E. A. Dion Blog

When Should You Take A Break? Here's A Handy Guide

Fri, 20 Nov 2020 19:00:03 GMT

As we explore this month’s theme on stress and self-care, it’s worth discussing not just how we take breaks, but when. At times we may find ourselves in a flurry of work and not realize that our brains are begging for a small reprieve.

Stop, Then Go

Similar to a racecar making a pit stop, or a runner grabbing some water, we need refreshing breaks. While it may take some time out of the “race,” we just wouldn’t go as far without them. So while it may seem counterintuitive to pull yourself away from work, you’ll actually get more done over the course of a day. Dr. Larissa Barber and Amanda Conlin from Psychology Today explain: “Breaks can replenish the psychological costs associated with working hard, improve work performance, and boost energy. … For example, researchers have shown that watching a funny eight-minute video (Cheng & Wang, 2015) or spending less than one minute looking at nature (Lee et al., 2015) improves employee performance after they return to the work task.”

The Golden Ratio

While more research needs to be done on the topic, productivity experts have concluded that breaks should be taken every 50 to 90 minutes. Desktime, a productivity app by the Draugiem Group, analyzed the work patterns of the top 10% of it’s most productive users. What they found was on average, these people worked for 52 minutes, then took a 17 minute break. They also didn’t work longer hours than anyone else. This case study contrasts slightly with studies done about our natural rest-activity cycle, or ultradian rhythm. Our ultradian activity cycle lasts for 90 minutes before we dip into inactivity, so Tony Shwartz, President of The Energy Project, concludes that you should take a 15-20 minute break every 90 minutes. This seems to have worked for him; after carving his work day into 90 minute chunks, he was able to write a book in just six months!

Signs You Need a Break

When we don’t take regular breaks, we begin to feel it. Here are some tell-tale signs that you need a break, afternoon off, or even a vacation:
• You keep hitting a wall. Everyone does some manner of problem-solving at work, and if you’re finding that you just can’t work around an obstacle, it may be time for a break. If you keep trying to force a solution, you’re likely to get stuck and further frustrated.
• You're resilience is low. When we become stressed, tired, and burned out, even the smallest of setbacks can seem like tragedy. If you find that you’re responding more dramatically to negative news at work, it may be time for a break. Give yourself some time to recharge so you can tackle negative news with grace.
• You’re doing small unimportant tasks instead of any of your actual to-do’s. If you find yourself browsing the news, cleaning out old folders, or organizing your desk for the fifth time, it may be time for a break. Give yourself time to reset, identify what your important tasks are, and refocus.

Give Me A Break!

We all need a breaks, so don’t feel bad about using vacation days or going for a short stroll - you’ll be a more productive person for it! When taking your break, make sure you fully remove yourself from what you were doing. Get up, stretch, walk around, and try not to look at a screen. This will maximize the effect and allow your brain to recharge. So take a break - you’ve earned it!

Sources

Inc - When, How, and How Often to Take a Break

Fast Company - 3 Signs You Need to take a Break from Work

Fast Company - The Exact Amount of Time You Should Work Every Day

Psychology Today - Why and How You Should Take Breaks at Work

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

How Employers Can Support Self-Care

Fri, 13 Nov 2020 14:07:42 GMT

As this crazy year comes to an end, stress unfortunately does not seem to be going anywhere. COVID cases are again surging, and on top of that are the usual holiday planning stresses, shorter days accentuating seasonal depression, and the cold weather keeping us inside even more.
What can you do as a company/employer/manager to support your team members to stay healthy and positive during these trying times? Here are some tips.

Set Boundaries

You can’t expect (and should discourage) employees from being constantly “on call.” Your workers need to have a work-life balance. With cell phones and remote work technology, it is easy for employees to think that they must always respond to emails and calls, even at night or on the weekends; or work overtime to finish up that project today because they can access their company’s network in their living room. However, this will ultimately lead to increased stress, physical illness, reduced productivity and burnout. Managers and owners need to model healthy boundaries and encourage employees to separate work-time from home-time (even if that can’t always be the case).

Encourage Employees to Take Vacations

It may seem counterintuitive to encourage employees to take time off when many companies have had to decrease their workforce, and work often ramps up as the year comes to an end. However, employees need some sustained time away from work to de-stress and sustain mental and physical health. By actively encouraging employees to take their allotted time off, you will end up with happier, more productive workers in the long run (and you won’t be scrambling to cover for them last minute when they call in sick!).

Ergonomics

Whether your workers are in the office, the factory, on-the-road, or working at home, comfort is key. They need good lighting, furniture that supports good posture and a quiet and safe environment to concentrate. Especially as workers are shifted to remote work, be supportive of their home offices. They should have proper chairs and desks to work on (not bar stools at the kitchen table for 8 hours), reliable equipment and access to the same files/networks that they have when in the office.
Offer Employees Stress and Time Management Courses

There are many great classes on and off-line promoting better time management and ways to reduce stress. Consider hosting a monthly “lunch and learn” (either in-person or virtually) with a different topic each month. In addition to providing a great learning opportunity, it will help with co-worker bonding and morale.

Recognize Employees

Employee recognition is a proven way to increase engagement and productivity. Unfortunately it is also one of the areas most lacking in companies today. Don’t let the day-to-day projects, meetings and other activities get in the way of formally recognizing your employees on a regular basis. We all crave recognition and those formal “pats on the back” will ultimately result in a host of benefits to company.
These are just some of the many ways companies can help their employees to be happier, healthier and more productive employees. By helping your employees, your company will be the one to ultimately reap the benefits.

