Category Archives: business

Hiring? Write a Better Job Description for Better Applicants

Hiring? Write a Better Job Description for Better Applicants

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Wondering why you’re not getting great job applicants? You might want to take a closer look at how you write your job descriptions.

As an employer, you should focus on attracting the right talent, and your job listings are critical to recruiting quality workers – you don’t want to fill them with cliches or fluff. In fact, just a few minor changes to the wording in your job posting can improve the size and quality of your applicant pool, according to a 2015 study published in the Journal of Business and Psychology.

So how do you create a more effective job description to attract the right candidates? Don’t scare potential employees away with too much information. Business owners and career experts outlined the basics.

A good job description goes deeper than a typical list of skills and requirements. To attract the highest-quality and best-fit applicants to your position, give them a feel for your company culture, said Jean Cook, a former business coach for The Alternative Board.

Rebecca Barnes-Hogg, founder and CEO of YOLO Insights, shared similar views, stating that quality employees will invest in businesses that reflect their own interests and values.

“They want to understand your products and what you stand for,” she said. “Your ad needs to tell them that. The first few sentences need to capture the candidate’s attention. Like any effective sales pitch, make it about them and their interests.”

Jaynine Howard, founder and career strategist at Strategic Success Formula, recommends being upfront about salary in a job description. Many applicants will turn down an offer at the last minute after being informed of the pay, she added. Clearing this up from the start will prevent you and your applicants from wasting time.

Michael Lan, senior resume consultant at Resume Writer Direct, recommends including directions for applying that contain a specific call to action.

“This serves as a built-in screening process, as you will be able to weed out applicants who are not able to follow directions and demonstrate a clear lack of attention to detail,” he said.

When you sit down to write your job description, you’ll want to use a tone that represents your company’s brand, said Joseph Terach, co-founder of Resume Deli. For instance, if you’re searching for creative employees, make your job posting quirky and amusing.

However, you should avoid using jargon. Even great candidates don’t always know the ins and outs of your business before reading your job description, said Shayleen Stuto, human resources and business manager at TechnologyAdvice.

“Don’t assume that they’ll know industry lingo or abbreviations,” Stuto said. “Spell those things out and provide plenty of context about what your company actually does.”

Since many people are distracted and rushed today, they will likely respond better to listings that are easy to read or scan, especially on mobile devices. Don’t overwhelm your candidates with useless information or lengthy paragraphs. Steve Dempsey, COO of staffing firm Aquent, recommends organizing key responsibilities with bullet points and separating sections with descriptive headers.

“Most job seekers are scanning,” he said. “They are on the hunt for the right job and will look at a job post and scan the details before deciding to apply, or to ignore it.”

Additional reporting by Brittney Morgan. Some source interviews were conducted for a previous version of this article.

Got Diversity? Time to Change Your Perspective

Got Diversity? Time to Change Your Perspective

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Your business may not be as diverse as you think it is, and for your staff to be truly diverse and feel comfortable about it, you may need to re-evaluate how you see diversity entirely, new research shows.

The study examined group dynamics as they pertain to racial diversity, and found that diversity is all about perspective.

According to the study, it’s difficult for different people to agree on how racially diverse a group really is because many people judge diversity based on whether they feel that their own race is adequately represented, while they may not notice that groups different from their own aren’t included, the researchers said.

These findings also shed light on another key diversity issue: Conversations about race in the United States have long focused on relations between whites and racial minorities, rather than on relations between racial minority groups, which means society isn’t looking at diversity from all angles, the researchers wrote in the study, published in the latest issue of the journal Personality and Social Psychology Bulletin.

So, what does this mean for your business? You may not notice a lack of diversity, but your employees might feel out of place or underrepresented in the workplace.

“Our research shows that a lack of diversity may simultaneously trouble some people but not be apparent to others,” said Christopher Bauman, an assistant professor at the University of California, Irvine and one of the co-authors of the study. “We believe many leaders of organizations may underappreciate how much of a concern diversity is for their employees and job candidates.”

And while there’s no quick and easy solution to the problem, there is a way to start making a difference: talk about it.

“Achieving diversity can mean different things to different people, and there’s no one-size-fits-all solution,” Bauman said. “People must be willing to have candid conversations about specific types of representation rather than use ‘diversity’ as a catch-all phrase.”

In the end, the study seems to suggest that diversity is all about being open to new points of view.

