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50 Motivational Quotes For Work

Motivational quote including a boy holding a soccer ball in a field.

Let’s be honest. We’ve all found ourselves in the grips of a little midweek or mid-day slump. A good inspirational and uplifting quote can inspire you to get out of that slump and turn you back into the goal crushing machine that you are! Take a few moments, grab a cup of tea or coffee, and read on to re-energize yourself with these inspiring and motivational quotes from some of the world’s greatest thinkers.

1. Becoming is better than being. —Carol Dweck, Mindset

2. If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe. —Abraham Lincoln

3. Intelligence is the ability to adapt to change. —Stephen Hawking

4. Leaders can let you fail and yet not let you be a failure. —Stanley McChrystal

5. Talent wins games, but teamwork and intelligence wins championships. —Michael Jordan

6. Do or do not. There is no try. —Yoda, The Empire Strikes Back

7. Always be a first-rate version of yourself, instead of a second-rate version of somebody else. —Judy Garland

8. The only way to achieve the impossible is to believe it is possible. —Charles Kingsleigh, Alice in Wonderland (2010)

9. When we strive to become better than we are, everything around us becomes better too. —Paulo Coelho, The Alchemist

10. Hey there, Mr. Grumpy Gills. When life gets you down do you wanna know what you’ve gotta do? Just keep swimming. Just keep swimming. Just keep swimming, swimming, swimming. What do we do? We swim, swim. —Dory, Finding Nemo

11. Intelligence without ambition is a bird without wings. —Salvador Dali

12. If something is wrong, fix it now. But train yourself not to worry, worry fixes nothing. — Ernest Hemingway

13. Don’t judge each day by the harvest you reap but by the seeds that you plant. —Robert Louis Stevenson

14. For artists, scientists, inventors, schoolchildren, and the rest of us, intrinsic motivation—the drive to do something because it is interesting, challenging, and absorbing—is essential for high levels of creativity. —Daniel H. Pink, Drive

15. Do what you do so well that they will want to see it again and again and bring their friend. — Walt Disney

16. Innovation distinguishes from a leader and a follower. —Steve Jobs

17. Everything you’ve ever wanted is on the other side of fear. —George Addai

18. The best way out is always through. —Robert Frost

19. It isn’t the mountains ahead to climb that wear you out; it’s the pebble in your shoe. — Muhammad Ali

20. There’s zero correlation between being the best talker and having the best ideas. —Susan Cain, Quiet: The Power of Introverts in a World That Can’t Stop Talking

21. Unless someone like you care a whole awful lot, nothing is going to get better, it’s not. —Dr. Seuss, the Lorax

22. Someone, at some point, came up with this very bad idea that an ordinary individual couldn’t make a difference in the world. I think that’s just a horrible thing. —John Skoll

23. If you light a lamp for someone else, it will also brighten your path. —Buddha

24. If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears. —Simon Sinek

25. Very often, a change of self is needed more than a change of scene. —A.C. Benson

26. Learning never exhausts the mind. —Leonardo Da Vinci

27. Luck is a matter of preparation meeting opportunity. —Seneca

28. Don’t persuade, defend or interrupt. Be curious, be conversational, be real. And listen. — Elizabeth Lesser

29. The secret of health for both mind and body is not to mourn for the past, not to worry about the future, or not to anticipate troubles, but to live in the present moment wisely and earnestly. —Buddha

30. As long as they are well-intentioned, mistakes are not a matter for shame, but for learning. —Margaret Heffernan

31. In every job that must be done, there is an element of fun. You find the fun, and – SNAP – the job’s a game! —Mary Poppins

32. You can’t change how people treat you or what they say about you. All you can do is change how you react to it. —Mahatma Gandhi

33. Once you’ve accepted your flaws, no one can use them against you. ― George R.R. Martin, A Game of Thrones

34. Fulfillment isn’t found over the rainbow—it’s found in the here and now. Today I define success by the fluidity with which I transcend emotional landmines and choose joy and gratitude instead. — RuPaul

35. Somewhere, something incredible is waiting to be known. — Carl Sagan

36. If I create from the heart, nearly everything works: if from the head, almost nothing. — Marc Chagall

37. The man who moves a mountain begins by carrying away small stones. — Confuciusm, Confucius: The Analect

38. Failure it appears is not the regret that haunts most people; it is the choice not to risk failure at all. ― Dr. John Izzo

39. Even if you’re on the right track, you’ll get run over if you just sit there. ― Will Rogers

40. Your imagination is your preview of life’s coming attractions. ― Albert Einstein

41. Failure is the condiment that gives success its flavor ― Truman Capote

42. Success is liking yourself, liking what you do, and liking how you do it. ― Maya Angelou

43. The difference between try and triumph is just a little umph! – Marvin Phillips

44. Someday is not a day of the week. – Janet Daily

45. What lies behind us and what lies before us are tiny matters compared to what lies within us – Ralph Waldo Emerson

46. The tragedy in life doesn’t lie in not reaching your goal. The tragedy lies in having no goal to reach – Thomas Edison

47. You never get a second chance to make a first impression. – Unknown

48. Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful – Albert Schweitzer

49. It is better to be prepared and not have an opportunity, than to have an opportunity and not be prepared. – Unknown

50. You have brains in your head. You have feet in your shoes. You can steer yourself, any direction you choose. – Dr. Seuss

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6 Steps to Provide Effective Employee Coaching

6 Steps to Provide Effective Employee Coaching

Coaching is defined as an ongoing approach to managing people that creates a positive and motivating climate for performance, improves the match between an employee’s actual performance and an employee’s expected performance, and increases the probability of an employee’s success by providing timely feedback, recognition, clarity and support. Coaching is an alternative to discipline by passing the ownership of performance improvement to the employee rather than the manager. Coaching also works to frame the “issue” as an opportunity to grow and improve rather than the employee “getting in trouble” for something they did wrong.