SOURCES

Community Health Network, Anxiety and Self-Care During COVID-19
Lauby, Sharlyn, Employee Self-Care: 10 Ways Organizations Can Be Supportive
Scalco, Dan, 5 Employee Self-Care Practices You Should Support

by Ann Condon, Marketing Manager
Ann Condon has been with Dion for 16 years, working in Dion’s Marketing and Business Development Department. Although this was her first position with a jewelry manufacturer, she has learned a lot over the years. Ann enjoys getting involved in “All Things Dion” from volunteering at the Dion Golf Tournament to being a part of the Dion Diamonds Relay for Life Team. She has quite a number of Dion event t-shirts to show for it!

De-Stressing At Work: Your Mood Booster Toolbox

Tue, 10 Nov 2020 21:40:10 GMT

As temperatures drop and days get shorter, moods are sure to get crankier. This month our blogs will focus on self care and everyday positivity. Sometimes we need to reach for something quickly to realign and get us into a better mindset - and that is what this “mood booster toolbox” is for

Super Snacks

As the old saying goes, you are what you eat. The snacks you have on your desk or in your vehicle can have a significant impact on your mood. Try having foods such as nuts, popcorn, berries, and dark chocolate on hand. Bananas and oranges are also great and portable fruits to have around. All of these foods help keep your serotonin levels up, helping you manage through a stressful day. Swapping coffee with tea will also keep your caffeine levels a little lower, preventing the dreaded afternoon crash.

Leave and Come Back

If you’re feeling caught up in a project and the answers aren’t coming to you, it might be a sign that you need a break. When faced with these mental blocks, take a detour. Get up, stretch, and walk around. If you can go outside, do so! By getting your body moving, your brain will produce endorphins, which relieve anxiety and stress. A fifteen minute walk will help take your mind off of what you were doing and allow you to come back with a refreshed perspective.

Talk it out

Wherever your stress is coming from, a great way to work it out is to talk to a friend about it. Maybe while you’re on your walk, you can stop by a coworker’s desk for a chat. Call a friend or close relative; they know you best and can give you advice, or simply cheer you up. Social interaction is a sure-fire mood booster, made all the more precious during the pandemic.

Do Something You Like

Break away from your stressors by taking a moment to do something you enjoy. This could be anything: listening to music, decorating your workstation, or drawing the birds outside the window to name a few. If you’re working from home, play with a pet! If you’re on the road, crank up the tunes and jam out to your favorite song. Whatever makes you happy, take a break and go do it. If you keep trying to hold your nose to the grindstone, not only will you be less happy, you’ll be less productive.

Your Mental Health Is Important

When coping with stress, there are countless methods and strategies. You may find that different methods work at different times. That is why I’m calling this “the toolbox.” You don’t always need every single tool, but they are there for you to select from. They’re meant to help you de-stress in a healthy way. Make sure you listen to yourself and do what you need to stay mentally healthy. If nothing is working, and you feel constant feelings of anxiety or depression, it may be wise to seek the advice of a professional. Your mental health is important, especially during a challenging year like this.

Sources

Inc. - How to De-Stress at Work Instantly: 15 Ways to Calm Your Mind

Eat This, Not That! - 13 Mood-Boosting Snacks to Make Your Day Better

Healthline - 15 Ways to Calm Yourself Down

By Aubrey Dion

The Quality-Culture Connection: Embrace Errors to Achieve Great Results

Sun, 01 Nov 2020 23:05:05 GMT

It’s hard to admit when we’ve made a mistake. We’re not happy with ourselves when we make then, and we tend to be concerned that others won’t be happy with us either. We’re also reluctant to call others out when they mess up. After all, anyone can make a mistake, right? It just seems rude to point it out.

But this reluctance to admit mistakes can wreak havoc on a quality program. In fact, this is one of the biggest barriers to successful quality program implementation.

It doesn’t matter which quality program you use – Lean Manufacturing, Six Sigma, ISO, or one of the many industry-specific quality standards – the greatest challenge to successful quality system implementation is to get the organization to not only admit mistakes, but to notice mistakes, volunteer information about mistakes, and even celebrate mistakes.

Creating a quality result means creating a quality-focused culture. But before you can get to quality, you usually need to break a few bad cultural habits.

The Fear Factor

The main reason people don’t identify and volunteer information about mistakes is fear. Fear of looking bad and fear of consequences. The only way to battle this fear is with culture. Businesses that create a culture of acceptance of mistakes, and that are not perceived to be punitive when it comes to making mistakes, ultimately make a lot less mistakes.

This requires training and a lot of communication. Inside every working adult is every layer of every age and role they have ever been. So a manager who was parented by highly critical parents, who competed with a sibling for favor, who can’t forgive herself for failing a class in college, or who was fired by a volatile manager, may be highly intolerant of mistakes made by her employees. If a manager is intolerant of mistakes, then the Emperor Has No Clothes Effect occurs – people only tell the manager what she wants to hear.

Of course, what the manager should want to hear is about the problems that are occurring. She can only fix the problems if she is aware of them.

So managers require training – and a certain amount of self-awareness – to learn how their reactions to problems determine whether or not their employees and peers will trust them enough to bring problems to their attention. Managers must learn how to embrace mistakes as opportunities, and teach their teams how to use each mistake to improve processes, increase team knowledge, and deliver genuine customer care.

Shoot the Messenger

In some environments, the person who brings up problems is treated like a trouble-maker, or deemed to be negative. Of course, there’s nothing negative about reporting a problem, but because problems make people feel uncomfortable, they feel negative, so we tend to react in a negative way when we hear about them.

