Friday, September 13, 2019
How office zoning affects productivity
Today there is no clear distinction between life and work. The concepts of the work schedule have also changed: more and more companies give preference to a relaxed work schedule, although the conditions for a normalized working day also become less.
With such a rhythm and mode, it is difficult to sit in a chair for 8-10 hours. I want to work lying down, change the scenery or just think for 20 minutes in silence. But in most offices this is not possible.
In addition, workers simply have nowhere to go for personal affairs - they have to hide in pantries and toilets. No personal space.
Of course, an increase in space will entail higher costs for each employee, but will increase efficiency and level of satisfaction.
According to BCG (Boston Consulting Group - an American management consulting company) research, increasing the personal space of an employee by 5% increases productivity by 15%.
Increasing personal space does not mean that you need to expand the passages around the employee’s desktop. We are talking about lounges, coffee and lunch areas, meeting rooms and other non-working rooms.
For example, in the Adidas Group office, almost 40% of the area is reserved for work-free areas. For comparison, Russian companies give these premises an average of 3-8% of the total quadrature.
Why open space has become obsolete
About 20 years ago, in Russia began a massive fashion for open-type offices - open space. After almost 2 decades, employers have noticed that this way of organizing space has significant disadvantages. The main thing is noise.
Dozens of people are sitting in huge rooms: one is talking on the phone, the other is discussing something with the third, and the chair is creaking disgustingly at the other. Yes, open space creates a sense of team and cohesion. However, constant noise is not only distracting, but also causing stress.
The cabinet system is an antagonist of open space, also a bad idea. Here, employees sit each in their booth with no windows and space around. An atmosphere not conducive to the flight of thought.
The best option for organizing a workspace is a mixture of the above two. Experts advise building an office center from non-working separate rooms: meeting rooms, dining areas, quiet rooms, showers, kitchens and so on. And already around to place open space.
Features of the design of non-working zones
The office should be diverse and even a little lurid. Thus, moving from room to room, you will have the feeling of a little trip.
Dining areas should distract from working thoughts, and lounges should create a sense of detachment.
Do not forget, each has its own rhythm of work and needs. Therefore, non-working areas also need to be divided: meeting rooms for a large number of people and 2-3 people, a common dining room with refreshments for those who like to dine alone.
Be sure to leave room for the game room and the room "to lie down." If possible, highlight the “loners”: sofas with a screen, armchairs “egg” or niches in the wall for privacy. For example, in one of the head offices of Sberbank for employees purchased individual capsules for sleep.
To maintain the lightness and airiness of the open space, we recommend making the walls glass. This is not only beautiful, but also practical - glass can be used instead of boards and made notes on them during discussions or left notes to each other.
Norms SanPiN
According to the sanitary and epidemiological requirements for a workplace with a computer in the office, each should have at least 4.5 square meters. The width of the aisles between tables should not be less than 1.2 meters, and in front - at least 1 meter.
Why write to the employer after the interview
About follow-up letters
Followup is a letter from a candidate to an employer after an interview. Not to be confused with a cover letter.
For the realities of the harsh Russian recruiting, the idea of correspondence with Eichar after a personal meeting sounds wild. In Russia, it is not customary to contact the employer after an interview. It is customary to lie low and wait for a verdict.
The tradition of follow-ups came from the West, where the candidate-employer relationship is more humane and warm. Here it’s normal to thank each other for the time spent, share impressions, experiences and give recommendations.
Unfortunately, the employment process in Russia often has a condescending and dismissive color, and interviews are more like an interrogation or exam.
If we want to change something in the Russian HR-culture, follow-up letters are a great start.
Why write follow-up letters
Followup has several goals. Perhaps the first and main thing is to remind yourself. Such a letter will significantly increase the chance of getting a job invitation. Believe me, no one else will send follow-up.
The second reason, after all, is to send a letter after the interview - to tell us what you forgot about, ask a question. A working interview is a lot of stress, and even careful preparation does not guarantee a “clean mind”.
For example, at the interview you did not mention successful relevant experience, forgot to ask an important question or want to remind about the agreements. Having scrolled the dialogue with the employer in my head on the way back home, we realized that they could present themselves better. Everything can be fixed by writing a follow-up letter.
The next thing you need to do in such a letter is to thank. Yes, Russia is not used to saying “thank you” for everything, but it’s respectful and sets a positive tone for relations from the very beginning.