In this article, we will be focusing on coaching, what effective coaching looks like, and the 6 steps to providing effective employee coaching:

  • What Is Effective Coaching?
  • Why/When Should Effective Coaching Be Used?
  • Step 1: Create Ownership In The Process
  • Step 2: Get On The Same Page
  • Step 3: Remove Barriers To Success
  • Step 4: Collaborate And Brainstorm Solutions
  • Step 5: Write It Out
  • Step 6: Make A Time To Follow Up

What Is Effective Coaching?

Effective coaching not only provides positive feedback about employee contributions but also lets employees know when they are effective contributors to the workforce. By providing this positive feedback, the employee’s actions and contributions are reinforced so that they continue to perform in this way.

Why/When Should Effective Coaching Be Used?

Effective coaching can also be utilized when there are performance issues with an  employee. Employee coaching feedback assists the employee to correct minor issues before they become significant detractions from their performance. The goal of coaching is to work in a collaborative way with the employee to solve performance problems and to improve the work of the employee, the team, and the department.

Coaching & Performance Management

The first step in any effort to improve employee performance is counseling or coaching. Counseling or coaching should be part of the day-to-day interaction between a supervisor and an employee who reports to him/her. Done well, coaching can help an employee continuously improve their skills, experience, and ability to contribute.

Here are some steps that management can take to provide effective employee coaching:

Step 1: Create Ownership In The Process

Show that you have confidence in the employee’s ability and willingness to solve the problem. Ask them for help in solving the problem or improving their performance. Create a common goal to increase the employees’ effectiveness as a contributor to your company.

Step 2: Get On The Same Page

Describe the performance problem to the employee. Be sure to focus on the problem or behavior that needs improvement and not on the employee themselves. Provide concrete examples of the behavior so that you and the employee share a common understanding and meaning. Ask for the employee’s view of the situation. Do they see the same problem or opportunity that you do?

Step 3: Remove Barriers To Success

Determine whether there are external issues that exist that may be limiting the employee’s ability to perform the task or accomplish the objectives. Four common barriers are time, training, tools, and temperament. Find out if these barriers exist and how to remove them. Does the employee needs your help to remove the barriers? Are they able to remove them by themselves?

Step 4: Collaborate And Brainstorm Solutions

Collaborate with the employee to brainstorm potential solutions to the problem and create action items to create improvement. Identify the core goals and achievement markers that the employee must achieve to reach the level of desired performance.

Step 5: Write It Out

Core goals and achievement markers can be put into a formal written document between the employee and manager so each party is held accountable to the process and the results.

Step 6: Make A Time To Follow Up

Set a date and time for follow up, whether this is internally made by the manager to check in with the employee at a later date or a mutually agreed upon time to revisit the employees progress. Following through to check on improvements and progress is an important part of coaching.

What Else Can A Great Manager Do?

As a supervisor, offer positive encouragement and express confidence in the employee’s ability to improve. Recognize, however, that the only person who is in charge of their performance improvement is the employee. They are ultimately the one in charge of their own progress.


This process allows your employee to take ownership of their own growth thereby creating an employee who is fully engaged in their own performance. Investing in your employees’ development and growth by communicating your commitment to their success through effective employee coaching will help you build an engaged, skilled team for your business. By following the steps above and maintaining positive reinforcement and follow up, your employees will be well on their way to owning their experience!

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Hiring a New Employee: Person-Organizational Fit and Why It’s Important

Hiring a New Employee: Person-Organizational Fit and Why It’s Important

You need to bring on a new team member. You’ve interviewed and met with multiple outstanding candidates; now you need to make the decision: which person should you hire? Wait- before you send over that offer letter, consider that there are two main aspects to consider when determining whether the candidate should or should not be hired: job fit, which is what you most likely have already addressed, and organizational fit, which we will discuss more in this article.

We will discuss:

  • Job Fit
  • Cultural Fit
  • Person-Organization Fit Theory

Job Fit

First and foremost, when you are hiring, the candidate needs to meet the requirements of the role. An individual is considered a good match for a job if his or her background and experience aligns well with the job description and are able to carry out the responsibilities of the role. The concept of Job Fit helps an employer determine how well a potential candidate may be suited for the role.

Does the candidate fit all the requirements and qualifications of the role you are looking to fill? Do they have the experience to carry out the responsibilities of the role? Job fit and cultural fit, which we will talk about next, are assessed throughout the steps in the interview and hiring process. However, the vast majority of traditional questions asked during a phone screen, an interview, and traditional tests/assessments are used to evaluate a candidate’s job fit with the role. These are used to measure knowledge skills and abilities of an individual against the competencies required for the job. This can make hiring and predictability of an employee staying in a role, and being happy and productive there, less predictable than we would like. It also can make candidates blur together- there are a lot of qualified people out there, especially for entry level roles.

Let’s use that as an example for how to explain cultural fit: let’s pretend you have 2 potential hires who are both outstanding but you only have one position to fill. How will you decide which of the two to hire?

Cultural Fit

Here’s when you will want to consider cultural fit. You want to hire the right person for the organization, not only someone who is capable of getting the job done. You need to ask yourself, and the candidate:

  • Does his or her goals align with the company’s mission?
  • Will the individual be happy working within the organization? Why?

Like Job Fit, Cultural Fit is also evaluated throughout the interview and hiring process. For example, when interviewing candidates, you can ask questions that regarding core values and the culture of the organization. To do so, you need to define what your company culture is.

Your company’s culture should reflect the mission, values, and ethics of the organization. Different attributes contribute to a company’s culture, such as communication and employee engagement, leadership and decision making within the organization, and recognition of employee contributions. Matching a person to a job which they are capable of performing is important; however, matching a person to an organization in which he or she is compatible with is just as vital.

Person-Organization Fit Theory

The Person-Organization Fit Theory is the concept that describes the compatibility between people and organizations. This takes into consideration the compatibility between their values and expectations of the employee. Employees tend to be attracted to organizations that share similar values and goals as the individual.  When an employee obtains a position within an organization that meets his or her personal and professional requirements, it will encourage positive results.

For example, let’s take an example of a company hiring for a role that is very team-oriented and involves a lot of collaboration. If the candidate is capable of completing all the responsibilities required of the role, he or she would fall under the category of a good job fit. However, if this person is not fond of work that requires heavy communication and collaboration with other team members, he or she may not be a good culture fit. On the other hand, if the candidate can excel at all the responsibilities of the role and also strives to work with others in a collaborative environment, they would be a good fit for the job and the organization.

