As adults, we tend to think of bullying as something we may need to protect our children from. However, bullying isn’t limited to children. Unfortunately, instances of adult bullying are on the rise.
Over 25% of adults admit to having been the victim of bullying as an adult. The most predominant environment in which adult bullying occurs? The workplace.
One of the most misunderstood types of business insurance is management liability, or as it’s also called, executive liability. It’s comprised of directors’ & officers’ liability (D&O), employment practices liability (EPL), and fiduciary liability.
Today we’re sharing insight from guest blogger Jesse Lyn Stoner, business consultant, coach, former executive, and bestselling author. We hope you enjoy Jesse's wisdom and perspective.
Sometimes leaders make bad decisions or harm team morale by making autocratic decisions without involving others. And other times they waste their team’s time by unnecessarily involving them.
How do you know when and how much to involve your team in decisions? Sometimes the answer is pretty obvious.
You don’t need to call a team meeting to decide to order pencils for your office. On the other hand, if one of your direct reports has the authority to make decisions about office supplies, your taking over might not be appreciated.
The Centers for Disease Control and Prevention recommends that adults get 150 minutes of moderate intensity physical activity each week. Research shows, and most individuals would agree, that engaging in regular physical activity, such as walking, enjoy the benefits of:
What if there was a device available that could help someone measure their activity or send hourly reminders to get up and move to increase daily physical activity levels? And what would this mean for workplace wellbeing?
Whether it’s a camping adventure, gathering around a backyard fire for s’mores, or to keep you warm on a chilly evening – a bonfire can be a great way to enjoy the outdoors with family and friends!
Do employees bring a renter’s bias to the job? Or is that bias fostered by leadership, compensation and rewards, structure, or other factors common to the job? It’s the question Harvard Professor James L. Heskett posed in a 2017 Harvard Business School article. Professor Heskett is seeing a trend of employees increasingly becoming renters.
You spend considerable time and resources crafting your benefits plan, striving to find a solution that’s best for your employees and for the organization. Once you’ve made the decisions and the plan is in place, how can you be sure your employees will use it? Or properly understand it?
The answer lies in your communication strategy!
Today we’re sharing insight from guest blogger Joe Calloway, author of “Keep It Simple,” “Magnetic,” and several other game-changing business books. We hope you enjoy Joe’s wisdom and perspective.
Whether it’s your vision, your mission, your family values, or your goals for the year, try and make it 20 words or less. Write it so that a child can understand it.
Even the best risk management strategies leave some room for workplace injuries. When the employee comes back, you need to make sure you have the best possible return-to-work plan too. We’ve highlighted the benefits to the employee, but your insurance company expects it as well. In fact, an underwriter’s pricing decision may be impacted by whether or not you have a bona fide return-to-work plan.
Here are 5 important considerations for your organization’s return-to-work program…
June is National Safety Month. While workplace and home safety are important every day of the year, the National Safety Council (NSC) specially focuses on safety during the month of June to help educate the public. Highlighting the following four themes throughout the month, the NSC aims to reduce the leading causes of injury and death – at home and in your workplace.
