Company Culture – Quantilus Innovation http://quantilus.com AI Driven Innovation Tue, 13 Feb 2024 17:48:12 +0000 en-US hourly 1 https://wordpress.org/?v=6.2.6 http://quantilus.com/wp-content/uploads/2023/03/Quantilus-FavIcon-1.svg Company Culture – Quantilus Innovation http://quantilus.com 32 32 Is Hot Desking Right for Your Company? http://quantilus.com/uncategorized/is-hot-desking-right-for-your-company/ Wed, 30 Mar 2022 17:06:35 +0000 https://enamix.com/?p=4877

Is Hot Desking Right for Your Company?

In the wake of Covid-19, one study found that 77% of professionals wanted greater flexibility in how and where they worked. As a result, organizations are brainstorming and debating several ideas to manage the workspace effectively. One method is hot desking.

 

Hot Desks have been used to tackle the space crunch issues that most modern workplaces suffer from. With more employees opting for a hybrid/flexible working model, organizations are looking at solutions like hot-desking to cut unnecessary expenses and increase their sustainability level. This article will take a look at what hot desking is all about, the pros and cons of hot desking, and how offices are shifting in general.

 

What Is Hot Desking?

Hot desking is a workplace arrangement that allocates a single physical workstation or surface to multiple workers. The ‘desk’ refers to a table, or a workspace shared between multiple workers through different shifts, instead of the traditional approach where each worker has their assigned, personal desk. A ‘hot’ desk signifies that the workstation or the allocated space does not get time to cool down between two consecutive allocations.

 

The idea of hot desking dates back to the marines as they would take shifts sleeping in bunks due to the shortage of available beds. This concept was introduced in the 1990s to corporate work culture and has been in practice in shared workspaces since.

 

Hot desking is often done on a first-come, first-serve basis. Employees arrive at the office and find an available space. If there are no spaces available, they must wait for a workstation to open. To manage capacity, some companies may also ask employees to reserve their hot desk in advance.

 

Pros of Hot Desks

The reason that hot desks are growing in popularity is that they offer employers and employees multiple benefits. Some of the benefits include:

  • Availability at short notice: If you see an empty desk, it’s yours.
  • Improved workplace organization: Reduces the number of tables and desks, improves floor organization, and reduces office clutter.
  • More choice for employees: Provides employees with more autonomy and control, as they are not tied to a single seat. It also communicates an organization’s confidence in its employees to deliver results, regardless of where they physically work.
  • Cost-cutting: Decreases operational expenses for an organization by tweaking and managing workplace space and furniture more efficiently.
  • Improved collaboration: Opens up floor plans for better collaboration. Employees have more opportunities to talk with people from different verticals and horizontals.

 

Cons of Hot Desks

There are also negatives when it comes to implementing hot desks. The main drawbacks include:

  • No more personal spaces: There are no private spaces. The lack of personalization can harm some employees’ productivity and employee experience.
  • Disruption of office hierarchy: By making all seats available to everyone and removing team workspace boundaries, hot-desking may disrupt long-standing office hierarchies, creating confusion.
  • Possible lack of morale: The increase in autonomy may look like a lack of support to some professionals. Separating people from their team or managers can also negatively impact employee morale.
  • Security concerns: Teams that deal with sensitive information will not be able to partake in host desking.
  • Impact on productivity due to no space or limited choices: Hot desk offices can run out of space, forcing employees to wait for an open space. Additionally, an available workspace may not be optimal for everyone.

 

How Offices are Shifting Overall

Offices are starting to reopen and welcome back employees. As this process evolves, organizational leaders are brainstorming ways to operate more efficiently. Work arrangements during the COVID-19 pandemic have given companies new insights, including how productivity is no longer tied to the office or working a certain number of hours. Most professionals are now prioritizing work-life balance, wellness and mental health, and hybrid work models.

 

Fewer employees In the Office

Many large organizations have adopted hybrid and remote work models. This gives their employees the choice to come into the office a few days per week or permanently work from home. As a result, fewer employees are returning to the office. As a result, workplace management has become more critical, so office spaces operate at peak efficiency.

 

Larger Space for Fewer Employees

Flexible work models are opening up workplace floorplans. Instead of 1:1 assignment of workstations to employees, hot desk office spaces have fewer desks than employees. This provides more open areas that organizations can reutilize towards employee motivation and wellbeing.