How Person-Organization Fit Impacts Productivity

A good person-organization fit can positively impact one’s productivity and performance as well as job personal wellness. One study shows that there is a positive correlation between an employee’s culture fit within the organization and the employee’s longevity at a company. When an individual has higher job satisfaction, they will be more committed and thus, more likely to remain with the organization.

Some other benefits of person-organization fit include:

  • Higher quality of work and increased productivity
  • More efficient collaboration amongst team members
  • Improved employee retention
  • Increased levels of engagement, contribution, and creativity from employees
  • Happy employees make great company ambassadors!

What if you don’t use Person-Organization Fit?

On the other hand, a poor person-organization fit can lead to negative outcomes. Results of hiring an employee that does not fit well with the organization’s culture and values may cause lower job satisfaction and affect one’s mental health. This in turn will lead to lower rates of productivity and a higher turnover rate within the organization.

Some other consequences could include:

  • Increased physical and mental exhaustion and stress
  • Low morale within the team
  • Lack of individual and team motivation
  • Low productivity/ unsatisfactory work
  • Increased costs on hiring and training
  • Employee turnover increase


In the end, it is not a simple task to hire the perfect candidate. Being aware of different factors that contribute to an employee’s commitment to the organization and its values are important when pursuing a potential candidate. Determining whether a candidate is a good fit within the company will require effort that starts even before the interview, but a positive fit can benefit both the employee and the organization in the long run.

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Top 5 HR Trends for 2018

Top 5 HR Trends for 2018

The workplace is rapidly changing, more so now than ever with the continuous inclusion of cutting edge technologies. The past year HR departments all over the country were prioritizing the well-being of their employees in several different realms. Executives, in conjunction with HR departments, began to invest more time in their employees by creating a better workplace environment.  Company culture and employee engagement were huge in 2017. In 2018 we will see a continuation of these priorities (with some tweaks) as well as many others, most of which are technology centered.

Let’s talk about:

  • Move Over Employee Engagement, Employee Experience Is Here
  • Making Friends with AI
  • Microlearning For Employees
  • Gamification
  • The Shift from Wellness to Well-being

Read on for  more about HR in 2018!

1) Move Over Employee Engagement, Employee Experience Is Here

With millennials being such a large part of the workforce and the increased transparency brought about by the inclusion of cutting edge technology, employees are expecting a more engaging and life-affirming work experience. Gone are the days of head down, nose to the grindstone work ethics. Employees today are expecting a lot more from their employers.

Employee Experience” is defined as the sum of the various perceptions employees have about their interactions with the organization in which they work. It is the totality of an employee’s experiences, so it encompasses all of the narrower aspects of how an employee perceives his everyday life at the office, both good and bad.

The employee experience ecosystem combines three core aspects: engagement, culture, and performance management. The main idea behind employee experience is to optimize every touchpoint that an employee comes in contact with, to create a unified experience that feels holistic throughout every stage, both of which involve treating the employee with the same degree of care that you would treat your customers.

2) Making Friends With AI

Employees today want to develop their skill sets and fulfill personal value-based goals; they expect their employers to provide them with the opportunity to do so. The modern-day workforce will forego the highest possible salary to instead worth an organization whose culture matches with their fundamental values. The opportunity to learn and obtain regular feedback are things they crave.

Learning and Development (L&D) programs from employers are more important than ever to establish the new employee’s reality.  Employers are utilizing AI (Artificial Intelligence) to provide personalized programs for each employee that are tailored to their unique needs, career goals and learning styles.

AI is also increasingly being used to streamline HR practices such as recruiting, hiring, and training. AI in HR offers a great opportunity to automate many of the busy, repetitive tasks HR practitioners have to deal with HR professionals can spend that time on the core business of HR: people. Specifically, the recruitment and acquisition of great new people and the retention of current staff members. When it comes to finding those great new people, AI can help recruiters and hiring managers on another level by cutting human bias out of the process as well as predict a candidate’s suitability for the job.

3) Microlearning For Employees

Millennials will make up 75 percent of the global workforce by 2025 and the human attention span is getting smaller on average. Microlearning offers a chance to educate employees by providing learning content in very specific yet small bursts. The reason microlearning is becoming more popular is due to the increased flexibility it gives to the learners. The learners have control over time management while learning because the learning program is organized into a number of short courses. Employees can use this approach to learn a concept specific to a job and utilize their new found knowledge right away.

Microlearning helps employers save on both time and cost, especially on expensive training consultants if you contrast it with other traditional methods of training like day-long seminars. HR professionals leading or administering the more traditional employee trainings can be freed up to turn their attention to more pressing HR work.

4) Gamification

Gamification is the usage of game-thinking and game mechanics in non-game scenarios such as business environment and processes, specifically in recruitment, training and development, and motivation; in order to engage users and solve problems. Today you can see examples of it everywhere: receiving stamps for cups of coffee, gaining new features in running apps, even military training utilizes gaming features.

Gamification has been known to increase productivity by providing employees with independence and choice. Employees responded with higher job satisfaction, job performance, innovation, and workplace satisfaction than those who did not have any choice. Independence and personal preference within gamification can all help promote autonomy within roles. When we accomplish something or reach a goal, our brain releases dopamine, making us feel euphoric while reinforcing the behavior that released that dopamine. Gamification utilizes the chemical reward process in the brain.

Finally, gaining new features or reaching new levels in gamification provides measurable results, reinforcing the idea that the employee is learning and growing. Employee engagement is beneficial to productivity and profitability; the promise of individual growth will ensure that engagement.

5) The Shift from Wellness to Well-being

Well-being expands the view of wellness to cover more than the physical body. It encompassing an employee’s mental and emotional state as well as their productivity and ability to perform at the peak of their capabilities. Well-being initiatives are moving away from being centered primarily around getting in shape and eating healthily, increasingly mental and financial wellness are also earning attention from forward-thinking employers.