The study was co-authored by Sophie Trawalter, an assistant professor at the University of Virginia, and Miguel Unzueta, an associate professor at UCLA.

Originally published on Business News Daily.

Is Subconscious Bias Affecting Your Hiring Decisions?

Is Subconscious Bias Affecting Your Hiring Decisions?

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Despite the growing number of diversity hiring initiatives, some managers still fall prey to their own inherent, subconscious biases when evaluating candidates. Without realizing it, they may tend towards hiring people who are similar to them, especially when it comes to their educational background, new research finds.

A study from the job site Indeed discovered that bosses who attended a top-ranked college preferred to hire employees who also graduated from a prestigious institution. Specifically, 37 percent of managers who said theywent to a top school said they like to hire candidates from highly regarded universities. That compares to just 6 percent of managers who didn’t attend a top school.

On the flip side, 41 percent of managers who didn’t graduate from a top-ranked college said they consider candidates’ experience more important when making hiring decisions. Just 11 percent of managers who did attend a prestigious school said the same.

“It’s a worrisome trend that a manager’s personal experience and background has such an influence on hiring decisions,” Paul D’Arcy, a senior vice president at Indeed, said in a statement. “This type of bias can prevent companies from finding the diverse talent needed for their organizations to grow and thrive.”

The research revealed that the bias toward top-college graduates is most prominent among managers hiring for entry-level positions and executive roles.

Despite their desire to bring in employees from highly regarded schools, most managers agree that going to a highly rated school doesn’t translate into being a top performer. Just 35 percent of all of the bosses surveyed said top performers generally come from top schools.

Instead, the managers surveyed said the ability to work well with others, strategic thinking and self-direction are much more indicative of high performance.

This finding “shows that we need to pay more attention to hiring practices,” D’Arcy said. “It is often an unconscious bias that leads managers to hire people with similar backgrounds, but that means many talented and qualified candidates are being overlooked,” he added.

Where a manager went to school isn’t the only bias affecting hiring practices. Greg Moran, founder and CEO of predictive hiring software company Outmatch (formerly Chequed), believes many hiring managers fall prey to their own subconscious biases about factors such as physical attractiveness, height, weight and charisma.

“Overt bias is exceedingly rare, but unintentional, abstract bias can occur,” Moran told Business News Daily in a previous interview. “It’s human nature; employers use their gut reactions to job candidates and hire people like themselves that they get along with. This can be dangerous, because employers don’t even realize there’s bias in their hiring process.”

Moran said that, to avoid these types of biases, companies should take time to thoroughly structure and define their hiring process. For example, they can identify and target the key competencies needed for the job, and structure their process around those needs.

An unstructured process causes subconscious bias: “Look at your candidates and ask, ‘Can they do the job? Will they do the job? Have they done it before, and if not, do they have the transferrable skills to do it?'” Moran said.

In addition to thoroughly screening candidates based on their qualifications, Moran recommended involving multiple people in the interviewing process (including department heads and executives), conducting reference checks, and properly training recruiters and hiring managers to recognize all types of bias.

Employee Recognition Linked to Better Business Performance

Employee Recognition Linked to Better Business Performance

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As the old saying goes, “You reap what you sow.” It holds true when it comes to how companies treat their employees, too.

Research from human resources firm Bersin & Associates suggests that companies that excel at employee recognition are on average 12 times more likely than their peers to generate strong business results, including higher profitability and better market leadership positions. In addition, in organizations where recognition occurs, employee engagement, productivity and customer service are about 14 percent better than in companies that do not reward and recognize employees well.

“Nearly 80 percent of organizations unfortunately focus on ad-hoc or tenure-based recognition programs that fail to reinforce consistent messages or make a strategic impact,” said Stacia Sherman Garr, principal analyst of performance management at Bersin & Associates. “Used correctly, employee recognition is an important talent management tool that can help guide employee performance, maintain increased employee engagement, reduce employee turnover and ultimately drive business performance.”