If a business has a culture of shooting the messenger, guess what? That’s right – nobody brings up problems.

To solve this, a business must cultivate a culture that rewards people for bringing problems to light, and acknowledges the value of knowing about problems.

Abandoning the Perfectionist Mindset

At the heart of most problem-averse environments is a misconception that perfection is a possibility. Yes, we can aspire to 99.999% quality – and achieve it – but there will always be something to improve upon, and errors will continue happen from time to time.

If the only thing worth celebrating is perfection, then a company will fail to recognize the exciting potential to be found in errors and opportunities for improvement.

Quality-oriented business cultures promote enthusiasm about change. They recognize how much we must change just to keep up with changing customer demands, evolving technologies, and expanding industry knowledge, and embrace the advances that come with constantly searching for those opportunities.

Embracing Continuous Improvement

Once you accept that change drives performance improvement, the culture is ready to embrace continuous improvement as one of the most important drivers of success. Every single error provides opportunity for evaluation and study. Evaluation leads to insight – even aha! moments – that can help an organization leap ahead of its competition. When a business creates a culture committed to this cycle of error, evaluation, insight, and improvement, it becomes very difficult to compete with.

It’s not enough to tell people they must report errors. Managers must model error reporting behavior, including acknowledging when the mistakes are their own. They must demonstrate tolerance for errors, as long as people are trying their best and learning from mistakes. They must welcome the reporting of mistakes and acknowledge that each reported mistake could be the one that catapults the company to the front of their competition. With practice, error-reporting becomes embedded in the culture, and the company’s quality initiatives can achieve their full potential.

5 Different Types of Corporate Culture - Which One Are You?

Mon, 26 Oct 2020 13:56:10 GMT

Last week we discussed how to discover your own corporate culture - so what did you find? While no two company cultures are exactly alike, their characteristics will probably fall into one of these categories. Each comes with its own pros and cons, and degree of suitability for your company.

Starting From Scratch - No Articulated Culture

In newer companies, it’s possible that a formal culture hasn’t been established yet. This can also be true if the company head has great technical skill, but limited leadership skills. If your company is just starting out and everyone is already working closely together, you may not need to state your culture explicitly. However, if your business grows large enough that employees are being located away from headquarters, having a company culture will help keep cohesion between sites. Either way, company culture is never a bad thing to have - just pick the one that suits your business the best.

The Traditionalist

Conventional corporate culture, or hierarchy culture, has established roles and procedures. By following the “tried and true” ways, companies with this culture cut down on risk and cost. Leaders in these companies monitor and enforce these processes. This works well for businesses that are heavily concerned with safety, like trucking fleets or hospitals. This culture won’t work well if you want your employees to experiment and innovate. Other pitfalls may arise if employees don’t see the company’s larger goal, feel micromanaged, or otherwise not trusted to perform their job correctly. So if this sounds like your company, watch out for these snags or risk breeding resentment and lack of passion.

Horizontal Culture

Most commonly found in newer companies, horizontal cultures have little need for titles. There is a strong collaborative element as the company adapts to customer reactions and market changes. This all-for-one mentality creates a true sense of teamwork and a common goal. Employees at these companies do “a little bit of everything” and the focus is often on giving the customer the best possible product or service. The possible weakness of horizontal cultures is a lack of focus and accountability, so it’s important to communicate clear goals and individual responsibilities.

Employee Focused Culture

Similar to horizontal culture, employee focused culture has a strong team mentality, but puts a heavy focus on employee engagement. These companies host frequent outings, value employee feedback, and have the flexibility to accommodate their personal lives. Oftentimes, candidates are hired based on their potential and encouraged to develop their skills within the company. Employees in these companies are given the autonomy to decide what is best for them. This model is more difficult to maintain in larger companies and runs the risk of investing in employees only to have them leave the company.

Performance-Driven Culture

Also known as elite culture, companies with this mindset are constantly pushing the envelope. They hire employees who are the best at what they do - not necessarily because they’re a good personality fit. According to the Enplug Blog, these companies are “out to change the world by untested means” and “need employees to not merely keep up, but lead the way.” This heavy emphasis on performance and innovation creates an atmosphere of talented people working hard and constantly improving processes. The pitfalls of this culture lie in its intensity; employees may get overly competitive with each other and feel like any small failure is unacceptable. It’s important in these situations to help employees feel healthy, recognized for their achievements, and part of a team.

No matter which culture (or combination of cultures) your business has, it always helps to recognize your company’s tendencies and possible pitfalls. Arguments can be made about which culture is the best, but each serves a purpose and suits a certain business model. As stated in previous blogs, your company culture is important, and deserves the right fit.

SOURCES

Enplug Blog - "5 Types of Corporate Culture: Which One Is Your Company?"

HR Daily Advisor - "4 Distinct Types of Corporate Culture - Which Is Yours?"

Inc - "4 Types of Company Culture, Ranked From Best To Worst"

By Aubrey Dion

What is Our Corporate Culture and What If I Need to Change It?

Fri, 16 Oct 2020 12:53:10 GMT

We continue this month's theme this week around company culture. How can a company determine what their culture is; and if that culture does not align with a company’s goals and values, how can they change it?

Formalizing Your Corporate Culture

Not every company has spelled out their mission & values, and hired, trained & promoted based on that vision. In fact, most company cultures develop on their own, usually mimicking the founders’ beliefs, but not always.

So if you have not yet flushed out what your goals and values are, you really should - especially if you are growing and hiring new employees. Next, take a step back to see if the culture that has already developed is in step with these goals and values.