Some common ways HR departments and employers are increasing the focus on well-being are providing on-site yoga, fitness, and meditation classes by a certified instructor, providing gym discounts, allow for flexible working hours, promote the use of productivity boosting devices like the Headspace app, incorporating team activities, and financial advising.

In the End

While no one can know for sure what HR trends 2018 will deliver, it is evident that the increased use of technology in HR and the continued implementation of employee experience techniques will be hot topics in 2018.

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Thank You Notes: The Candidate Difference

Thank You Notes: The Candidate Difference

A few weeks ago, a young lady applied for a HR role with an up and coming HR & Consulting firm. There was the initial phone screen with the CEO, the 2nd interview with one of the senior consultants, and the final step was an in-person interview (along with one other potential candidate) with the entire HR team…no pressure. Although a bit worried about the stiff competition, she left the interview feeling pretty good. Within a couple of hours, an offer letter was extended. I graciously accepted.

What ultimately separated me from the other candidate…my upbeat personality, winning smile, great conversation? Absolutely! But, it was the thank you letters I sent after each interview that made a huge difference. How do I know? The CEO told me so.

It’s interesting how we are taught not to sweat the small stuff, but something a small as “…thank you for taking the time to speak with me today…” can ultimately be just the extra push you need to set you apart from the pack. I bet you are saying to yourself, But I was nice, polite, said please and thank you…even shook their hand before I left…that should be enough right? Maybe. But let me give you a few reasons why a simple “thank you” is so important.

First, the job market is super competitive. Yes, I know your resume is all shiny and well-laid out with its streamlined formatting, clean font, and bold headline that highlights your vast knowledge, wealth of experience, superior skills, and super hero ability to save sinking company profits in a single bound. So does hundreds, if not thousands, of other applicants that are vying for that one available spot at the same company. Very few applicants send thank you notes after an interview, let alone a phone screen with the recruiter. Sad, but true. Will it hurt to take a few extra minutes to send a thank you to the hiring manager? Not at all. Could it make your resume and winning personality stand out even more? It could.

Second, it gives you a chance to reiterate how you will be an asset to the company. Yes, I know you stated in the interview how you single-handedly saved your last company from the brink of disaster and financial ruin. Or maybe you forgot to elaborate more on how you were the lead behind the new software integration project that was completed before deadline and under budget. A thank you letter is a great opportunity to briefly restate why you are the best candidate for the job.

Third, and probably the most important, it’s just plain common courtesy. In our modern society of text and direct messages, tweets, and chats, it is easy to forget that everyone’s time is valuable. In a time where sending an emoji through an application confirms restaurant reservations, schedules your doctor appointment, and breaks off a tumultuous relationship without so much as an actual phone call, let alone human interaction, it’s polite and respectable to acknowledge and thank your interviewer for taking the time out of their day to meet with you. Just like you, the hiring manager could be doing other things with their time – like interviewing other candidates (hint, hint). Instead, they are taking the time, effort, and resources to get to know you, schedule time to talk with you, invite you in for an in-person interview…you, you, you. See where I’m going with this?

Writing a thank you note doesn’t require a great deal of time. Ideally, you should send a thank you note the same day as your interview. It may not be a big deal to you, but it could make all the difference between hiring you and the other guy who was invited to the interview. Thank you, 4 Point Consulting.

Swanie Brooks is the HR & Recruiting Intern at 4 Point Consulting.

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Wellness Programs & Team Building: What 4 Point is Up To

Wellness Programs & Team Building: What 4 Point is Up To

At 4 Point Consulting (4 Point), one of our central beliefs is that people are the core of every business. That is why we take a comprehensive approach to wellness. Christy Hopkins, the Founder and CEO of 4 Point, incorporates wellness into the everyday life of her team members. This should come as no surprise given her background. Over the course of her career, Christy realized she wanted to merge her love of business with her love of helping and supporting people. Lucky for her employees and clients, this love does not exclude them.

4 Point recognizes the demands of the consulting lifestyle and the challenge employees can face to strike a balance between life and work. This is why she began to incorporate wellness and team building exercises during the tail end of 2017. But what does Christy do to foster a culture of collaboration, teamwork, and cohesiveness amongst our group of remote workers? Let’s take a look at the support she offers our team.

Our wellness initiative follows a holistic view that respects all areas of employee life. So far, we have enjoyed a variety of team building activities that reduce stress, promote mindfulness, and build resilience. These activities include hosted lunches, off-site socials, yoga, pilates, boxing, interval training classes, and barre workouts. And if you think it ends there, we have news for you! Each employee’s compensation package includes wellness reimbursement to help lead a healthy lifestyle. All of these initiatives result in employees feeling truly cared for and translates into the quality of our service. But enough about us! How can you nurture wellness to support your employees? Let’s first talk about what wellness is and how team building can help your organization.


Multiple organizations have followed the trend of offering team building activities and implementing wellness programs. In fact, according to a survey administered by the Society for Human Resource Management (SHRM), approximately 25% of companies increased their wellness benefits between the years of 2006 and 2017. In this article, we will provide insight on what you need to know about wellness and team building to improve your organization:

  1. What is wellness and team building?
  2. How can wellness programs and team building improve the life of your employees?
  3. What kind of activities can promote wellness?
  4. How can you incorporate wellness into your organization?


The term wellness not only refers to the absence of illness. It also refers to maintaining your body in good condition, with proactive and preventive measures. With this in mind, organizations have been taking wellness to a higher level by adopting a more holistic view that treats the employee as a whole person. This all encompassing wellness approach considers the physical, social, mental, and emotional needs of employees and provides support so they can overcome and/or prevent issues related to the four aforementioned needs.

The degree to which wellness is integrated into employees’ day-to-day life varies across organizations, and so do their benefits. On an organizational level, these benefits include increased productivity, lower healthcare costs, and higher retention. However, in this article we are going to shift our focus to explore how employees and teams benefit from wellness programs. Wellness programs are intended to improve the health of the workforce by helping employees perform at their peak as individual contributors and as members of a team, and one way to do that is through team building exercises.