 

Open Floorplans for Collaboration

Shared workspaces and non-rigid workplace management practices foster better collaboration, made possible by their open floorplans. By optimizing workstations and related devices in an office, organizations decrease their carbon emissions and operational costs while creating larger spaces for meetings, huddles, and conferences.

 

Physical Offices are Still Necessary

The hybrid and remote work models do not equate to the end of physical office spaces, as some employees still prefer to work from the office. Research from the consulting firm, PWC, reveals that most US employees prefer a three-day-per-week office schedule when returning to the office. Less than one in five executives said they wanted to return to office as it was pre-pandemic. Furthermore, employees now view the office as a place of collaboration rather than a working space, which hot desking helps promote.

 

Experts estimate that 30% of all office spaces will be transformed into flexible workspaces by 2030. As real estate prices rise globally, hot desking will become even more lucrative to companies trying to minimize their operating costs. As the professional world continues to embrace the new normal of goal-driven work, where and how employees work will continue to be less important. So when you finally return to the office after the post-pandemic reopening, there is a good chance the hot desk model may be introduced at your workplace.

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]]> Is the Four-Day Workweek the Next Frontier? http://quantilus.com/uncategorized/is-the-four-day-workweek-the-next-frontier/ Fri, 28 Jan 2022 22:07:55 +0000 https://enamix.com/?p=4783

Is the Four-Day Workweek the Next Frontier?

The modern workweek can largely be attributed to Henry Ford, the founder of Ford Motor Companies. In the 1920s, he reduced the workweek for employees to 40 hours over five days, with Saturdays and Sundays later being established as the weekend. Since then, companies across the globe have adopted this model, and it has been the norm for the last century.

Recently, companies have started experimenting with alternative options for the workweek. One of the most discussed options is changing the workweek from the traditional five days to four. This model has been gaining steam as employees demand more flexible work.

 

Why Companies Are Considering the Four-Day Workweek

Ten years ago, it was unheard of to entertain the idea of a four-day workweek. However, the pandemic has caused endless changes in countless areas, and the workplace is one of them. As we enter the pandemic’s third year, the job market has swung in favor of job seekers as there are more job openings than people to fill them. For context, in September 2021, there were 10.4 million job openings in the U.S., but only 7.6 unemployed workers. Since job seekers have the upper hand, they can demand more from their employers, including more flexible working conditions,  , and higher salaries. This comes in the form of remote and hybrid work options, selecting alternative hours, and increasingly the four-day workweek.

 

Pros and Cons

There are benefits and drawbacks to adopting a four-day workweek which are outlined below.


Pros


1) Productivity

One of the most critical aspects of the four-day workweek to employers and employees is that productivity reportedly remains the same or increases. You may be asking yourself how that’s possible. There are a few reasons. One of which is that some companies still have employees perform a 40-hour workweek, but it’s spread over four days instead of five. However, some companies knock the hours down to 32 hours for the four-day workweek. The decrease in working hours encourages employees to remain highly focused on their work. There is less time to take lunch breaks, scroll on social media, and chitchat with coworkers. If employees want to finish their tasks promptly, they need to work diligently.


2) Employee Satisfaction

In this day in age, employees crave work-life balance. They want to disconnect, recharge, travel, spend quality time with friends and family, pursue other ventures, and more. They do not want to feel like they are working the majority of their life. The four-day workweek offers this to employees. In return, employees become happier and more satisfied with their jobs.


3) Talent Acquisition and Retention

As it becomes increasingly difficult for employers to source and , offering a four-day workweek is one method to entice job candidates. It is a great selling point and way to attract potential applicants and candidates. Not only is it seen as a perk to candidates, but it also highlights that the company is progressive and listens to employees. Furthermore, it is a great strategy to retain current employees.


4) Reduced Overhead

There is also the factor of reduced overhead costs. If employees spend less time in the office, this equates to cheaper bills for heating and air conditioning, electricity, water, trash, coffee, and snacks, etc. These savings can be pocketed by the company, reinvested in other areas of the business to help it grow, make improvements to areas that need updating, pay employee salaries, along with a myriad of alternative options.


5) Environmentally Friendly

The four-day workweek cuts down on employees commuting to the office, which benefits the environment. Cutting out one day of work equates to a 20% reduction in emissions per year for commuters and saves employees money on fees such as gas, car maintenance repairs, and train and bus tickets. Additionally, the stress of commuting can take a toll on employees’ well-being due to rush hour traffic and getting to the office at a particular time.