How can you tell what your corporate culture is, and if it is a positive one? It is actually fairly simply. Just take a look around. How do your employees act when they’re on the job? Are there common behaviors – either good or bad? What does having this job mean to your employees, and would they go elsewhere if they had the chance? Culture is about how people interact with each other and function in a company when no one is watching them.

Whether your culture is collaborative, competitive, traditionally hierarchical or a horizontal structure, there are certain factors that need to be present for any type of corporate culture to remain positive and help your company grow. These factors are the ones you want to look at and improve first. So what are they?

Prerequisites to a Positive Corporate Culture

Clarity of Purpose

Outlining your company’s purpose is not enough. Your employees have to also believe in it and feel that their work matters and impacts the success of the company. Just writing a few sentences about vision, mission and values is only the start. You need to reinforce those values every day, hire new recruits based on those values, and show everyone how following these values will help the company succeed.

Employee Engagement

Certainly if employees feel their work matters, it will help to engage them. However, they also need to feel empowered to make decisions regarding their role that allows them to do their work in the best way possible. Even in traditionally hierarchical companies, employees need to have some level of autonomy regarding how they do their work and how they interact with customers – whether they are internal or external customers.

An Environment of Trust

Trust is absolutely critical in the workplace. As the business owner, you must demand trust from all employees and make it a company value. Employees shouldn’t worry about whether co-workers will have their backs on a project, or if management is really telling it like it is. This basic tenant is the foundation of a safe and worry-free work environment.

Continued Learning

Continuous learning and improvement go hand in hand with purpose and engagement. If you want your employees to truly engage in their work and contribute as much as they can to the company, they need the tools to do so. Learning new skills will not only make each employee more valuable to you, but will give employees challenges to overcome that will keep them interested and enthusiastic about their job.

Corporate culture is not just a trendy buzzword that will go away when the next human resources movement comes around. You already have a corporate culture whether you like it or not. Make sure that it will move your company forward, not hold it down.

By Ann Condon, Marketing Manager

Ann Condon has been with Dion for 16 years, working in Dion’s Marketing and Business Development Department. Although this was her first position with a jewelry manufacturer, she has learned a lot over the years. Ann enjoys getting involved in “All Things Dion” from volunteering at the Dion Golf Tournament to being a part of the Dion Diamonds Relay for Life Team. She has quite a number of Dion event t-shirts to show for it!

Sources:

What Is Company Culture, and How Do You Change It?
By William Craig

The Leader’s Guide to Corporate Culture
By Boris Groysberg, Jeremiah Lee, Jesse Price, amd J. Yo-Jud Cheng
https://www.spencerstuart.com/-/media/2020/may/hbr_leaders_guide_corporate_culture_updated.pdf

Changing Company Culture Requires a Movement, Not a Mandate
By Bryan Walker and Sarah A. Soule

United Yet Apart: Maintaining Company Culture Remotely

Fri, 09 Oct 2020 19:17:37 GMT

As discussed in last week’s blog, developing your corporate culture is an extremely important way to define your business. While another company may copy your product, they can’t duplicate the values, habits, and characteristics that make yours unique. However, as more businesses transition to remote working, maintaining that vibrant culture often gets lost in the shuffle.

Staying Strong

While working from home comes with noted benefits (i.e. no commute, more time with family, wearing sweatpants to meetings), the drawbacks are largely associated with mental health. Employees can begin to feel isolated, disengaged, and unmotivated. All the human interactions, big or small, that came from working onsite have mostly vanished, leaving an emotional gap between the employee and company team. This is where company culture can come in. To put it in perspective, a Glassdoor survey conducted last June revealed that 56% of employees find a good workplace culture to be more important than salary. By reaching out to remote workers, you are strengthening your team, your brand, and your company as a whole.

Let it Grow

A thriving company culture can’t be forced, and it’s going to differ greatly from one business to another. However, all culture comes from connection. Think of some connections people make when they’re onsite. Did you have a morning check-in? Did the team go out for a drink on Fridays? Did someone always decorate coworkers’ desks on their birthdays? By providing an environment where connections can be made, company culture will grow organically. Tailor your connection opportunities to your corporate values and your culture will begin to flourish.

Make the Connection

Just because your team is spread out, doesn’t mean these previously onsite connections can’t happen. By keeping strong lines of communication open and encouraging your employees to share their thoughts, ideas, and stories, the company culture can live on. For instance:

Schedule regular group calls as well as one-on-ones. Stay caught-up on how everyone is doing and encourage employees to share their experiences. Group calls are a great way to share positive customer reactions, peer to peer recognition, and other encouraging news.
Provide the right technology. Many remote workers have had to rapidly convert part of their living space into their new office. Make sure they have all the tools they need by providing company devices, software, or apps to keep communication flowing.
Talk about non-work things. Change your video-chat backgrounds and vote on who has the best one, share pet photos, talk about how to catch the next meteor shower, etc. Life extends beyond work, and all the little conversations people would have had onsite are still valuable. Again, think of your company’s values and apply them here.
Host after-hours events. Break up the week with fun activities employees can tune into and blow off steam in. Try trivia, a virtual happy hour, paint night, yoga session, cooking class, or whatever suits your company best. Just make sure it has a solid end time so it doesn’t run too long!
Send out a survey. Get honest (and anonymous) feedback on how employees feel. There are always questions people are afraid to ask in a group setting, so give your team a judgment-free way to express concern or ask a question.