Based on advanced statistical analysis and customer interviews, Bersin & Associates has developed a set of best practices businesses can follow for improved employee recognition, including:

  • Set the tone for recognition: When senior leaders clearly communicate their expectations so that employees understand their goals and their teams’ goals, the organization is much more likely to have strong business performance.
  • Create clear recognition criteria: Those companies who excel at business performance focus on recognizing people for accomplishing special projects, achieving company goals and demonstrating company values.
  • Use technology: Employees at organizations that were highly effective at integrating technology into recognition were three times more likely to be in the top quartile of business performance. This is because the technology can make recognition more accessible to employees, enables organizations to adapt their recognition programs to fit different business needs and results in more frequent recognition.
  • Engage in a multifront recognition offensive: Although there are benefits to using employee recognition software, it should be part of a comprehensive approach to employee recognition that includes offline elements. These may include praise and appreciation, special projects, certificates, trophies, plaques and “token rewards” that include rewards of smaller values or points that may be converted to other items.
  • Provide recognition and rewards employees’ value:Employees want to receive rewards that are high quality, have high financial value and that they can choose.

3 Workplace Problems Employees Want You to Fix

3 Workplace Problems Employees Want You to Fix

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Smart employers know that happy workers perform better and stick around longer than workers who are miserable. You’re probably trying to create a supportive, collaborative work environment, but are you doing everything you can to address the things that matter most to your team?

According to data from recently released reports and studies, here are three workplace problems that companies should solve to improve employee satisfaction and productivity.

Despite the increased focus on diversity at many modern companies, minority groups are still feeling the effects of discrimination. Black Enterprise reported that 40 percent of minority engineers in the tech industry say they’ve faced bias in the workplace. Conducted by diversity recruitment platform Jopwell, the survey revealed that black, Latino/Hispanic and Native American tech workers have experienced bias based on their race (69 percent), gender (16 percent) and sexuality (11 percent). Additionally, 70 percent said their company could be doing more to promote multicultural understanding. Learn more about strategies for increasing workplace diversity here.

There are a lot of factors that can contribute to reduced productivity, but they’re not always your employees’ fault: A Robert Half survey found that workers lose an average of 22 minutes per workday due to technology and IT-related issues, with 17 percent losing 30 minutes or more. This translates to more than two full work weeks per year. Robert Half advised placing a high priority on IT hiring, and encouraging employees and help desk professionals to proactively communicate about any tech problems.

Everyone wants to be recognized for a job well done. The majority of employees say they feel happier and more engaged at work when their company acknowledges their efforts, according to Globoforce’s WorkHuman Research Institute. But the survey found that 40 percent of employees have not been recognized in any way in the past year. Experts agree that workplace engagement plays a huge role in retention and productivity, so it’s in your best interest to make sure your employees feel appreciated. Here are a few creative ways to do that.

3 Steps to Eliminate Workplace Stress

3 Steps to Eliminate Workplace Stress

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Stress is a part of work. It provides the correct amount of pressure to complete a task with excellence and efficiency. When the anxiety becomes too overwhelming, however, stress follows you out of the office and affects your personal and professional lives.

While it may not be feasible or necessary to change jobs, here are a few steps to help you better manage your stress at work.

It may seem simple, but identifying the root cause of your issues will help begin the healing process.

The American Psychological Association said some workplace stressors can be come from low salaries, excessive workloads, few opportunities for growth or advancement, work that’s uninteresting or that isn’t challenging, a lack of social support, and a lack of power over your career.

These issues can have negative physical side effects, long and short term. You may experience headaches, stomachaches or sleep disturbances; have a shorter temper; or have difficulty concentrating. Chronic stress can result in anxiety, insomnia, high blood pressure and a weakened immune system, the APA said. Such stress can also contribute to health conditions, such as depression, obesity and heart disease. Compounding the problem, people who experience excessive stress often deal with it in unhealthy ways such as by overeating, consuming unhealthy foods, smoking cigarettes, or abusing drugs and alcohol. [See Related Story: 5 Simple Scientific Ways to Be Less Stressed at Work]

Once you’ve identified some of the stress weighing on you, assess your relationships with your co-workers. Do you have friendly relationships, or do you duck behind your computer screen and avoid contact? Slight changes to your communication and work style could establish a better connection with those around you and remove some anxiety.

Socialize with your co-workers. You don’t have to be a social butterfly and hit up happy hour every week, but making small talk with your colleagues might actually help you relax. Bring up light, interesting subjects and get a conversation going. This can be beneficial for productivity and stress release, said Austin Paley, corporate marketing communications manager at web-design agency Blue Fountain Media.

“You will begin to understand one another on a more individual level and work in a more collaborative environment as a result,” he added.

Even just getting to know the people on your immediate team can improve your mood and help you work together better.

Projects “can be very stressful if you’re working with people you don’t know well,” Paley said. “Lead the team you’re working with through team-building exercises when you have downtime — whether it’s playing a cooperative game, going out for food or just doing something you all love — together in your free time.”