 

Cons


1) Not Suitable for All

As tempting as the four-day workweek is, not every company will benefit from the forward-thinking concept. Some companies need to be open more days and hours to fulfill the needs of their business and customers. Some examples include customer service jobs such as restaurant and retail employees and public transportation workers. The four-day workweek  will only work on a case-by-case basis.

 

2) Less Time for Task Completion

Some companies that adopt the four-day workweek cut weekly hours from 40 to 32. This is great for employees because it’s less time they are required to work; however, it may become more challenging to achieve the same work output they did at 40 hours, as they do in 32. Granted, employees may become more focused with the condensed timeframe, but there is also the potential of added pressure and stress to complete tasks on time.

 

3) Expensive Risk

Lastly, there is a chance that companies that adopt the four-day workweek may discover it does not work for them. This experiment could result in a significant financial loss when transitioning to the four-day workweek and switching back to a five-day workweek. Furthermore, if the company discovers a loss in productivity when shifting to the four-day workweek, they also have to factor that into the equation.

 

Real-World Examples of the Four-Day Workweek


Bolt

One company received national attention this month when it instated a company-wide four-day workweek. The company, named Bolt, is a tech company based out of San Francisco. They ran a trial period in Fall 2021 testing out the four-day workweek and garnered positive results:

  • 94% of employees wanted the program to continue
  • 91% of managers said they wanted the program to continue
  • 86% said they were more efficient with their time

Other points to note are that they are not decreasing staff salaries and are not cramming 40-hour workweeks into four days. As a result of instating the shorter workweek, they have received an influx of applications, a rare feat in such a competitive job market.

 

Primary

The online children’s retailer started giving its employees Fridays off starting in May 2020, with the practice becoming a permanent fixture by December 2020. Employees at the retailer are being paid the same as when they worked five days per week, and they do not have to make up the eight working hours lost. According to Primary’s Chief Experience Officer, one of the main reasons the four-day workweek was implemented indefinitely is because employees return to work feeling recharged on Mondays. In addition, the rate at which people leave the company has fallen since implementing the change, even as the rate of people quitting their jobs continues to rise around the country.

 

The UK

Thirty companies in the UK have opted into a six-month trial for the four-day workweek. Like Bolt, employees at participating companies will not be expected to work more than 32 hours weekly and will not receive a pay cut. Trials like this have already been conducted in Spain, New Zealand, and Iceland.


The four-day workweek is an innovative concept that is increasingly gaining traction. Companies across the globe have started experimenting with the idea in hopes that it will increase productivity, improve employee satisfaction, help attract talent, and more. While it is not for every business and industry, companies may want to consider adopting the model if it is a viable option.

Are you looking to make a career move or need help strategizing talent acquisition in the current landscape? If so, contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> Startup vs. Corporate: Which Is Right For You? http://quantilus.com/uncategorized/startup-vs-corporate-which-is-right-for-you/ Mon, 17 Jan 2022 18:05:27 +0000 https://enamix.com/?p=4772

Startup vs. Corporate: Which Is Right For You?

Knowing which work culture you thrive in is an important discovery that can impact your career trajectory and work satisfaction. Work cultures can affect job security, the field of work, work-life balance, and more. Two of the most popular work cultures and workplaces are startups and corporate. To determine which is more suitable for you, we explore the finer details and differences between the two below.

 

What Is a Startup? 

A startup is a relatively new company with an innovative business model that may be self-funded (i.e. bootstrapped) or funded by external sources (i.e. investors). A startup’s business model is designed to be repeatable and scalable, creating an irreplaceable demand for its product or service. They are more focused on growth, collaborations, and establishing a network to quickly scale. Some examples of tech startup companies are:

 

1) Plaid: Founded in 2013, Plaid is a fintech company that believes in “democratizing financial services through technology.” It emphasizes creating consumer and developer-friendly tools and infrastructure that support access to various financial institutions. Its employee experience is based on encouraging and empowering employee voices with training and development activities that nurture their skills.

 

2) ThoughtSpot: Founded in 2012, ThoughtSpot uses AI-driven technology to sort through data and help businesses make informed decisions. With workplace transparency, diversity, and inclusion, they have a global outreach and create a welcoming space for employees to deliver high-quality output.

