October 2021

Change cannot always guarantee success, however, in the business world, change is essential for implementing organisational growth. Employees who are resistant to change can cause headaches for team leaders, creating the need for change management. “Change is the law of life. And those who look only to the past and present are certain to miss the future.” – John F. Kennedy In this article, we’ll be looking at how to deal with a resistant team through change management. But before you look to reduce your team’s resistance to change, you need to understand why we resist change in the first place. Why do employees resist change? Change is a natural occurrence in life, yet we all approach it with different perceptions and behaviours. While some members of your team may relish a new challenge or opportunity, others could feel anxious or concerned about adapting to new routines. There are many reasons why employees resist change – some may even be justified, due to poor management or leadership. Other reasons can include: Concerns for job security Fear of the unknown …

.fusion-body .fusion-flex-container.fusion-builder-row-1{ padding-top : 0px;margin-top : 0px;padding-right : 0px;padding-bottom : 0px;margin-bottom : 0px;padding-left : 0px;} Having an enjoyable work environment is essential for the success of any company. Happy employees are the key to reaching your company’s goals, whether that is getting more leads with your email marketing campaigns or boosting revenue. Therefore, employee recognition needs to be a key tool in your management strategy. If you are not yet implementing a recognition program, keep on reading for a comprehensive guide on how to recognize employees for great work. According to a Psychometrics study exploring employee engagement in the Canadian workplace, 58% of respondents said that recognition would encourage them to be more involved at their job. Another research project led by Achievers shows that 31% of employees are more likely to switch jobs because they did not receive enough recognition in the workplace. Therefore, there is a clear connection between shown appreciation and employee retention. An engaging and well-thought-out employee recognition program can result in other benefits such as increased performance and encouraging self-improvement. The good news for CEOs and entrepreneurs is that …

The average person spends a third of their life at work. And if we spend that much time at the office, it should be a space where we are physically and mentally safe.  Unfortunately, many companies are not providing this to their staff, and this has a significant impact on output and productivity.  What causes health and wellness problems in the workplace? In many workplaces, employees are overworked, highly stressed, and their contribution is not properly valued, recognized, and compensated.  In fact, research suggests that as many as 40% of Americans are highly stressed at work and a staggering 80% feel some level of work stress. Almost half (46%) of all workplace stress is caused by workload. Unsafe workspaces are a significant cause of unhappiness and ill health at the office. These workplaces lack policies or rules to protect employees from hazards, abuse, or harassment that cause mental and physical ill-health. Ailments such as depression, heart disease, hypertension, and musculoskeletal conditions, can arise from working where employers do not prioritize the health and safety of their team. What is the …

Have most interviews left you feeling a bit meh? We know the feeling. Most companies only invest in successful candidates and pay little attention to how they deliver rejections to those that don’t land the role, offering one of two responses – a generic one or no response at all.  Sadly, the generic rejection messages candidates often receive has been mass sent to all unsuccessful candidates without a second thought, and tend to look like this: ‘Unfortunately, we’ve decided not to progress with your application. We’re sorry that we cannot give any personal feedback at this stage.’  Or worse, some hiring teams state that unsuccessful candidates won’t hear back at all, which leaves individuals waiting for news that might never arrive. The message this sends to unsuccessful candidates is overwhelmingly negative. Not only do they leave the process with the feeling that they weren’t very memorable, but they also walk away unsure of how to improve in the future.  However, the feedback delivered to unsuccessful applicants doesn’t have to be this way. At Juro, we believe we’re judged on how …

Personality is something that many job seekers and sometimes even employers automatically assume is subservient to technical competency. If the person can use the programs and speak the technical language, everything should fall into place naturally. Personality, however, is often more important than previous job or educational experience. Below are some of the most important personality traits to look for in a candidate.  Curiosity Curiosity is a defining quality and personality trait in a person and an employee. It is a good proxy for how eager to self-educate and learn more about the position and the company and, on the level of interpersonal skills, its clients and their coworkers. Candidates with a proclivity for curiosity are likely going to be better informed than their peers on the industry, the company, its history, key executives, the products and services offered by the company and life in general.  Curious people are less likely to become bored with a role because they are always receptive to finding new things intriguing or stimulating. They are also likely to be more open to learning and …