Unplug. Being connected via your mobile device 24/7 comes with its own set of stressors. Constant phone calls, texts and email updates have become overwhelming, especially when you’re answering messages after clocking out for the evening.

Say yes more often when co-workers offer help on a big project or are willing to collaborate. This will alleviate some workload, and staying organized and on task will make for a more productive workflow.

“While there are undoubtedly instances when staying connected is legitimately necessary, it’s rare for a business to require that every team member stay logged on continuously. In fact, it’s in a company’s interest to allow employees to recover,” social psychologist Ron Friedman wrote for Fast Company. “If an associate is frequently working late into the night and through the weekend, she is likely doing so at a cost to long-term engagement.”

Keep a handwritten to-do list. Staying on task with a to-do list is essential for success. In the digital age, the notion of writing out your tasks for the day might seem tedious, wasteful and unnecessary. But Paley said that a prioritized, handwritten list of your most important to-do’s could help you get a clearer outline of what your day should look like.

“By having a handwritten to-do list, my tasks for the day never get lost amongst all the other things happening on my computer over the course of a day, and I don’t stress out over whether or not I’m forgetting any important tasks,” Paley said.

“[Writing] the list in the morning helps to outline what the day will look like and make it clearer at the beginning of the day what needs to get done. Additionally, crossing off items of your list physically can be incredibly gratifying and instill a feeling of relief and accomplishment.”

Your day-to-day practices and routines often play a huge role in your stress levels. Breaking bad habits and forging good ones can help you feel more at ease during the workday. Here are some good habits to adopt:

Schedule breaks into your day. If you’re glued to your chair for the entire workday and never give yourself any time away from work-related tasks, you’re much more likely to be stressed out. Paley advised building designated breaks into your daily schedule, and really sticking to them.

“Go for a walk, grab coffee, or take the time to sit down and have lunch,” Paley said. “All of these things give you the time to clear your mind, give your brain a break from whatever you’re working on and reduce stress. Breaks lasting no more than an hour won’t cut into your productivity and are especially beneficial if you work in a position where creativity is important.”

Paley noted that scheduling these breaks at similar times every day helps you train yourself to be prepared for a “brain reset,” making you far more productive over the course of a day.

Devote time to physical, mental and emotional self-maintenance. John Koeberer, author of “Green-Lighting Your Future: How to Manifest the Perfect Life” (CreateSpace Independent Publishing Platform, 2013), said a healthy diet and regular exercise, along with a good self-image and spiritual practices, can prepare you to deal with stress successfully.

“Just the knowledge that your mind, body and soul are in sturdy shape is a huge deterrent to stress getting a foothold,” Koeberer said.

Be kind to yourself. When you’re bogged down with stress-inducing projects and deadlines, it can be difficult to see beyond them. Even long-term assignments end eventually, so you just need to keep going and remember that the challenges you’re facing now will seem small and insignificant when you’ve finally overcome them.

“We can all recollect instances that we thought at the time were real deal-killers, only to have them turn out to be a small anthill,” Koeberer said. “Adopt the thought that this, too, shall pass.”

It may be impossible to eradicate every stressor from the workplace. You may not even want to do that, as some stress can be healthy and encourage you to meet deadlines and keep your head on straight. But working to eliminate bad stress and making your workplace healthier will change the way you view your job.

Additional reporting by Nicole Fallon Taylor and Dave Mielach.

Walking While Working Good for Your (Mental) Health

Walking While Working Good for Your (Mental) Health

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Rather than just walking to work, employees looking to improve health may be best served by walking at work, new research suggests.

Employees who use a walking workstation, which combines an employee’s desk with a treadmill, during the day have the potential to not only boost their physical health, but their mental health as well, according to a study conducted by faculty and student researchers from the department of psychology at Indiana University-Purdue University Indianapolis (IUPUI).

“We found that the walking workstations, regardless of a person’s exercise habits or body mass index (BMI), had significant benefits,” Michael Sliter, one of the study’s authors and an assistant professor of psychology at IUPUI, said in a statement. “Even if you don’t exercise or if you are overweight, you’ll experience both short-term physical and psychological benefits.”

Researchers evaluated 180 participants on boredom, task satisfaction, stress, arousal [a person who is highly psychologically aroused will be more engaged in their environment], and in the work that they are doing.] and performance while completing work-related computer tasks in of four randomly assigned workstations. The workstations had the participants seated, standing, walking or cycling.