 

3) Coda: With its first software launched in 2019, Coda lets consumers create customizable and collaborative documents that facilitate hybrid work while enhancing productivity. Internally, Coda implements a hybrid work model that encourages flexible work hours, creativity in the workspace, and collaboration among employees.

 

What Is a Corporation?

 On the other hand, a corporation is an established company or companies that fall under one legal entity. While their business models are also based on repeatable and scalable models, they are more focused on successfully executing these models and productivity for profit. Corporations tend to have a significant employee headcount, formalized structures, and standard operating processes. Some examples of corporations are:

 

1) Dell EMC: Founded in 1979, Dell sells products such as data storage, information security, and virtualization. With a work culture defined by core company values that include building strong customer relations and working as a team to accomplish goals.

 

2) Cisco Systems: Founded in 1984, Cisco provides networking hardware and software, and telecommunications equipment, among other products. The work culture revolves around customer-centricity and innovation.

 

3) Microsoft: Founded in 1975, this is one of the largest technology corporations. Microsoft sells computer software products, electronics, services, and more. Its work culture leans slightly individualistic instead of collaborative and has recently taken active strides to become more diverse and inclusive.

 

Differences Between Startups and Corporate

Startup and corporate working cultures differ from each other in many ways. Some of which include:

 

1) Culture:

Startup culture is fast-paced and informal compared to corporate culture. Since startups are smaller and newer organizations, they have less rigid structures and greater freedom. Startups can quickly adapt to changes in the market while following a decentralized hierarchical structure. Furthermore, startups encourage employees to work on projects they are passionate about, consider employee innovation and creativity, and support independent initiatives that grow the organization.

Conversely, corporations have more established cultures, with concrete roles and business models that are governed by company guidelines and procedures. There is less room for innovation and collaboration. Responsibilities and culture are geared towards results, leaving little room for innovation and more space for increasing effectiveness and productivity.

 

2) Work-Life Balance:

Work-life balance can be tricky to establish for those who work in a startup company since roles and responsibilities are rapidly created. Additionally, the work is ever-changing and growth periods demand high attention which leads to erratic working hours. Within corporations, employee roles are clearly defined, providing an organized and more stable working environment.

 

3) Responsibilities:

Startups are growing and evolving entities that commonly require employees to wear different hats. Constant brainstorming, adapting different ideas, innovating, and providing inputs are all expected responsibilities of a startup team member. This increases employee responsibilities, but also provides them with the flexibility to participate in a myriad of tasks that provide learning opportunities.

Corporations are a more suitable choice for individuals who desire a more well-defined role. To ensure predictability and stability in responsibilities, corporations implement a model that focuses on responsibilities for each employee and limits inter-departmental overlapping. . Employees in a corporation tend to work within functional teams (i.e. marketing, procurement, etc) that distribute responsibilities. A corporate employee’s responsibilities won’t change from week-to-week.

 

 4) Job Stability, Risks, and Benefits:

Startups are generally more prone to limited benefits for employees, budget reductions, and failure. The startup workspace is a riskier environment that does not guarantee job stability. Until a startup establishes itself and has a steady stream of both funding and profit, employees may receive non-competitive salaries and benefits packages. However, since a startup can also scale very quickly, employees can also grow in role and larger salary much faster than they could with a traditional corporation. 

Due to their established, profit-driven, and hierarchical nature, corporate positions tend to provide competitive salaries and benefits, and provide better job security. While corporate cultures provide more job security for employees, they lack the quick, high-growth potential.

 

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There are exceptions to how startups and corporate organizations operate, but generally speaking, this is what can be expected. One way to gather insight on the work culture and job expectations of a particular position is to reach out directly to the company, as well as ask relevant questions during the application and interview processes.

Determining the most suitable work culture for you depends on the skills and experience required for the job, along with personal preferences and expectations from the work. Job satisfaction comes from various sources, and making an informed decision regarding the work environment will lead to increased motivation and productivity. Therefore, be sure to do adequate research into which style is best for you, before making your next career transition. 

Are you looking to make a career move or hire new top-tier talent? If so, contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> The Current State of the Workplace http://quantilus.com/uncategorized/the-current-state-of-the-workplace/ Wed, 24 Nov 2021 15:18:57 +0000 https://enamix.com/?p=4717

The Current State of the Workplace

Among the many seismic shifts brought by the pandemic, one of the most significant changes is how people view the workplace. As companies abruptly shifted to the work-from-home model to adapt to COVID-19, questions arose regarding what employees value, what measures truly promote productivity, and what people look for in the workplace. Furthermore, the topics of work-life balance, mental health, and the employee experience have become a mainstay in popular discussion.