Another “trick” of follow-up is the increased responsibility of the employer. How often recruiters promise to call back and don’t call, thereby shifting responsibility for the outcome of the meeting to the applicant.
The practice of follow-up forces the employer to take on the solution of the issue, and there will be no silence.
3 follow-up email errors
Flattery
Do not praise the employer and do not scatter thanks - this is not appropriate. One "thank you for the meeting" is enough.
Also, do not write about how madly you want to work in this company and are so inspired that you are ready to start immediately. Be honest and adequately assess the situation.
A pity
Your problems are your problems. In followup, you don’t have to cry about 3 loans, a mortgage and a “last chance”. Stay professional, do not exert moral pressure on the employer.
Overconfidence
Despite the advice of eminent career coaches, excessive confidence in success can do much harm. For example, in our 10-year experience in the HR sphere, the candidate’s phrase “I’m waiting for your offer” or the question “How much are you willing to pay me?” Do not add points.
Here, at the interview, everyone understands that you came to work, and it is better to discuss the size of the salary after the decision made in favor of the candidate.
When follow-up letters do not work
Followup is not always appropriate. For example, if we are talking about internships, vacancies for line staff and other work, which a huge number of candidates apply for, a letter after the interview will not be useful. In this case, HR simply does not remember everyone.
Follow-up correspondence works great for serious jobs.
Followup is a letter from a candidate to an employer after an interview. Not to be confused with a cover letter.
For the realities of the harsh Russian recruiting, the idea of correspondence with Eichar after a personal meeting sounds wild. In Russia, it is not customary to contact the employer after an interview. It is customary to lie low and wait for a verdict.
The tradition of follow-ups came from the West, where the candidate-employer relationship is more humane and warm. Here it’s normal to thank each other for the time spent, share impressions, experiences and give recommendations.
Unfortunately, the employment process in Russia often has a condescending and dismissive color, and interviews are more like an interrogation or exam.
If we want to change something in the Russian HR-culture, follow-up letters are a great start.
Why write follow-up letters
Followup has several goals. Perhaps the first and main thing is to remind yourself. Such a letter will significantly increase the chance of getting a job invitation. Believe me, no one else will send follow-up.
The second reason, after all, is to send a letter after the interview - to tell us what you forgot about, ask a question. A working interview is a lot of stress, and even careful preparation does not guarantee a “clean mind”.
For example, at the interview you did not mention successful relevant experience, forgot to ask an important question or want to remind about the agreements. Having scrolled the dialogue with the employer in my head on the way back home, we realized that they could present themselves better. Everything can be fixed by writing a follow-up letter.
The next thing you need to do in such a letter is to thank. Yes, Russia is not used to saying “thank you” for everything, but it’s respectful and sets a positive tone for relations from the very beginning.
Another “trick” of follow-up is the increased responsibility of the employer. How often recruiters promise to call back and don’t call, thereby shifting responsibility for the outcome of the meeting to the applicant.
The practice of follow-up forces the employer to take on the solution of the issue, and there will be no silence.
3 follow-up email errors
Flattery
Do not praise the employer and do not scatter thanks - this is not appropriate. One "thank you for the meeting" is enough.
Also, do not write about how madly you want to work in this company and are so inspired that you are ready to start immediately. Be honest and adequately assess the situation.
A pity
Your problems are your problems. In followup, you don’t have to cry about 3 loans, a mortgage and a “last chance”. Stay professional, do not exert moral pressure on the employer.
Overconfidence
Despite the advice of eminent career coaches, excessive confidence in success can do much harm. For example, in our 10-year experience in the HR sphere, the candidate’s phrase “I’m waiting for your offer” or the question “How much are you willing to pay me?” Do not add points.
Here, at the interview, everyone understands that you came to work, and it is better to discuss the size of the salary after the decision made in favor of the candidate.
When follow-up letters do not work
Followup is not always appropriate. For example, if we are talking about internships, vacancies for line staff and other work, which a huge number of candidates apply for, a letter after the interview will not be useful. In this case, HR simply does not remember everyone.
Follow-up correspondence works great for serious jobs.
Non-standard approaches to employee motivation
Fear, KPI, the words “you must” no longer have an effect. Currently, people are in search of a comfortable environment, professional hangouts and opportunities for self-realization.