The researchers discovered that participants using the walking workstations had higher satisfaction and experienced less boredom and stress than the standing and sitting workstation participants. [Desk Job? 7 Ways to Keep Healthy at Work ]

However, they also found that not all exercise-type workstations have the same effect, as those using the cycling workstations had reduced satisfaction and performance.

With growing concerns regarding obesity in the United States, Sliter, who wrote the research from a walking workstation, hopes the study encourages employers to examine methods to assist workers in healthy living.

The study appears online in the American Psychological Association’s Journal of Occupational Health Psychology and in the January 2015 print edition.

Originally published on Business News Daily.

Want to Boost Office Productivity? Eliminate Interruptions

Want to Boost Office Productivity? Eliminate Interruptions

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One of the best ways to improve employee productivity is by eliminating interruptions, new research suggests.

Today’s typical office employee is interrupted from his or her work an average of six times every hour, which negatively affects results, according to a study recently published in the Human Factors journal.

“People don’t realize how disruptive interruptions can be,” Cyrus Foroughi, co-author of the study and a Ph.D. candidate at George Mason University’s human factors and applied cognition program, said in a statement.

As part of the study, researchers assessed how varying levels of interruption affected writing quality in an essay project. They divided participants into two groups, each of which was given time to outline and write an essay on an assigned topic.

Researchers interrupted one group multiple times with an unrelated task, while a control group had no interruptions. Independent graders then scored the finished essays on a numbered scale.

The researchers found significantly lower quality in the essays completed by the participants who were interrupted during the outline and writing phases than in the essays of those who worked undisturbed. In addition, the interrupted participants wrote considerably fewer words.

“Interruption can cause a noticeable decrement in the quality of work, so it’s important to take steps to reduce the number of external interruptions we encounter daily,” said Foroughi. “For example, turn off your cell phone and disable notifications such as email while trying to complete an important task.”

The study was co-authored by George Mason University psychology professor Deborah Boehm-Davis and George Mason doctoral students Nicole Werner and Erik Nelson.

Originally published on Business News Daily

4 Unconventional Ways to Increase Employee Productivity

4 Unconventional Ways to Increase Employee Productivity

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Giving employees more freedom and flexibilities through company policies can actually make them more productive. / Credit: Shutterstock

Want your employees to get more done during the workday? Some employers might think that setting limitations on things like mobile devices and Internet access is the answer, but many companies have found that giving their workers more freedom and flexibility through certain policies is the key to increased efficiency.

“Progressive companies are evolving their benefits programs and finding ways to drive employee productivity without breaking the bank,” said Chris Duchesne, vice president of global workplace solutions at Care.com, a care provider matching service. “They are providing tools to help reduce the amount of time employees spend on personal issues, giving them time back in their day that they often designated back to working.”

Duchesne suggested a few policies that can be implemented to boost productivity, morale and culture among employees: [5 Ways to Improve Your Work-Life Balance Today]

Reduce stress through family-care programs. Help employees manage their personal and professional lives with programs and services that help them address the most pressing and stressful needs in their lives: their families. And it’s not just about child care, either. Think about how you can help them take care of their aging parents, their pets and their households, too.

Provide flexible work options. With respect to both work schedule and work location, as long as work gets done, it shouldn’t matter where or when it was accomplished. Recent Gallup research found that employees who work remotely even part of the time are both more engaged and more productive. If it’s possible for your employees to complete their tasks outside the office, give them the option to do so.

Encourage breaks. Creating mandatory fun sounds like a contradiction, but celebrating birthdays, allowing budget for team lunches, holding quarterly group activities or even having a beer or snack cart for random holidays can boost team spirit and culture. A break for forced fun can reduce mental fatigue, increase collaboration and morale, and offer employees the opportunity to clear their heads.

Demonstrate leadership. There’s a trickle-down approach to how supervisors mentor. It starts with human resources departments and top executives recognizing and rewarding employees for their advances and their contributions. Public shout-outs, spot awards and profiles in regular company communications demonstrate company values and reinforce them across the workforce. The most productive companies have a policy and culture in place where the appreciation for each employee is apparent.

Some companies are hesitant to implement changes because they are concerned about costs, but Duchesne noted that these policies are often not as expensive as employers may think. Even if they do cost money, they don’t have to happen all at once, he said.