Team building has become a hot topic in recent years and for good reasons. The success of most organizations depends on their ability to build effective teams. Team building activities are a great way to provide realistic experiences that empower employees to contribute to common goals. Programs or activities that foster team-building provide an upbeat and powerful team experiences that allow companies to compete effectively by enabling their employees at all levels to work as true team players.

The main goals of team building are to improve productivity and motivation. Structured exercises, especially when done outside of the workplace, help break down political and personal barriers, eliminate distractions, and not only encourage individual development but also brings all members together for a common goal.

Team building exercises are important not for the immediate experience of the activities performed by the team, but also for the group skills, communication, and bonding that result from them. Team building exercises work to boost a company’s bottom line, reform a company’s culture, and also have many wellness benefits for individual employees.


Team building and wellness programs can improve the lives of employees in the following four areas: physical, social, emotional, and mental.

Referring to things that are of nature or the body, physical wellness:

  • Allows employees to release and manage their stress.
  • Instills healthy habits to create a better lifestyle.
  • Lowers blood pressure and cholesterol.

Having to do with employees working together as a group, social wellness:

  • Encourages communication by breaks down communication barriers.
  • Allows employees to develop and discover their strengths.
  • Increases collaboration.
  • Gives employees the ability to draw on and develop team process skills to complete group-oriented tasks successfully.
  • Mitigates conflict.

When it comes to employees’ internal state of being and involuntary physiological responses, emotional wellness:

  • Builds organizational trust.
  • Fosters engagement.

Related to employees’ ability to cope with the normal stresses of life, work productively and fruitfully, and make contributions to the workplace, mental wellness:

  • Gives employees time and tools to develop skills.
  • Promotes creativity.
  • Encourages mission focused behaviors.


Exercise classes.

Provide opportunities for your employees to try running, yoga, pilates, boxing, barre,…you name it! Choose something unique and slightly outside of people’s comfort zones can encourage teams to come together in new ways.

Hosted lunches.

Host an on-site or off-site lunch for your work team, department, or the entire company. This can give coworkers the chance to unwind and get to know each other outside of the work environment.

Professional development activities.

Create opportunities for development where employees can share their learning experiences and have the opportunity to discuss their newly acquired knowledge and skills, and how these can be applied at work. Taking employees to an off-site training workshop or conference fosters learning and provides an opportunity for employees to interact.

Hobby clubs.

Encourage employees to form clubs, such as a book, article, or podcast club. Employees can take turns leading discussions about articles, chapters, or podcast episodes, the implications of what they are learning, and how it applies to the company and their work. This can encourage cross-departmental interaction and allow employees to share different viewpoints and gain a better understanding of each department’s contribution to the company’s overall goal.

Volunteer opportunities.

Pay it forward by having a volunteer day or afternoon once a quarter. This gives employees the opportunity to give back and learn about the community they are in and how to serve them. Companies can also partner with a local charity or nonprofit organization and generate volunteering opportunities internally by offering resume building workshops, tech courses, or various other activities.


Ask employees what they want.

Survey employees to learn about their interests in health promotion and related activities. Involving them in this process can increase participation and the sustainability of the program.

Make it convenient, practical, and accessible.

It is important that wellness facilities and activities are readily accessible. You and the company leaders should encourage employees to take a break during the day, use the gym, go for a walk, or attend a yoga class.

Integrate wellness into the company structure by leading from the top.

Make sure to have buy-in from the top before launching your program and have management lead by example during the program. Provide training for managers on new wellness initiatives so they can best understand and communicate them.

Make the program a key focus by incentivizing employees.

Advertise the benefits constantly to make the program a part of your corporate culture and provide ongoing incentives for employees to care about becoming healthier. This could be a small monetary incentive, a raffle for a fitness tracker or gym pass, a Community Supported Agriculture (CSA) membership, etc.

Invest in the program.

While companies do not have to spend an excessive amount on trips or experiences, they should not skimp either. Some low cost ideas include offering flexible work arrangements, coordinating volunteering days, and arranging group socials.

The Final Word

In all, team building activities and wellness programs can maximize profitability by allowing employees to better combine their skills to achieve more, meet cross-functional challenges, and be able to respond quicker to rapid change. Implementing a wellness program and having regular team building activities will instill a greater sense of involvement and belonging in your employee population. It will also empower teams to become more mission focused and achieve more with less direction. By investing in your employees, you will make your organization a place where they want to be, saving time and money.

We encourage you to follow these tips to transform and engage your organization. Work towards sustaining them and you will see the results!

Be on the lookout for Glamour Magazine’s April issue to find an article on mental health in the workplace by 4 Point’s Founder and CEO, Christy Hopkins!

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20 Gifts Small Business Owners Can Afford to Give for the Holidays

20 Gifts Small Business Owners Can Afford to Give for the Holidays

As the holiday season approaches, we’ve assembled a list of ideas for the best, most unique and personal gifts to give to your clients or employees with cost in mind. Small business owners, read on to shake up your holiday gratitude gift ideas:


Want a real actual gift you can wrap? Here are some gift ideas that are both affordable and meaningful for your clients or employees.

Multi-Port Rechargeable Power Banks 

Most of us rely on at least 2-3 electronic devices during the workday, and a rechargeable power bank can come in handy in busy times or times of desperation. These are excellent to have around the office to loan out to delivery drivers, during meetings, business travel, presentations,  lunches, etc. Check out the top rated Rechargeable Power Banks and consider giving this as a useful gift.

Personalized Stationery, Post-It’s, etc.

Personalized paperwork can be fun for both a client or employee. It’s easy to order personalized stationery online, we recommend using Shutterfly. They are top rated, and are almost always running a promotion, saving you a few bucks along the way.


There are many ways to purchase calendars: themed (how well do you know your client?), personal planners,  large, small, hanging, tear away, personalized. A quick trip to your local bookstore will yield dozens of calendar options, but if you’re looking for something unique or personalized check out Zazzle.

Electronic Notepad

What’s an electronic notepad, you ask? This trendy, helpful tool is equipped with an LCD screen that allows you to sketch down ideas, notes and drawings by hand and upload them directly to your computer via USB. The most popular and highest rated LCD Notepad is the Boogie Board.