 

As the pandemic continues to upend decades of 9-to-5, office-centric work, employers and employees have since discovered alternative ways of accomplishing tasks, navigating challenges, and managing productivity. As employees continue to rethink their values, especially regarding their employment, the workplace will continue to adapt to fit evolving needs.

 

The State of the Workplace Before the Pandemic

 

Before the pandemic, working in an office was the norm. For context, 47% of employees had never worked from home. Instead, employees went to the office, sat in a cubicle, finished their work, and traipsed home.

 

Working from home was considered a perk for select individuals that had special circumstances. One of the few instances that commonly was acceptable to work from home was when an employee needed to be located in a different geographical area to complete their job. For example, a small public relations agency based out of Atlanta might need a few remote employees in different cities, such as New York City and Chicago to expand their reach into different markets. However, this all changed in March 2020 when the outside world started to shut down due to COVID-19.

 

How the Pandemic Affected the Workplace

 

Currently, more than half of the global workforce is working remotely. That’s a stark difference from two years ago when the majority of people had never worked from home before. In response, employers are now rethinking the workplace and how to proceed moving forward.

 

When debating a remote vs. office workforce, employers discovered that people could accomplish most tasks remotely without drops in productivity or quality, while saving money by avoiding office rent. Additionally, employees appreciate remote work because of the flexibility it provides, not being burdened with long commutes, and avoiding office distractions. However, shifting to the work-from-home model has illuminated issues as well. This includes the need for defining better boundaries between work and personal life, better means of communication among team members, and addressing the lack of employee engagement.

 

How Employers are Reorienting the Workplace

 

The pandemic has highlighted inadequacies in the workplace. Some employers have responded to these issues by reevaluating employees’ roles, needs, and benefits.

 

1)  Increased Focus on Mental Health

As the pandemic played out, people were forced to spend inordinate amounts of time in their homes and drastically reduce in-person social interactions. Compounded by the fact that work from home became the norm, employees had very little opportunity to engage with others which took a toll on peoples’ mental health. In fact, 16.6% of respondents in a survey conducted byreported their workplace environment had an entirely negative or primarily negative effect on their mental wellbeing.

 

Consequently, conversations around work-life balance and employees’ mental health have become more of a priority for employers. Employers are focused on implementing measures that help encourage a healthy work environment. For example, salaried employees at Netflix receive unlimited paid time off, but with travel restrictions in place, people were opting to work instead of taking vacations. To solve this problem, company leadership encouraged employees to use their vacation days, and some teams even rotated mandatory days off.

 

2) Recognizing What Actually Appeals to Employees

The Diskette survey also debunks the belief that workers are drawn in by flashy perks, such as complimentary snacks and pool tables. Their preferred workplace provides the necessary flexibility to maintain a work/life balance over having a brag-worthy office filled with video games and vertical gardens.

 

With work-from-home becoming the norm, employers must offer what employees value, including reasonable working hours, robust time-off policies, physical and mental health support, equitable salaries, and effortless digital communication between teams.

 

3) Shifting to Remote-First or Hybrid Models

Buffer & AngelList’s 2020 State of Remote Report revealed that out of 3,500 workers, 98% would like to work remotely for part of their career, and 97% recommend remote jobs. The Diskette survey also found that department heads and executives are more likely to opt for remote working than their entry-level counterparts.

 

Having recognized the multiple advantages of remote work, companies have started incorporating it into their models. Companies like Twitter, Facebook, Shopify, Hitachi, Slack, and Quora have gone remote permanently. Companies like Microsoft, Spotify, Target, Ford, and Adobe have introduced hybrid work models. In the latter case, employees work from home, typically two-three days per week, and work at the office for the remainder of the workweek.

 

A Gallup Poll conducted March 30th-April 2nd, 2020, found workers with employers offering flex-time or remote work options grew from 39% to 57% in a matter of three days. This trend is quickly solidifying as the norm as flexibility has become a priority value for today’s workforce.

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Employers must adapt to evolving work models and address what employees value to thrive in a post-pandemic world. Workplaces need reshaping from the ground up to appeal to employees, boost their productivity, and operate without compromising revenue. Without evolving to fit employee demands, companies will find it very challenging to operate successfully.