“Change happens gradually, and employers should feel comfortable implementing new work-life policies in stages,” Duchesne told BusinessNewsDaily. “They should figure out what the actual costs will be and even have pilot programs before rolling them out company-wide. There is also a misperception that employers will have to bring on additional staff to support these new programs. You likely have existing employees who can fit these new programs into their current job responsibly. Most people are passionate about work-life issues and will be happy to help you implement new policies to make their lives easier.”

In the long run, Duchesne said that these types of benefits programs and policies can actually have a positive impact on your company’s bottom line as well.

“Employers lose billions of dollars each year in total productivity loss when employees take unexpected leave due to personal issues,” he said. “Work-life and culture programs will be a critical differentiator in the new workplace and have the ability to drive innovation, creativity, loyalty and increased productivity.”

Originally published on BusinessNewsDaily.

A Workplace That Works: Designing a Productive Office

A Workplace That Works: Designing a Productive Office

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A workplace’s atmosphere and surroundings can inspire employees to be more efficient and passionate in their work. If your office is barebones, offering only desks and computers, you may not be getting the most out of your employees.

According to a recent survey by Dale Office Interiors, nearly half of respondents said having a variety of spaces to both work and de-stress in would be the best step toward improving their productivity.

“Creating different workspace environments within one office adds great flexibility,” said Warren Bricknell, managing director at Dale Office Interiors. “Having quiet areas, collaboration areas and sometimes even game areas can really help employees to perform at their best. It’s about having choice to work in a way that best suits the task on hand.”

Here are four ways to create a workplace for your employees that’s designed for productivity and efficiency. [What will the workplace of the future look like?]

One in 5 office workers agree that having a space to relax at work increases productivity, found the Dale Office Interiors survey.

“Today people really want space to relax at work,” said Bricknell. “These spaces can come in all shapes and sizes but allow employees to feel more comfortable, express themselves and collaborate better with their peers at work.”

Providing a place to escape office stressors is crucial to get the most from your employees. According to the survey, these spaces can serve many purposes, like lunch spots or informal meeting rooms. They can also be used to relieve eyestrain from staring at a screen or neck and back tension from sitting in one place.

Just as employees need a place to relax, they also need somewhere secluded to get work done. Over 17 percent of respondents said that quiet spaces would improve their productivity, which is often killed by distractions.

“Everyone seems to be struggling with [workplace privacy],” Meg O’Neil, design manager of applications marketing at office furniture retailer Steelcase, told Business News Daily. “It’s affecting engagement, performance and [job] satisfaction.”

According to Dale Office Interior’s survey, workers are interrupted every 11 minutes on average, and it can take 23 minutes to regain concentration.

Some employees handle disruptions better than others, but being in the middle of a hectic office can hinder performance and make employees feel more stressed. If a worker needs to focus on an assignment or even just take a personal call, they should have somewhere to go to do so.

“In any office, having a variety of workspaces that are suited to different work styles and tasks is the key to ensuring that every employee can do his or her best work,” O’Neil said.

Since individually owned workspaces are getting smaller with fewer boundaries, it’s crucial to make a series of interdependent spaces in an [office] ecosystem, O’Neil added.

Where you work should make you feel at ease, not overwhelmed. Morris Levy, co-founder of co-working space The Yard, noted that, since most people spend as much time at work as they do at home, a company’s workspace is important and should be inspiring rather than dull. Removing clutter like excessive wires and loose papers from the office would improve productivity for 13.5 percent of workers.

“Clutter in the workplace breeds distraction,” said Bricknell. “It’s extremely important to ensure that things such as wires and paper are not just left lying around the office.”

Not only does clutter affect employees, it also makes a bad impression on potential clients or future employees. Fixing this image is as easy as tidying up.

Even the simplest of advancements or changes in technology, like faster Wi-Fi or touchscreen tablets, are increasing demand for a more agile workplace. In fact, 17.6 percent of people surveyed said that better technology would improve their productivity in the workplace, likely while increasing communication and engagement across companies.

Since people can work anywhere, Levy said, it’s smart to provide a space that employees are happy coming to. You’ll want to offer the best technology your company can afford to retain talent.

“The tough thing is finding the right balance,” said Bricknell. “Each business is different, so it’s the job of the management to decide on what changes need to be made to the workspace to keep up with trend yet still meet the requirements of employees.”

Additional reporting by Nicole Fallon and Shannon Gausepohl. Some source interviews were conducted for a previous version of this article.