secret and then have the rest of the office find out through the grapevine. If you are going to allow interoffice dating, then you must stress to your team that transparency is paramount. Be sure to thoroughly explain expectations for office romances during your employee onboarding process.

DON’T Ignore the Repercussions

So how will your organization handle an employee relationship that was not disclosed? Or what will you do if you find out that one of your superiors is dating a subordinate? Or worse, what happens when a workplace romance ends poorly and your employees now feel divided? These are all important considerations to keep in mind when determining if your office will allow workplace relationships.

Work with Prescott HR

Does your organization need help to navigate a workplace romance? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current workplace policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • November 28, 2022

How to Show Workplace Gratitude for the Holidays

The holiday season is upon us! This time of year is a great excuse to show your employees how much they mean to your organization. Before you set out to show your team the appreciation they deserve, take a moment to read through these helpful tips from the experts at Prescott HR!

 

Send a Company Card

Your organization likely already sends a holiday card to your team members. Take this year’s card a step further and include a handwritten note of appreciation for each team member. Be sure to make it authentic and personal, so your team member feels valued when reading it. 

 

Surprise Your Team with Time Off

If your organization can handle the paid time off, a meaningful gesture of appreciation is to give your team an unexpected day off. The holidays are a busy time as employees juggle work, shopping for gifts, prepping for social events, and more. Why not show your gratitude for their hard work by rewarding them with a day off to catch up on personal tasks? 

 

Host an Office Get Together

As the holiday gets closer, consider celebrating together as a team. This could be an office party, team lunch, or employee outing that brings everyone together. One important tip: be sure that you are recognizing all holidays in December, not just Christmas. 

 

Look for Meaningful Gifts

When you are selecting a gift for your team, we recommend avoiding a branded corporate item. Instead, gift your team members with something they will actually want or that has a deeper meaning. One example is to make a monetary contribution to an organization that matters to your team, like a local charity. You could also present them with a gift card to a local coffee or smoothie shop near the office that employees can use in the New Year. 

 

Give Back Together

Along those lines, a great way to show appreciation for your team is to come together and work toward a goal that benefits your community as a whole. Consider giving your team the day off to volunteer as a group at a community charity. This could mean shopping for a local toy drive or packaging food for a free community food drive. 

 

Host a Gift Exchange

A great way to celebrate the holidays is to host an employee gift exchange. Set a spending limit and allow your team to participate in exchanging fun or silly gifts with one another. This is a great way to boost team morale. Just make sure you do not make the gift exchange a requirement for all employees to participate – it should always be optional. 

 

Work with Prescott HR

Does your organization need help to show workplace gratitude this holiday season? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • September 26, 2022

Invest in Diversity, Equity, and Inclusion

It’s been exciting to see many organizations prioritize diversity, equity, and inclusion in their workplace over recent years. Investing in your company’s DEI program can help your business reap many rewards, including higher employee satisfaction, talent retention, and positive workplace benefits.

Keep reading to learn more about why you should invest in diversity, equity, and inclusion at your organization from the experts at Prescott HR.

What is DEI?

Before we begin, let’s define what DEI is first and how it can benefit your organization. DEI stands for Diversity, Equity, and Inclusion. These three concepts should be incorporated within your organization to promote a more inclusive and accepting workplace.

Diversity is the presence of differences, including race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, disability, age, and more.

Equity is the promotion of fairness within your organization’s procedures and resources to ensure that all of your team members are treated fairly and equally.

Inclusion is the effort organizations can make to ensure their employees feel welcomed and invited, which allows your team members to participate in all facets of office life without fear or anxiety.

Why is DEI important?

Studies have shown that incorporating diversity, equity, and inclusion into a workplace can have major positive benefits to your organization as a whole. These include higher revenue, higher rates of job acceptance, better job performance, and more. Plus, organizations that prioritize DEI initiatives are more likely to hire and retain top talent in their field.