 

Is your company looking to hire fresh talent to revamp your workplace or bring new ideas to the table? Or are you looking for a career move? If so, eNamix would love to talk with you! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> How Gen Z Is Changing the Workplace http://quantilus.com/uncategorized/how-gen-z-is-changing-the-workplace/ Wed, 05 May 2021 17:26:42 +0000 https://enamix.com/?p=4628

How Gen Z Is Changing the Workplace

Younger generations frequently usher a realm of new ideologies, societal norms, and cultural values. They also bring the latest fashion trends, technological adoptions, and even fresh demands for the workplace. The latter is currently becoming evident as the oldest Gen Zs are around 24 and starting their post-college careers.

 

Companies that wish to attract and retain top young talent need to revamp their operations, priorities, and cultures to fit the demands of Gen Z. Below, we will cover some of the most common factors Gen Z looks for in employers.

 

Diversity, Equity, and Inclusion

 

Gen Z is the most diverse generation in history, taking the crown from millennials. Therefore, it shouldn’t come as a surprise that the majority of Gen Z prioritizes workplaces that promote and fosters diversity, equity, and inclusion.

 

In fact, 77% of Gen Zs state that a company’s level of diversity impacts whether they want to work there. Furthermore, 63% say their top priority is working with others that possess diverse educational backgrounds and skill levels. These stats illuminate Gen Zs desire to work alongside team members who have diverse personal backgrounds and coworkers who have diverse professional experience.

 

This differs from older generations, where companies emphasized having employees fit the mold and maintaining the status quo. Additionally, companies would be wise to prioritize diversity because it is good for business as it increases innovation, profitability, public image, and more. Find out more about the importance of diversity in the workplace with our blog here.

 

Digital Natives

 

Prior to Gen Z, every generation had to learn how to use and navigate the internet, along with the budding technologies that utilize it. However, Gen Z was the first generation born into a world where the internet was everywhere. They never experienced a world without it.

 

This alludes to the fact that Gen Z has a higher standard for technology offered in the workplace. A company with advanced technology is more attractive to younger employees. In fact, 80% of Gen Zs desire to work with innovative tech. This means that just supplying laptops to employees is no longer sufficient. Companies should also consider allocating funds towards digital tools and solutions, software, programs, tablets, emerging tech when it becomes available, and more.

 

Companies need to invest in leading technologies to show Gen Zs that they have a pulse on cutting-edge technology and regard it as a worthwhile investment. By investing in the latest tech, companies can illustrate how they are forward-thinking, along with how they recognize technology is only going to continue to grow in importance.

 

Financial Security

Like most of us, Gen Z aspires to have financial security. This is likely from several factors that influenced their upbringing, including the 9/11 terrorist attacks, The Great Recession, mounting student loan debt, and the COVID-19 pandemic. Gen Z experienced multiple economic downturns that illuminated the fragility and volatility of financial markets and the negative consequences the downturns produce.

 

That explains why 70% of Gen Z considers pay a top motivator at work. Companies need to compensate younger workers fairly, or they will take their talents elsewhere. Gen Z is not likely as previous generations to accept the first offer they are given, but rather continue searching until they feel adequately paid.

 

Feedback

Although younger employees appreciates technology, they still emphasize getting feedback from their human coworkers. Until now, the norm in the workplace has been annual reviews. However, Gen Z desires much more frequent evaluations and communication on their performance and projects.

 

Research shows that 60% of Gen Zs want to meet with their superiors multiple times per week. Additionally, the more specific the feedback, the better, as Gen Z will learn more quickly and adjust accordingly.

 

Therefore, managers should prepare to set aside time to regularly meet or communicate with their Gen Z workers on their performance. This can be done through a variety of different mediums and can be customized to the employee. Examples include weekly video meetings, daily morning check-ins, end-of-day email summaries, afternoon walks, and more. Managers should find what works best depending on their Gen Z subordinates.

 

Conclusion

Gen Z is shifting the workplace, and companies that wish to attract top young talent need to accommodate their demands or risk losing promising young professionals to other businesses. Companies can entice Gen Z professionals by prioritizing creating diverse employee networks, providing and using cutting-edge technology, offering financial security to employees, and providing valuable, consistent feedback. Lastly, for companies to remain competitive in the future and as more Gen Zs enter the workplace, companies will need to continually adapt to what the younger professionals seek in their place of employment.