Essential Oil Diffuser

Oil diffusers are the popular, safe and enviro-friendly alternative to burning candles. Not only are they less hazardous, but they also improve moisture in the air, provide ambiance, and some say essential oils have health benefits that go beyond simply smelling lovely.  Be sure to include a few essential oils with your gift, in case they don’t have any. You can usually find oil diffusers at big box stores like Target.

Desk Golf

Not only will this provide a good chuckle, it’s great decoration for your client or employee’s desk and is another healthy way to spend screen breaks or entertain guests. You can purchase Desk Golf at Uncommon Goods.

Custom-Made Bobble Heads

A hilarious way to build rapport and express your sense of humor. At, the bobble heads can be customized and themed to fit your client or employee’s interests and hobbies, but don’t delay! They typically recommend ordering 2-3 weeks in advance.

Maybe you want something more outside the box than a typical wrapped gift? No problem!



Perhaps you noticed a few blank spaces on the walls the last time you visited your client or had a meeting in your employee’s office? Or maybe there’s a popular artists in town you know they’d love… Artwork is a very personal gift, so do your research and find something that speaks to you and would speak to them. This is also a great opportunity to support the arts!

In-Office Yoga and Meditation Classes

Many companies are adding midday yoga classes as a part of their employee benefits packages. For advice on hiring a great teacher for your own business or for a client’s, call around to your local yoga studios – most of the time they will provide someone lovely they have on staff AND take care of logistics. It’s a win-win!

Charitable Donation in their honor

‘Tis the season for giving, after all. Why not use this opportunity to show your client or employees your altruistic side and make a donation in their honor? The best giftable donation is something that speaks personally to your client, yourself, or the current times.

Magazine Subscription

Almost every industry has a themed magazine, and not only are they a great resource and go-to  – they are also a great way to entertain visitors, and are helpful for staying engaged and motivated during much needed  “screen breaks.” When in doubt, a subscription to Forbes, Entrepreneur Magazine, or something local to the recipient’s City or Town are all safe ideas.

Career-Focused Books

There’s no better way to stay at the top of your game with an ambitious and empowering read, adn the same goes for your employees and clients. Here’s a list of the “15 Most Inspirational Books for Entrepreneurs,” (you’ll be happy to know they aren’t ALL non-fiction).

Want something more traditional? Don’t forget about the tried and true gifts like:


Gift Baskets

Gift baskets are a common gift during the holidays, and are great for sending to small businesses in the sense that there is truly a little something for everyone, whether it’s for your own people or your client’s people. The best way to give a gift basket (in our opinion) is to contact a local favorite whether it’s a bakery, artisan shop, etc. and have something familiar and special prepared.

Fruit of the Month Club

This is a modern-twist on the classic fruit basket. We recommend The Fruit Company, who has everything from exotic, americana, to organic and fresh fruit delivered monthly.


Plants improve air quality and ambiance, and are something the entire office can enjoy. Be sure to do your research and pick a plant that can survive in an office setting. Here’s a list of the best office plants for reference.

Catered Breakfast, Lunch, or Dessert

What better way to show your appreciation than surprise bagel delivery on a Monday morning to your client’s office? You might want to tip off someone what’s coming though so that someone is there to receive it. Or get a little more creative and think of a dessert or hot chocolate delivery.

Go Have Some Fun

Treating your client (and perhaps his/her team) or your own team to a local sporting event, concert, or other bonding activity outside the office is not only a great gift – it’s a great way to establish rapport, and can also show that you value team building in the workplace.

Snack Nation

Snack Nation provides a variety of snacks for up to 15 employees on a one-time, weekly or monthly basis. Your client’s sweet tooth will thank you! :

Coffee Shop Gift Cards

A tried and true gift, and a traditional way of expressing gratitude. Load enough on the card that your client or your employee can treat themselves properly!

A Sincere, Hand-Written Card

At the end of the day, the best way to express your gratitude to a client or employee is by taking the time to write to them personally. Be sure to thank them for investing in your endeavors, believing in you, and let them know you look forward to the growth that lies ahead.

In conclusion, you certainly do not have to give gifts to your clients or employees, but it can be a nice way to stand out and share the love this holiday season.

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Open Enrollment Ends December 15th! Here’s What You Should Know

Open Enrollment Ends December 15th! Here’s What You Should Know

Tis the season for Open Enrollment! With a shortened enrollment period, take the next few weeks to learn about new benefits and maximize your family’s health care plan and financial well-being. Here are a few things you should know:


Open enrollment began November 1st and ends December 15th, a span that lasts a mere 45 days and is your only chance to apply for 2018 coverage. Beat the rush and apply today:


The Affordable Care Act (ACA) is still law, and you may still have to pay a penalty if you don’t purchase coverage in 2018. Also, be mindful while shopping for insurance plans – many websites and providers are not ACA approved and purchasing one of these plans will still result in a fee come tax time. There are, however,  certain exemptions based on household income, to learn more visit:


Marketplace premiums are increasing 27% on average in most states, but the government is offering higher subsidies to offset the rising costs. Being that silver plans are experiencing the highest hikes, this may mean you can upgrade to a gold or platinum plan at no or little additional cost to you. Shop around! We can’t say this enough.


Speaking of shopping around…If you don’t intend to change your plan, be sure to review any price hikes and subsidy changes before the enrollment period ends on December 15th. Plans are set to auto-renew on December 16th, 2017 and with the price increases and subsidy changes – you wouldn’t want to get locked into the wrong plan for an entire year!

Have questions? Ask us at

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Top 5 Tips for an Engaged Workforce

Top 5 Tips for an Engaged Workforce

Did you know that only 15% of employees worldwide report feeling engaged at their place of work? Employee engagement has emerged as an important topic as business owners continue to battle for talent in the marketplace. Employee engagement strategies can help organizations compete and perform in a dynamic and competitive environment, reduce turnover, improve productivity and efficiency, and improve the wellbeing of employees. The need to increase employee engagement is pressing across all businesses, but especially small businesses and startups where reducing turnover and productivity are key to the organization’s financial health.