Evaluate where you stand

Now that you understand the benefits of DEI, it’s time to evaluate where your organization stands with its current policies. The first step you should take is to look at your executive team. Your company’s top management team is the “face” of your organization, so what does yours look like?

Is management made up of a diverse group of individuals from different backgrounds and demographics? If the answer is no, it may be time to evaluate if there are open leadership opportunities that a more diverse professional could fill. 

Create a welcome environment

Many employees leave their jobs when they feel undervalued or underappreciated. It’s your responsibility as an owner or manager to ensure that each and every employee on your team feels valued, heard, and respected.

A few important steps to take as a manager include:

  • Avoid playing favorites with certain employees
  • Be courteous to all team members
  • Celebrate holidays or occasions that are relevant to every team member
  • Encourage an open forum of discussion and communication in your office

Work with Prescott HR

Is your organization ready to invest in diversity, equity, and inclusion? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current DEI initiatives, plus offer ways to improve on your current policies.

Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

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  • Kimberly Prescott
  • Blog
  • September 12, 2022

Tips to Cut Down Employee Turnover

High employee turnover is something many organizations are experiencing this year, especially since the onset of the COVID-19 pandemic and the Great Resignation. Luckily, hiring and retaining top talent for your organization is a craft that your business can learn and improve on when given the right training resources.

Keep reading to learn a few helpful ways to cut down employee turnover from the team at Prescott HR.

Why does employee turnover happen?

Before you start to cut down on employee turnover, it is crucial to understand the root issue, or issues, of why your team members are leaving. If you are experiencing high employee turnover, it’s important to evaluate different facets of your business that may be contributing to the overall problem.

Here are some common examples of workplace issues that may lead to high employee turnover: 

  • Poor compensation or lack of benefits
  • Lack of growth opportunities or recognition 
  • Poor leadership or a toxic work culture
  • Lack of flexibility or work perks

How to prevent high employee turnover

Now that you have a better understanding of potential flaws within your organization that could lead to team dissatisfaction, you can take steps to cut down the turnover. Here are several examples: 

  • Keep compensation and benefits competitive. A major contributor to high employee turnover is poor employee compensation. More organizations are hiring now than ever, and it doesn’t take much effort for your employees to research what other professionals are earning in their roles at other organizations. As an organization, it’s your responsibility to continually evaluate if your business is offering competitive compensation and benefits packages to your employees.
  • Recognize and reward your team members. Employees need to feel satisfied in their workplace, which goes hand in hand with employees showing gratitude to their team members. If your organization has become toxic or is displaying poor leadership, employees can feel like their contributions are not valued and will be more likely to leave. Make sure that your managers undergo continual leadership training and engage in authentic ways to show employee appreciation to your team.
  • Offer more workplace flexibility. Workplace flexibility has become a major hiring perk for organizations across the board. Work professionals are seeking more work-life balance, which has led to a demand for more flexible work options. If your organization is not providing this flexibility, like remote work options, then you may experience a higher employee turnover.
  • Provide opportunities for growth. Many employees can burn out at a job simply because of a lack of opportunity for growth. That’s why it is crucial for every organization to continually offer opportunities for growth amongst their employees. This can include opportunities like continuing education or mentorship programs to make your employees feel like your organization is investing in their professional growth.

Work with Prescott HR

Is your organization experiencing high employee turnover? We are here to help! Prescott HR offers a wide range of services that can help your organization hire and retain top talent in your field. Our unintimated HR practices allow us to be focused and effective, providing your

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  • Kimberly Prescott
  • Blog
  • August 15, 2022

Avoiding Ageism in the Workplace

You may be surprised to learn that ageism in the workplace is still alive and well. Even with the advanced training opportunities and HR resources available to organizations, some will inadvertently practice age discrimination, which can lead to expensive lawsuits and harm employee morale. Keep reading about how to avoid ageism in the workplace from the experts at Prescott HR!

What is Ageism?

In short, ageism is age discrimination; but ageism isn’t always “in your face” apparent. Ageism practices can be discreet and sometimes unknown to the organization that is committing it. An example of ageism in the workplace is creating a job description that seeks “an energetic, recent college graduate.” Ageism does not just affect older generations, too. Ageism in the workplace can happen when a younger employee is overlooked for management positions, simply because “they are too young for the role.” 