Your company has undoubtedly made many changes this year, but your culture should stand like a pillar through it all. It’s the human element that is reflected in your brand, and with due attention, it can reach all employees no matter where they are.

sources

LucidChart - How HR Can Help Maintain Company Culture With Remote Workers

Forbes - Three Tips For Maintaining Company Culture In A Remote Work Environment

The Next Web - Positive Company Culture Drives Success - Here's How To Create One While WFH

The HR Director - Building Culture And Talent In A Remote Environment

By Aubrey Dion

Corporate Culture During the Time of Covid

Fri, 02 Oct 2020 22:09:10 GMT

This month we’ll focus on how to maintain a strong corporate culture during this time of pandemic, distancing, and learning new ways to work. To kick off this thought process, let’s focus on how important corporate culture is to the strength of a company’s brand.

When most people think about brand, they think about logos, colors, taglines, and messaging. Brand is also entwined with product and service offerings. For example, Coca Cola represents soft drinks, but it also represents good times, lifestyle, and fun. Disney represents movies and entertainment, but it also stands for family, rich experiences, and adventure.

What does it take to maintain a brand

It takes incredible discipline, commitment, and clarity. And the only way to deliver those characteristics — to create a strong, enduring brand — are to embody those characteristics in the people that make up the company. To ensure brand discipline, you must embed the brand in the culture and the culture in the brand.

To understand the relationship between culture and brand, it’s helpful to reflect on the definition of culture, or organizational culture to be more specific. Organizational Culture is the sum of the values and behaviors that create the social and psychological environment of a business. When organizational culture is intentional, it aligns employees with the strategy, the values of the organization, and with one another. And that kind of alignment leads to many powerful outcomes, including strategic success, revenue and profitability growth, employee satisfaction, employee retention . . . and brand value.

An organization’s culture is more than just a concept

Culture should be documented, describing which behaviors and activities are in alignment with company values, and how those behaviors and activities are evidenced in the every-day life of individual employees, teams, departments, and disciplines. If a company’s business proposition and brand are concerned with customer-centricity, then the core values will likely be related to collaboration, service, and an ability to understand and relate to the goals and struggles of their customers. If a company’s business proposition and brand are concerned with cutting edge product development, then the core values may be more aligned with competitiveness, innovation, curiosity, and experimentation.

When a company goes beyond merely expressing its culture as a mission or values statement, and instead creates scenarios that explore how those values play out in every-day worklife, every member of the company is more likely to not only understand what the words mean, but also demonstrate the behaviors that align with those words.

So imagine how powerful it is when the people of a company are living breathing examples of its culture, and the culture is a core element of its brand. The employees become living, breathing examples of the brand. And that’s powerful brand discipline.

For a few good reads on this topic, consider these:

Harvard Business Review: Why Your Company Culture Should Match Your Brand

Forbes: How Blending Brand and Culture Can Impact the Customer Experience

These Small Changes Can Help Save You From Burnout

Fri, 25 Sep 2020 17:51:35 GMT

No matter how many life changes you’ve had to adapt to this year, one thing remains the same: work needs to get done. So how do you get your job done while also dealing with everything 2020 has brought?

What is Burnout?

According to Psychology Today, “Burnout is a state of emotional, mental, and often physical exhaustion brought on by prolonged or repeated stress.” There’s no doubt this has been a stressful year full of uncomfortable adjustments and plenty of uncertainty. Other signs of burnout include feelings of irritability, apathy, emptiness, and lethargy. When stress feels never-ending, our brains tend to have a circuit-breaker response and shut down. It can then become incredibly frustrating to complete expected tasks while unfocussed, tired, and angry.

Take A Break

Oftentimes the workday can seem like one continuous state, but it’s important to take proper breaks. If you’re not in a workplace that has clear breaktimes, it’s a great idea to make them for yourself. To avoid decision fatigue, make a schedule and stick to it, instead of changing it up every day. That way, you can establish a pattern of behavior that gets easier to follow every day. Make sure you take a real break too! Remove yourself from your workstation if possible and do something you enjoy, such as making tea, doing a crossword, or jamming to your work-from-home playlist.

The Old, But Good Advice

It can be hard, especially when stressed and tired, but getting regular exercise, eating a balanced diet, and getting enough sleep are proven to mitigate stress. It can be as simple as a walk after work, or some relaxing yoga in a designated spot in your home. Try to aim for something short and simple that will fit into your daily routine. When eating, try to pick foods that are high in omega-3 fatty acids. Foods such as flaxseed oil, walnuts, and fish act as natural antidepressants.

Talk About It

During times of great stress, it’s important to reach out to those you trust. Your friends and family can validate your feelings and provide much-needed support when things are tough. Having regular “check ins” with loved ones is a great way to keep communication open and help one another. Seeing a therapist is also a great option to speak freely about what is causing your stress and get expert advice. Lastly, let coworkers know that your plate is full right now and it may take some time before you can accept a new project or help someone with theirs. Chances are they feel the same way!

SOURCES

Healthline – “A Guide To Burnout”

Fast Company – “Why You’re Feeling Work-From-Home Burnout – And What Can Be Done”

Psychology Today – “Burnout”

Forbes – “New Study Shows Short Relaxation Techniques Reduce Mental and Physical Stress”

By Aubrey Dion

Staying Productive and Motivated During Times of Change

Thu, 17 Sep 2020 19:21:48 GMT

We have heard it probably too many times by now, but yes, we are facing a new normal. Like it or not, we won’t be going back to “business as usual” anytime soon – if ever. So how can we adapt and stay productive, when it feels like we have nothing to hold onto?