Although employee engagement is a continuous process and is highly organization specific, there are some general tips to facilitate an engaged workforce. We will be covering 5 employee engagement tips that managers can follow to drive engagement in their workplace:

  • Tip 1: Support and invest in employees
  • Tip 2: Allow strength-based flexibility
  • Tip 3: Provide training and coaching opportunities
  • Tip 4: Recognize loudly and proudly
  • Tip 5: Nurture relationships among employees

Before discussing tips for an engaged workforce, it is important to highlight some of the advantages of having energized workers. Engaged employees are:

  • More than twice as likely to remain on the job as those characterized as disengaged, and more likely to refer friends, and family members for employment. These factors lead to lower costs of recruitment, hiring, and training
  • Up to 2.5 times more productive than a disengaged employee
  • Less likely to be absent, work more safely on the job, produce fewer quality defects, and are less likely to steal
  • Able to foster higher levels of customer engagement that lead to higher customer loyalty, greater growth (and thus higher profits)

Let’s discuss our first tip now:


The relationship an individual, or team, has with their manager is one of the most significant influencers of engagement. Managers are critical players in the effort to foster engagement and help maximize productivity by building strong, positive relationships with their employees. Great managers work to understand the sources of intrinsic motivation of their employees and develop flexible strategies for engaging each employee accordingly.

  • One way managers can help employees feel supported is by providing them with the tools and processes they need to succeed in their role. Managers can spend more time ensuring their employees have all the resources needed to perform effectively and then get it for them. By doing so, the focus of management shifts from management as control to management as facilitation.
  • Another way managers can help support their employees is by taking a keen interest in what is going on in each of their employee’s life at work and sometimes outside of work. Managers can help employees feel valued by paying attention to what their employees have to say and acting on the feedback.

This comprehensive approach to listening and investing in employees can help an organization identify and address problems that arise. Encouraging frequent communication and feedback among employees helps to develop trust and a feeling of belonging in workplace. By fostering a workplace environment that emphasizes communication, respect for others and collaboration among workers at all levels, higher levels of engagement from employees can be expected.


For many employees, increased autonomy and responsibility in their roles can lead to higher levels of engagement. Often the flexibility and autonomy to decide when and how they complete tasks also motivates them to do better work and be more invested in their work. A strengths-based approach to managing talent adopts practices that help employees identify, cultivate, and use their strengths at work. Managers should grant employees greater input and autonomy to use their strengths and gravitate towards roles and responsibilities that align with their inherent abilities. By allowing employees to identify, develop, and use their natural talents, their strengths have the potential to also significantly improve workforce productivity. When employees utilize their strengths on the job, their work can feel less like work to them.

At the group and organization level, team members who know each other’s strengths can relate more effectively to one another and become more cohesive, which can result in a sense of empowerment that benefits each employee, the team, and the organization. When employees feel empowered by higher levels of autonomy and flexibility, this can promote the development and implantation of new ideas that benefit the organization. Without the opportunity to use and develop their strengths, employees can become less motivated and productive, which in turn negatively impacts their engagement. Encouraging employees to use their skills and abilities can make their jobs more meaningful in the process. Managers can help their employees thrive by helping them understand and leverage their skills and abilities by focusing on what is strong rather than what is wrong.


Creating a culture that fosters continuous development helps employees build the skills they need to do their job and communicates that the organization values its employees and believes in their potential. The more employees feel like their future is invested in, the more engaged they are. A key way this can be accomplished is by cross-training employees so they have a broader understanding of the organization and how it operates. Having employees work on “other duties as assigned” is an informal way cross-training can put into action. Some of the benefits that employees experience from cross-training include:

  • Exposure to a new set of co-workers, managers, and customers, which broadens their network and strengthens their reputation within the company
  • Development of new skill sets
  • Opportunity to test out another area of interest and learn about the realities of other roles
  • Increased marketability and leverage to move up within the company

Coaching is another way engagement can be developed. Managers and employees should be encouraged to engage in coaching exercises to improve performance, develop skills, and build on employees’ strengths. Managers should be coached on taking an active role building engagement plans with their employees and be continuously focused on engaging with their employees. Through coaching, managers can establish trust, reinforce ethical standards, display active listening, and greatly assist in creating a strong, engaged workplace.


Another way to cultivate a sense of engagement is by recognizing employee performance. Employees respond well when they are appreciated for their hard work- it facilitates motivation, a sense of accomplishment, and makes them feel valued. The benefits of recognition also extend beyond engagement and can improve productivity and commitment to the company, which can lead to higher retention of employees. When employees feel that their best efforts are not adequately recognized, there are twice as likely to say they will quit in the next year.

Organization should broadcast the meaning of their work so employees have a clear idea of what kinds of behaviors will be rewarded and how they fit into the mission of the company. The act of recognition is a tool for personal reward and it also reinforces the desired culture of the organization to other employees. Recognizing employees who perform above and beyond is motivating to employees throughout the organization and sends the message to other employees about what success looks like. One of the best ways to recognize a high performing employee is publicly acknowledging them by means of an award, certificate, or commendation and private recognition from a manager, fellow employee, or customer. Managers can promote a high-recognition environment and reinforce company values by voicing praise frequently and being aware of how their employees like to receive appreciation.


The final top tip for an engaged workforce is to create opportunities for employees to build personal connections with one another. Hiring the right employees who mesh well and motivate one another is essential to nurture these important relationships. One way to bring employees together outside of the office is through team-building activities or service projects that focus on building relationships. Creating a team-building event where employees can get to know each other on a personal level can instill a sense of common purpose among employees and can make working together more enjoyable. These team bonding experiences are most effective when:

  • Company goals and objectives are clear
  • Information on employees’ learning styles, expectations for the event, and physical capabilities are known so everyone can everyone can participate in a meaningful way
  • The activity, the site, and size of the group match
  • There is a willingness to invest time and money
  • An assessment follows the activity that ties the event back to the company goals

After a team-building exercise, participants’ can be reconfigured into different teams and encouraged to share their experiences and insights with one another.


An important consideration when implementing approaches to develop engagement is to evaluate your progress. To measure employee engagement, it is recommended to assess effects, such as corporate results, employee attrition and absenteeism, or even desired behaviors at work, than to merely measure employee engagement.