Ageism is Illegal

In 1967, the United States passed the Age Discrimination in Employment Act (ADEA). This Act prevents employers from discriminating against employees based on their age, including hiring, firing, assigning work, and promotions. It’s important to note that the ADEA protects employees at organizations with 20 or more employees; so if your company has less than 20 employees, this Act does not apply.

What does ageism look like in the workplace?

As we mentioned above, ageism is not always blatantly noticeable in the workplace. Here are some examples of workplace incidents where ageism may be affecting decisions:

  • Unfair tasks are given to more senior members of a team
  • Leaving more senior team members out of group activities
  • Being passed over for promotions for being “too young” 
  • Learning opportunities are available to younger employees, but not older

Consequences of Workplace Ageism

Now that you have a better understanding of what ageism in the workplace looks like, it’s important to note that there are serious consequences for organizations that commit ageism. Studies have shown that organizations that commit ageism are more likely to see higher rates of employee turnover and an overall loss of productivity. Plus, if your organization is sued for ageism, you are looking at an expensive lawsuit or settlement. 

How to Avoid Ageism in the Workplace

Above are just a few examples of how ageism can play out in the workplace. So how can your organization avoid ageism? Here are some helpful tips: 

  • Promote a culture of diversity. Always be sure to hire a diverse group of employees with a range of ages and life experiences. 
  • Never apply stereotypes. Don’t assume that younger employees are able to navigate technology easier than older generations. Keep all employee interactions and requests equal. 
  • Avoid harmful terms. There are many phrases we include in our everyday lingo that may have tones of ageism. For example, avoid using phrases like “old-fashioned” or “ancient.” 

Work with Prescott HR

Does your organization need guidance to prevent ageism in the workplace? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization understand ageism. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.  

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  • Kimberly Prescott
  • Blog
  • July 25, 2022

Setting Your Workplace Up for Productivity

Nothing can kill a team’s productivity quite like a workspace full of clutter and distractions. When your team spends hours upon hours at their desks each day, even the little things can hinder overall productivity – and even your team’s wellbeing. That’s why the experts at Prescott HR are sharing a few helpful tips to seat your workplace up for productivity. Keep reading to learn more!

Proper Lighting

This may surprise you, but good lighting is essential to a productive workspace. In fact, studies have shown that good lighting can improve your work output, as well as your overall health. And natural lighting is best of all. If it’s possible, situate your desk in a position that gets the most possible natural light, like from a window or skylight. If natural light is not an option, there are many lamps on the market that simulate daylight.

Speaking of light, you also want to make sure that your desk does not have too much light, which can cause a glare on your computer screen.

The Right Chair

If you think about it, we typically spend an eight-hour workday sitting in a chair. That’s more than a third of your entire day! You deserve a nice chair to work in. Make sure that your chair is set to the right height above your desk, so you’re not straining or leaning too much in it. The right chair should offer proper lumbar and seat depth support, so you can keep your body as healthy as possible during the day.

Declutter Your Space

This step is so important! You will be hard-pressed to stay productive if your desk is filled with distracting items, like piles of papers, stacks of folders, etc. We recommend taking ten minutes at the end of each week to organize your desk for the work week ahead.

File or store all paperwork in a place that is not the surface of your desk and wipe down your space with a disinfectant. You will thank yourself on Monday when you walk into a clean and organized workspace, ready to start a new week.

Get a Houseplant

Houseplants have a surprising amount of benefits for increased productivity and overall health. Not only will adding a plant to your desk help create a pop of natural color, but houseplants have been shown to decrease anxiety and stress.

Make sure that you select the right plant for your desk, especially if you work in an area without a lot of natural light.

Work with Prescott HR

Does your organization need help creating more productive workspaces? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization get more productive. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need.

Give us a call today at 443-351-8818 or contact us online. 

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