 

Is your company looking to hire fresh talent, or are you looking for a career move? If so, eNamix would love to talk with you! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers. 

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]]> Why Diversity is Important in the Workplace http://quantilus.com/uncategorized/why-diversity-is-important-in-the-workplace/ Mon, 12 Apr 2021 17:39:25 +0000 https://enamix.com/?p=4648

Why Diversity is Important in the Workplace

Diversity has been a buzzword in human resources and recruiting for the last few years. With social causes and equal rights rising to the forefront of the news, companies are now focusing hiring efforts on creating and nurturing diverse teams. Besides the obvious that every job applicant should have an equal chance of landing a job, why is diversity essential, and what positive impacts does it have for a business? There are numerous advantages to having a diverse team, including increased innovation, employee retention, profitability, and more.

 

What is Diversity in the Workplace?

Diversity encompasses a slew of factors. In the workplace, this equates to a team of employees with different personal characteristics and come from different walks of life. Some of these factors include…

  • Race
  • Age
  • Gender Identity
  • Religion
  • Education
  • Sexual Orientation
  • Experience
  • Political Beliefs
  • Socioeconomic Status
  • Disability
  • Language

These are just some of the attributes that are considered when assessing a team’s diversity.

 

Benefits

The benefits of a diverse team are bountiful. Not only do the benefits have a positive impact on the employee experience, but the benefits also positively impact business. However, challenges may arise when fostering diversity in the workplace which we will also cover.

 

1) Innovation and Creativity

One of the most eye-opening results of having a diverse team of employees is the increase in innovation. One study from Boston Consulting Group found that businesses with diverse management yield a 19% higher revenue because of innovation. Innovation and creativity flourish when different opinions, thought processes, and experiences mesh together. This allows for more intriguing brainstorms and new ways to problem-solve, both of which are vital for innovation. For companies that thrive off innovation, such as startups, diverse teams can be integral to their success.

 

2) Attracting and Retaining Talent

Businesses are consistently searching for ways to attract and retain top talent. That’s one of the reasons why Google offers complimentary breakfast, lunch, and dinner to its employees every day and why Facebook has an on-site barbershop and dental care. Having a diverse network of employees is another way to attract top talent. This is because companies with a more diverse employee makeup are more likely to allure more diverse job seekers. For example, if a company does not have an ample amount of women employees, women will not want to work for the company. Thus, the company misses out on top female talent. Companies are becoming increasingly creative with the benefits and perks they offer in hopes to impress candidates, but having diverse employees is a perk money cannot buy.

 

3) Greater Profitability

The main goal for businesses is to make money and turn a profit. Therefore, it’s in a company’s best interest to have diverse employees because diverse teams lead to greater profitability. According to a study conducted by McKinsey, businesses with gender-diverse executive teams garner 21% more EBIT, which is earnings before interest and taxes. Furthermore, racially diverse executive teams experience 35% greater EBIT. Companies should be investing in diverse employees and hiring practices to ensure they are achieving the largest profitability as possible.

 

4) Improved Public Image

With inclusivity, equal rights, and fair representation becoming daily headlines, the general public is increasingly preferring to engage with companies that are diverse and have diverse marketing campaigns. Consumers want to support brands that reflect their values. Additionally, there is greater transparency and more resources for consumers to identify which companies are genuinely diverse and can therefore hold companies accountable. Thus, companies that employ a more diverse workforce can expect to reach a larger consumer audience, which equates to greater profits and a better public image.

 

5) Fostering Diversity

Having a diverse team is excellent; however, some companies fall into the trap of hiring diverse candidates to meet a specific goal or quota. Furthermore, companies may have a diverse workforce but do not offer support services for employees. This can lead to numerous adverse outcomes. To avoid the negative consequences, companies should have resources and processes in place that aid diverse employees. Resources can include bringing in guest presenters to educate employees on inclusion in the workplace, creating committees that focus on diversity and inclusion, implementing equal pay, recognizing holidays from different cultures, offering training programs, and more.