Having engaged employees is one of the most effective competitive strategies available to many organizations as it supports their growth and survival. When employees are dedicated and absorbed in their work, they are emotionally invested in and focused on creating value for their organization every day. The top tips for an engaged workforce outlined above are some excellent ways managers can develop highly engaged employees who are committed to their organization’s goals and values, motivated to contribute to organizational success, and have an enhanced sense of well-being.

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5 Ways to Manage Generational Diversity in the Workplace

5 Ways to Manage Generational Diversity in the Workplace

For the first time in history, our national workforce is made up of five distinct generations. Much has been said about what makes each generational cohort different, especially Millennials. Our focus, however, will not be on how to engage or attract millennials, but on 5 ways to manage generational diversity in the workplace. To give you a quick outline, we will cover the following 5 ways to manage generational diversity in the workplace and each way’s benefits.

  • Get generational diversity out in the open (and 3 ways how to do so)
  • Use a custom approach to managing employees
  • Adapt and encourage varying communication styles
  • Implement mentoring practices
  • Ensure that your recruitment process is generationally friendly

Let’s get started with our top way to manage generational diversity in the workplace.


The never-ending discussions about generational differences usually focuses on how each generation is different. Take the initiative that, when these conversations start (either planned or unplanned), to be a leader and put a positive spin on the dialogue. Another way to achieve getting these conversations out in the open in a constructive way is to implement communication strategies that educate employees on the strengths of each individual, some of which result from the particular characteristics of their generation. Organizations can then foster a better understanding of team member’s background and perspectives.

Here are 3 specific ideas on how to do this:


We are sure you have heard about employee engagement before, and there is a reason for it. Research shows engagement to be a good predictor of performance. Therefore, investing in employee engagement programs is well worth your time.

What is the key to improved engagement levels, especially across generational differences? The key is to survey employee perception, have them be a part of the creation of engagement programs, and incorporate feedback loops to determine which elements work and which ones should be modified to increase and maintain the levels of engagement across all employee levels and ages.


Person-organization fit theories posit that the compatibility between an employee and an organization is significantly related to important job outcomes such as job satisfaction, organizational commitment, individual work performance, and turnover. More importantly, person-organization fit is highly influenced by an employee’s perception of belonging, and relationships with other employees pulls a great weight in that perception. You can attempt to increase employees’ sense of belonging by creating company-wide events that span generational interests. By enabling employees to interact with each other in spaces other than work, they participate in interpersonal exchanges that foster group cohesion.

Team-building exercises are a good way to promote a sense of mutual support amongst employees. Furthermore, when group activities are tied to the overall goals of the organization, they can serve as a reminder of what really matters at work, and strengthen the ties between employees and the organization. So think outside the box and stop just going to happy hour with your young team members… instead think of events that span all generations like a holiday potluck, a book exchange or club, or a sillier event like bowling.


Diversity is often undervalued, especially the diversity of skills each generation has to offer. Creating cross-functional teams can tap into those skills. The benefits of doing so include, but are not limited to the gain of different points of view, the improvement of knowledge sharing, the breakdown of status barriers that result from stereotypes, innovation, and overall better solutions.

Next, we will look at employee management styles as part of the generational diverse workforce.


In her blog, millennial workforce expert Lindsay Pollak reminds us that “one size fits all” approaches to leadership are no longer effective. Simply put, the composition of the current workplace cannot be managed the same way it was some decades ago.

Although it can be difficult and time consuming to adopt a management style that motivates each individual team member, it is not impossible to do so. As a leader, instead of following stereotypes and making assumptions, you should survey your employee groups to determine the specific ways they prefer to be coached, and maximize leadership efficiency and employee performance.


The widespread assumption that younger employees prefer text-based communication while older employees prefer face-to-face interaction can sometimes be unwarranted. As an extension of our second recommendation, we suggest that you and the employees in your organization communicate with their colleagues, management, and peers in the ways each person prefers. You may be thinking this takes a good amount of effort, and you would be right. However, when compared to the amount of miscommunication that can be prevented, it is well worth your time. You also might want to extend these communication styles into how you manage projects or clients as well.


Organization-wide mentoring programs have the potential to develop employees in significant ways. It presents them with the opportunity to learn from and teach others. To establish a mentoring culture, you must first evaluate the needs and desires of employees. That is, what knowledge, skills, and abilities are lacking in your organization and what the employees want to gain from a mentoring program. Often times, the implementation of mentoring programs fails due to lack of a comprehensive needs analysis (aka taking the time to assess what your organization actually needs to gain from this mentoring program).

You must also determine what types of mentoring would produce the best results in your organization. Would your employees prefer the traditional, one-on-one career development type of mentoring, or would they prefer a peer-to-peer or situational approach? Once you have found the answers to these questions, it is time to get buy-in from senior leadership. Without it, it will be difficult to reap maximum results. Having it will encourage employees to take advantage of the program.

Finally, cross generational mentoring will foster interaction between younger and older employees and lead to the acquisition of new experiences, perspectives, and skills that would be impossible if members of different generations didn’t interact with each other.

Our last technique is closely related to the person-organization theories mentioned above in that it is the first opportunity an organization has to hire employees that will thrive in the organization.


Our last recommended technique is to take a close look at what each generation values in terms of compensation, perquisites, and career goals in order to hone and refine your recruitment strategy to be generationally diverse. There are certainly differences amongst generations and they mostly relate to employees’ ability to contribute to organizations, flexible work arrangements, meaningfulness of the work performed, the ability to voice opinions, recognition, and the desire to build a career in one company alone.

Pay and benefits are not the only determinants of a perfect workplace, or at least not all across the different generations. Considering all these differences makes recruiting more difficult. It is important then, that if you want to attract and select members from each generation, your organization has something to offer every potential employee.


In essence, generational differences among employees can be difficult to manage, but they are also a great opportunity for your organization to thrive. What matters is that we take the time to understand these differences, cater to them, and make sure to engage all employees in working toward organizational goals. The performance of your organization depends on each employee. The previous techniques will help make your organization a more attractive one, where individuals will want to work, and employees will want to stay.