Money is also not a sufficient incentive, and employers have to fight for involvement and create meaning, mission.
We will share a non-standard approach to motivation and tell what employees lack for complete happiness in the workplace.
So, 10 new ways to increase efficiency - start using today.
Good Word Tactics
If you want an employee to work with pleasure and for the result - do not break down due to setbacks. It is a common practice when a flurry of criticism and blame falls upon an employee for an error.
This approach does not motivate, but quite the opposite. Praise for the work done, calmly discuss the mistakes and ask them to fix.
Letters to parents
One of the latest trends in personnel management is the game of kinship.
Natalya Storozheva, director of the Moscow company Perspective, sent out handwritten letters to the parents of her subordinates, where she spoke about the successes of their children.
The effect exceeded expectations - they began to work with such zeal that they had to be driven out of the office.
Enough of a few sentences. Especially relevant for nonresident employees.
Mom and baby
Continuing the theme of related feelings.
According to recent studies, 48% of employers do not provide material support to mothers. Although this is a powerful tool for motivation.
For example, the Russian company Miel encourages the good education of employees' children. The program is called the “Portfolio of Fives”, at the end of May they reward the guys who completed the academic year with a maximum of two fours.
Opportunity to bring children to work
Especially useful for companies with young parents. Not everyone has the opportunity to send the child to kindergarten or grandmother, let alone hire a nanny.
A small equipped children's room in the office and an incoming caregiver are a great way to take care of employees.
Discounts and privileges
Fitness, beauty salons, cafes, shops and more - discounts and a privilege program for employees are a fairly common way of non-material motivation.
Often companies provide financial support to employees: interest-free installments, leasing, and so on.
Flexible schedule
The ability to work at a convenient time is worth a lot. Allow subordinates to choose independently when to come to work and how to organize their day.
Relative freedom and the absence of sanctions for being late will positively affect loyalty.
Paid Holiday
Leave your employees entitled to 7 paid days off during the year. Not in a row, of course.
Allow subordinates to decide where to spend this time: add a day to the vacation, leave it in force majeure, or just “for being too lazy.” It will not decrease from the company, and such a trifle will make the employee happy.
Place to sleep
It is proved that 30 minutes of lunchtime sleep will reload the brain and replenish strength. Create an office space with sofas and other sleeping furniture. The whole bedroom is not needed, quite a quiet corner.
Medical insurance
Unfortunately, medical insurance of workers is not very popular in Russia. But some large companies have long included this item in the social package.
Yes, it’s not cheap. But subordinates will appreciate the gesture.
Cropped friday
Believe me, after lunch on Friday no one thinks about work. Shorten your last working day by a couple of hours.
If you still do not want to let go of employees, devote the second half to self-training.
Read on GorodRabot.ru - Employee loyalty: why fight for it and how to evaluate
How to interview - 5 methods
Basic interview methods and their features
When planning an interview scenario, you need to determine in advance its purpose and methods. Not all interview methods are effective and appropriate.
For example, a group interview often does not bring results, but only knocks down the employer.
We have selected the 5 most effective interview methods.
Structured interview
One-on-one conversation, during which the eychar asks standard questions about education, experience, plans, skills and so on. This is a typical method of work, and according to statistics it is the most popular.
In a structured interview process, you can evaluate how a candidate suits the company in accordance with the given criteria.
Situational interview
Here the task of the personnel specialist is to check the candidate in the work and observe the course of thought. The applicant is given hypothetical situations and conditions, and he should try to resolve them in real time.
The result of the interview is a rough idea of how the candidate will cope with the work.
Projective interview
Very similar to situational, but less commonly used. The methodology consists in the fact that all accents from the candidate are transferred to third parties.
The interviewer also sets hypothetical tasks and asks the applicant to comment on the actions of people who find themselves in a particular situation. The technique is aimed at distancing oneself from one's own experience. Thus, HR receives reliable information about the candidate and his values.
For example, to find out the reason for dismissal from a previous job, you can ask “What is most often dismissed for?” Or “What do you think is the most common reason for dismissal in Russia?”
Competency interview
The longest interview ever. Usually this method is used for re-interview.
Here they ask in detail about skills and specific competencies. As a rule, the interview is attended not only by a staff member, but also by a leading specialist.
Stress interview
Non-standard method. Depending on the purpose, several techniques are used to organize such an interview.