Whether you are now working from home, or in the office but supporting remote workers, or dealing with children remote-learning or hybrid-learning, it can feel like your life and schedule are constantly up in the air. Change and transitions are hard. It is in our nature to be frightened of the unknown. This fear leads to stress that leads us to feel unfocused and quickly leads to a drop in productivity. However, there are some tips you can follow to create more structure in your life and work, and help you get your focus back on what is important.

Create New Routines

Meetings at 10am, lunch at noon and overseeing homework at 5pm may not work for you anymore. Time management is now even more important to keeping your day on track. If you need to block out time to focus on your kids, then do so. If you need to break up meetings into sections (because hour long meetings no longer work), then do so. Schedule time blocks with frequent breaks to give yourself a chance to recharge throughout the day.

Prioritize – “The Power of Three”

The stress created by change can quickly sap your focus and motivation to complete tasks. So deciding on a few “must-dos” each day will ensure that you continue to move forward toward your goals. Use “the Power of Three.” Each day create a list of three activities to be completed that day – to the exclusion of other non-essential work. Having only three items on your list will make your day seem more manageable, and keep you from choosing busywork over more important activities.

Look Out for Opportunities

If certain projects are not moving forward due to factors outside your control, or business is slow in general, look for opportunities to work on something new or tackle a project that you haven’t found the time for. Instead of just slowing down and losing motivation, this might be a great time to learn a new skill, try out a new computer program or reach out to customers you haven’t spoken with in a while.

Take Care of Yourself

Don’t let stress make you forget to take care of yourself. It is during these times that you need to eat healthy, exercise and get plenty of sleep. In addition, you may want to consider ways of reducing stress – perhaps through yoga, meditation or other stress relieving activities. When you take care of yourself, you help fight off depression, fatigue and all of the other emotions that sap your energy and drive to be productive.

Stay in Touch with Others

Finally, stay connected daily with co-workers, family, and friends. We are social beings and need to connect with others. Not only will it lift your spirits, but informal discussions with work colleagues can spark new ideas, often move decisions along faster and encourage collaborative efforts on bigger projects. It may be harder to reach out vs. being able to just walk down the hall to someone, but the extra effort will be worth it.

We are constantly being asked to adapt to new situations, whether they are due to self-made decisions (a new job, a move, a new child) or outside forces (like the pandemic, changes at a corporate level, etc.). But working through and overcoming these challenges will make us stronger and better able to handle changes in the future.

Sources:
Gopal, Priya, 5 Ways to Stay Positive and Productive During Times of Crisis and Change, March 18, 2020, Women Working
Thomas, Andrew, 8 Way to Stay Productive During Coronavirus, March 30, 2020, Inc.
Michael Hartland, 8 Management Tools For High Business Productivity in Times of Change, April 3, 2020, SnapComms

by Ann Condon, Marketing Manager

Keeping it Together – Navigating Drastic Change as a Company

Fri, 11 Sep 2020 19:12:34 GMT

How you navigate big curveballs affects employee confidence, teamwork, and productivity. By demonstrating strong leadership now, your team can take pride in how the company handled this difficult year.

CREATURES OF HABIT

Have you heard? This has been a difficult year! Phrases like “the new normal” and “these unprecedented times” have permeated our vocabulary for a reason. We’ve all been experiencing major shifts in our daily lives due to Covid-19 – sometimes on top of other life events like moving, having a baby, or retiring. While we can (deservedly) pat ourselves on the back for adapting the best we can, we can also acknowledge that change is hard – and we humans don’t like it!

Why do we fear change? Dr. David Rock, co-author of the Handbook of Neuroleadership explains: “We like Certainty. Certainty brings with it clarity and predictability, therefore change may often activate a threat circuitry in the brain. This can trigger powerful effects on our body and our emotions – which we refer to as stress.” Even good changes can rattle us a bit and give the sense of not being in control. We like to have things we can rely on and the ability to confidently make plans.

REFLECT, DECIDE, COMMUNICATE

Amid this tsunami of change, it’s more important than ever to maintain your company values. What was the reason the company was founded in the first place? What commitments did it make? What are its principles? Using your company’s mottos and pledges gives you a solid base on which to communicate. Show your employees that the pillars of your company are still strong by making decisions based on your values and not on fear and short-term comfort. Difficult decisions will still have to be made, but the more open you are, the more your employees will understand the reasons.

Depending on the size of your company, you might not be able to check in with every employee directly. If that’s the case, try to check in with each department while encouraging supervisors to make those individual connections. The pandemic has affected us all in specific ways, and one person’s stressors may be completely different from their neighbors. Take note of what people are worried about, and see if there’s anything that can be done at work to ease the stress.

For instance, many people are worried about violating the ever changing travel restrictions of their state. Other employees may be concerned for their safety when returning to work onsite. By simply providing targeted resources and guidance, you are showing that the company understands their legitimate concerns and wants to help. Make sure everyone knows they can always ask for advice from your HR department, and help your employees stay up to date on company, state, and federal policy changes.

AWARD AND RECOGNIZE

It’s no secret that happy employees are great employees to have. They are the lifeblood of the company and are working through a stressful environment to get their jobs done right and on time. If employees feel like they’re working as hard as they can and getting no recognition, it could spell the end of a great relationship. It’s imperative for employees to feel truly valued by the company. By expressing your (and the company’s) gratitude, you’d be bringing some much-needed positivity into the workplace. If you’re not already, look for opportunities to thank employees and let them know they’re doing a great job. A little recognition goes a long way.