 

At eNamix, we understand the difficulty of reaching diverse candidates. Furthermore, we know the challenges of hiring diverse candidates, as most U.S. states outlaw companies from explicitly announcing a demographic preference, even when intentions are positive (such as increasing diversity in your business). If your company is looking to hire and diversify your teams, eNamix would love to talk with you. We can help your team secure top talent with various experiences and from different backgrounds. Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> Gender Pronouns in the Workplace http://quantilus.com/uncategorized/gender-pronouns-in-the-workplace/ Thu, 24 Dec 2020 16:59:09 +0000 https://enamix.com/?p=4551

Gender Pronouns in the Workplace

Maybe you have seen “she/her” or “he/him, they/them” listed in someone’s email signature, Instagram bio, or you heard how Elon Musk posted a meme on Twitter involving pronouns. Or perhaps this is your first time reading about the topic. Whatever the case may be, pronouns have recently garnered a great deal of attention, and for good reason.

 

As diversity and inclusion continues to be an area of improvement and focus for companies of all sizes, using employees’ correct gender pronouns is one of the many ways to promote a more welcoming and inclusive work environment.

 

Gender-Identifying Pronouns

Like personal pronouns, gender-identifying pronouns are pronouns that align with the gender people most-closely identify. Common identities include female, male, and non-binary, which is also known as gender-nonconforming.

 

Essentially, nonbinary is someone whose gender identity is not entirely restricted to either male or female. However, it is important to note that nonbinary is a term with different meanings depending on the person. For example, some nonbinary individuals identify as both male and female. Conversely, other nonbinary individuals do not identify as male, nor do they identify as female.

 

Personal or gender-identifying pronouns include… 

  • Female: she/her
  • Male: he/him/his
  • Neutral: they/theirs

 

Importance of Using the Correct Pronouns

Using correct pronouns in the workplace is essential for creating a welcoming space. Employees work best when placed in an inclusive environment where they feel respected. Conversely, using incorrect pronouns can be detrimental to coworkers’ relationships, promote a hostile workplace, and harm business if the wrong pronouns are used when talking with a client, vendor, potential partner, and more.

 

Pronouns in The Workplace

There are numerous different ways to provide chances for people to share their pronouns. The Human Rights Campaign offers a handful of methods for companies to ask for and identify employees’ pronouns…

  • Include a spot on the job application for applicants to disclose their pronouns.
  • When onboarding, create a designated place for new employees to document their pronouns.
  • If your company has an internal social network or directory, incorporate a spot where employees can list their pronouns.
  • Feature pronouns in the email signature.
  • Start meetings by going around the room and having everyone introduce themselves. Everyone can state their name, department, and pronouns (optional).

 

Don’t Assume Someone’s Pronouns

As a society, we frequently assume an individual’s identity based on their name and appearance. However, this heuristic is not accurate and easily plays into society’s stereotypes. The best and most straightforward way to ensure you address someone by their correct pronouns is simply asking. Just like asking someone what their name is, asking someone about their pronouns is entirely okay. However, be careful not to ask someone their pronouns in a setting that could make them uncomfortable or unsafe, such as while in a group. Asking someone’s pronouns is much better-done, one-on-one. Below are three simple and straightforward examples of how to ask someone about their pronouns… 

  • “Hey, what are your pronouns?”
  • “What pronouns would you like me to use?”
  • “I use she/her pronouns. What pronouns do you use?”

  

What If You Mess Up Someone’s Gender Pronouns?

If you mess up someone’s pronouns, apologize. Apologizing is difficult and uncomfortable for some people, but it can go a long way for the person who was misgendered. When apologizing, there are some vital things to note…

  • Don’t make excuses for yourself or get defensive.
  • Do not start tangent of how supportive you are. This can come across as ingenuine.
  • Do not continue to apologize repeatedly. This makes the person you misgendered feel like they have to console you and tell you it’s okay for your mistake.
  • Don’t make a scene when apologizing. If in a group, try pulling the person aside and acknowledge your mistake. You can then ask if they would prefer a more public apology.
  • Do not make the apology about yourself.

 

What can an apology look like? Below are two quick examples… 

  • “Hey, I’m really sorry I misgendered you. It won’t happen again.”
  • “I realized I used the wrong pronouns for you earlier. I’m sorry.”

 

Conclusion

Using correct pronouns encourages a more inclusive work environment by showing respect for all individuals. It also helps individuals feel safe and empowered to be their authentic selves, both in the office and in their daily lives. Remember, it is encouraged to ask people what their pronouns are and apologize for calling someone the wrong pronouns. The better we as a society get about using the correct pronouns, the more it shows we value one another.

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