The goal is to assess stress resistance: the recruiter asks personal, provocative questions, violates the norms of behavior and openly goes into conflict.
Top managers, sales managers, support service operators check for conflict.
The goal is to find out the train of thought, check the level of creativity and assess the ability to find a way out of non-standard situations: the personnel specialist asks strange questions, logical tasks and absurd situations. Such interviews are called brainteaser (puzzle).
The presence of unconventional thinking is checked in creative professions that require originality and a flexible mind.
How to apply for a job
Why write a cover letter
Writing a cover letter is definitely worth it. But if the word “necessary” is not enough argument, we found 5 good reasons “for” writing the cover note.
A letter will help to show that the item “competent spoken and written speech” is not just a formal reply. Writing beautifully and expressing oneself is an important quality that cannot be demonstrated in a resume.
The accompanying note will tell you about your motivation and answer the main questions of the employer - why the position is interesting and why you chose this company.
Despite the fact that almost half of the resume is devoted to previous jobs and competencies gained, here you can focus on useful experience that will be useful to the employer.
Through a cover letter, you can establish the first contact and show that you are not sending feedback to everyone.
Increases the chances of getting to an interview - a competent cover letter will distinguish you from dozens of depersonalized resumes.
Cover Letter Structure
Do not treat the cover letter as a formality. For example, they often write - the vacancy was interested, I want to work for Company N and other obvious things. It is not right.
10-15 sentences are enough. Stick to a simple, understandable language without professional jargon and formalisms.
Greeting. Begin the letter to the employer with a friendly greeting - "Hello" or "Good afternoon." No need to be original, adhere to the framework of business correspondence.
Motivation. Write why you were interested in this particular vacancy, describe a similar experience - be sure to emphasize that you have been thinking about this kind of work for a long time, and not just passing by.
To business. The essence of the cover letter is to answer the question as clearly as possible why you are suitable for this position. Once again, tell us about the most valuable skills and competencies that set you apart and make you the most suitable candidate.
Contact. Be sure to find company information before applying for a job. In the letter, show that you have studied the values and culture of the employer, and they coincide with yours - prove that you are a "person not from the street", but a ready-made member of the team.
Installation A cover letter is a unique opportunity to contact the eychar. At the end, write a direct call to action - “Read my resume”, “Consider my candidacy”, “I will answer all your questions”, “I will wait for your decision”. However, do not put pressure on pity or be too confident.
Writing a cover letter is definitely worth it. But if the word “necessary” is not enough argument, we found 5 good reasons “for” writing the cover note.
A letter will help to show that the item “competent spoken and written speech” is not just a formal reply. Writing beautifully and expressing oneself is an important quality that cannot be demonstrated in a resume.
The accompanying note will tell you about your motivation and answer the main questions of the employer - why the position is interesting and why you chose this company.
Despite the fact that almost half of the resume is devoted to previous jobs and competencies gained, here you can focus on useful experience that will be useful to the employer.
Through a cover letter, you can establish the first contact and show that you are not sending feedback to everyone.
Increases the chances of getting to an interview - a competent cover letter will distinguish you from dozens of depersonalized resumes.
Cover Letter Structure
Do not treat the cover letter as a formality. For example, they often write - the vacancy was interested, I want to work for Company N and other obvious things. It is not right.
10-15 sentences are enough. Stick to a simple, understandable language without professional jargon and formalisms.
Greeting. Begin the letter to the employer with a friendly greeting - "Hello" or "Good afternoon." No need to be original, adhere to the framework of business correspondence.
Motivation. Write why you were interested in this particular vacancy, describe a similar experience - be sure to emphasize that you have been thinking about this kind of work for a long time, and not just passing by.
To business. The essence of the cover letter is to answer the question as clearly as possible why you are suitable for this position. Once again, tell us about the most valuable skills and competencies that set you apart and make you the most suitable candidate.
Contact. Be sure to find company information before applying for a job. In the letter, show that you have studied the values and culture of the employer, and they coincide with yours - prove that you are a "person not from the street", but a ready-made member of the team.
Installation A cover letter is a unique opportunity to contact the eychar. At the end, write a direct call to action - “Read my resume”, “Consider my candidacy”, “I will answer all your questions”, “I will wait for your decision”. However, do not put pressure on pity or be too confident.
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