At Dion, we recommend having a recognition program in place with meaningful and personal rewards for various achievements. From safety and certifications to sales goals and years of service, there are plenty of opportunities to thank employees for their hard work and dedication. With an award program in place, you can better track these achievements and be prepared with a meaningful reward. As experts in jewelry award design and manufacture, we know the impact our products have on company morale and pride among employees. If you’re considering custom rings, pins, cufflinks, or other jewelry awards, check out our website for some inspiration and more information. However you thank your employees, make sure it’s genuine and meaningful.

Sources

Forbes – How Small Businesses Can Preserve Company Culture During Dramatic Change

Ban Weston via LinkedIn – 10 Tips For Dealing With Change Positively in Your Workplace

Promo Marketing Magazine – Protecting Company Culture in a Crisis

By Aubrey Dion

The Incredible Importance of Tangible Gifts in a Pandemic World

Fri, 07 Aug 2020 17:58:04 GMT

As we enter the second half of this unusual year, many perspectives have shifted when it comes to gift-giving. Increased isolation and uncertainty have caused an equal need for meaningful, lasting, and tangible gifts.

A Social Species

In a 2019 CNN interview, University of Worcester Psychology professor Daniel Farrelly had this to say: "Humans are an incredibly social species and one of the things that sets us apart is forming and maintaining relationships with others. Gift giving around holidays, birthdays, graduations, or weddings is a great opportunity to reinforce those relationships."

The simple act of social distancing, though necessary, has left many with negative psychological effects such as anxiety, depression, anger, loneliness, frustration, and boredom. It goes against our social human nature. Even when we are trying to keep up our human connections with video chats and drive by graduation parties, it can get exhausting trying to keep up with the “new normal.”

Giving Something Meaningful

One thing we humans know how to do – and have been doing for thousands of years – is gift giving. There are many online articles about the do’s and don’ts of gift giving, but articles written before this year should be taken with a grain of salt. Normally, many sites would advise the gift of an experience rather than a physical item, but that’s not quite feasible anymore. Instead, consumers are looking for meaningful physical gifts. Consumer psychologist, Chris Gray, Psy.D. elaborates, “The pandemic has created a lot of anxiety. We’re reminded the world is not permanent. By giving gifts and things that are enduring and are a lasting expression of care, it helps us soothe a bit of that anxiety.”

It is worth mentioning that a gift can be virtually any item given to any person you have a relationship with. This can include hand-painted postcards for your friends, a knitted baby blanket for your new niece, a custom key-tag for your new client, or thoughtfully designed award rings for your employees. The idea is to show the recipient that they are thought of, cared for, and valued. Without these physical reminders, it’s easy for remote workers and other isolated individuals to feel unappreciated and insignificant. On the other hand, gift giving not only makes the recipient happy, but the giver as well! Gifting is also contagious – those who receive gifts are more likely to start sending gifts themselves. This kind of shared healing is a great way to boost morale in your peer group, family, and company.

What We’re Doing at Dion

With much of our office staff working remotely and quite a few of our factory employees on furlough, our company started to feel detached and distant from one another. To combat this, we made “care packages” and sent them to every off-site employee. The packages included our Dion branded face coverings, and the employee-of-the-month candy bar they would have received had they been in the building (our actual employee off the month receives a lot more than just a candy bar). We also began circulating a weekly company newsletter to keep everyone connected. It covers anything from cool new projects, to safety messages, to spotlights on individual employees. Each of these thoughtful efforts keeps our workforce engaged and feeling valued so we can keep navigating this year together.

Resources

CNN - 5 Rules For Successful Gift Giving

Austen Riggs Center - Staying Away: The Psychological Impact of Social Distancing

Forbes - Shoppers Will Look For Gifts With More Meaning After The Coronavirus Pandemic

Fortune - How—and Why—to Send Gifts During the Coronavirus Pandemic Despite Shuttered Stores and Amazon Limitations

By Aubrey Dion

Overwhelmed With Options? Here's How to Combat Choice Overload

Fri, 07 Aug 2020 16:30:08 GMT

It’s said that variety is the spice of life, but how do you make decisions when faced with an overwhelming amount of options?

Your Brain’s Switchboard

Do you ever feel so overwhelmed with choices, that you don’t make a decision at all? While having limitless options seems like a blessing at first, our brains can easily suffer from information overload. To see why we behave this way, Dr. Angelika Dimoka, Director of the Center for Neural Decision Making at Temple University, conducted a study. While watching participants’ brains in an fMRI scanner, she asked them to solve a complex problem. Dimoka then added more and more pieces of information to the problem and observed. As the brain took in more information, the prefrontal cortex (the region responsible for strategic planning and decision-making) became increasingly active. This was expected. However, at a certain point, the participants simply couldn’t handle any more information, and their prefrontal cortexes went dark. Like an overloaded circuit, the brain simply shuts down when presented with too much information. Information overload, it seems, is a real phenomenon in our brains.

Set Your Priorities

When faced with a sea of options, try to pick out a few characteristics that are most important to you. Discuss them with your team and have a brainstorming session. Does the final choice need to have a certain look or function? Does it need to communicate something, and if so, what? From there, you can “filter” your options down the same way you would at an online store. John Arroyo, Founder and CEO of Arroyo Labs, Inc., suggests ranking your final ideas/options:

"Write down all the best ideas on sticky notes and start to rank those notes. For instance, if there are 25 ideas, start to rank each idea from best to worst in piles of five each. Take the top 10 and start to narrow down again. Repeat until you are left with only the number of ideas that you need. You could also use [an online] kanban board like Trello if your team members are not in the same room."

By knowing what you want, you are better equipped to make a confident decision.

Ask An Expert

When making a decision in a field you know little about, the task can become even more daunting. Every industry has its intricacies and insider secrets. Trying to educate yourself on all of it will cause undue pressure and take a lot of time. Instead, do some light research and take your ideas to an expert. Here at E. A. Dion, we have virtually limitless ways to customize jewelry, and we understand that presenting every option will quickly become overwhelming. Jewelry design and manufacture is also a specialty subject that many aren’t familiar with. That is why each client is designated an Account Manager to guide them through the process. Our Account Managers know the ins and outs of every step and can recommend the best way to achieve your vision. Our goal is always to make the customer happy with their custom jewelry pieces, and we have over 50 years of experience doing just that.

Let Go of “What If”

The pressure that comes from having too many options is due to fear of making the wrong decision. If you’re feeling that fear, it’s a good idea to stop and ask what the consequences are if you make a less-than-optimal decision. Would it be catastrophic, or would it not be a big deal? Once you have the answer, take the energy you are devoting into making this decision and adjust to match its severity. It’s impossible to know every outcome, so cut yourself some slack and unburden your prefrontal cortex. Your brain will thank you!

Resources

Inc. - 5 Ways to Beat Decision Paralysis

USA Today - Brain Science: Too many options can overwhelm your brain

Business Collective - 5 Tips for Narrowing Down Your Ideas After Brainstorming

By Aubrey Dion

Creative Safety Solutions for Reopening Your Business

Sun, 19 Jul 2020 20:53:28 GMT

We’re living in a new normal comprised of social distancing, face masks, and sanitation, but how do you apply these safety measures to your unique business? Across the globe, people have been cranking up their creativity to overcome the barriers COVID-19 has saddled us with. Here are just a few examples that may inspire some ingenuity in your business.

It’s okay to be silly

In our ever-changing landscape, a lot of rules have gone out the window. Consumers aren’t quite sure what to expect from one business to the next and are actively looking for guidance. This uncertainty can cause tensions to rise and create a stressful atmosphere. Why not break the tension with something delightful, clever, and a little silly? Angel’s Burger stand in Manila was able to add new meaning to the term “burger slider” with an actual slide! Customers delighted in this novel and clever hand-off method and were able to bond with employees over its inherent silliness. Much needed smiles were brought to customers and employees alike.

Time to rearrange the furniture

Furniture arrangement can greatly impact how we behave within a space. In stores or restaurants where the public is still allowed to enter, physical cues and barriers are much more effective than tape on the floor. We’ve all seen people at the grocery store ignoring the “one-way” aisles (or are guilty of it ourselves). By assessing what pieces you have, and arranging them thoughtfully, you can create clear, safer foot traffic for your customers and employees. Or take a page from Blush Dry Bar in Colorado and simply lock the door to prevent walk-ins while still staying open for limited appointments.

In fact, Coronavirus might be changing the future of office arrangement. Real estate company Cushman & Wakefield developed a concept called the “6 Foot Office” while working with about 10,000 companies in China to help people return to work. According to Cushman & Wakefield, in recent years the amount of square footage allotted per employee has gone down from 211.4 sq. ft. in 2009 to 17.6 square feet in 2017. This has created a rise in complaints about noisy neighbors and a lack of elbow room. Their idea is to use visual cues, such as bold colors and large circle designs in the carpet, to remind coworkers to maintain a six foot distance. They also recommend staggering schedules so everyone is not arriving or leaving at once. A crowded elevator is definitely something to be avoided.

Embrace technology

No doubt we’ve all attended virtual meetings or webinars, but what else has technology got to offer? CurryCollege in Massachusetts was able to think outside the box and used a drone to personally deliver a four-year scholarship to a high school grad in Boston. This created a special moment for her and her family, especially in the absence of a graduation ceremony. Some museums (such as the third U.S. president Thomas Jefferson’s historic home Monticello) have even found a way to go beyond the typical virtual online tour. For those who prefer the presence of a tour guide, it is now even possible to take a live guided virtual tour at some museums asking your guide questions and receiving answers in real time as you tour. This creates a more connected and meaningful experience for both parties involved. With a little brainstorming, businesses can go beyond the common tech solutions and become creative leaders in this new climate.

Keep it consistent

No matter how your business is adapting, it’s important to stay as consistent and communicative as possible. We’re all navigating this “new normal” together and it’s important to listen, respect, and have patience with each other. Thank employees and customers for their effort adapting to new policies, and encourage employees to speak up if they have an idea or have identified a problem area. Even though we are trying to keep our distance, it’s important to know we are all working together.

When updating company policy, make sure it is consistent on all platforms, and properly enforced. This will cut down on confusion and frustration from both employees and customers. United Airlines recently found themselves in hot water for going against their own policy. An email blast stated tickets for middle seats would not be sold to encourage social distancing, but sent a completely packed plane from NYC to San Diego shortly after. It took two tweets from an unhappy passenger to make it national news. When in doubt, always show people that you are thinking about their safety first, even if it means sacrificing convenience.

Stay human

This global health crisis has affected us all in various ways. Beyond physical isolation, health, and financial burdens, mental health is likely to suffer from the stress, uncertainty, rapid change, and fear that permeates our world today. It’s a good idea to check in with your HR department and see how they demonstrate great soft skills. Additionally, diet, exercise, and helping others are all known to improve mental health; consider a virtual workout club, recipe sharing group, or fundraiser to get employees involved in their own mental recovery.

Human ingenuity knows no bounds, and together we can overcome this crisis with grace.

By Aubrey Dion