Culture is the character and personality of your organization. It's what makes your business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes.

Whether you work for a Fortune 500 company or a small mom-and-pop machine shop, chances are performance reviews aren’t very high up on the list of your employee’s favorite things to do at work. Whatever the shortfalls, perceived or real, of the performance management process at your organization, the angst around reviews is only magnified when working through the process with employees who receive less than stellar ratings.

Emotional intelligence is the ability to manage ourselves and our relationships effectively. Emotional Intelligence (EQ) is also an important indicator when it comes to performance prediction. EQ is responsible for 58% of your performance (Travis Bradberry).

One week into a new year and you are probably already sick and tired of hearing about the latest diet trend or exercise regimen that is “guaranteed” to make your New Year’s resolution to “get healthy” stick this time around.

Most medical professionals will tell you that (unfortunately) there is no silver bullet to a “healthier you”, and as it turns out, a good old fashioned healthy diet and consistent exercise routine tends to be just what the doctor ordered.

So what does all this talk about New Year’s resolutions have to do with HR and building great workplaces here in Northeast Ohio?

Well according to ERC’s 2015 Wellness Practices Survey, at three-quarters of local organizations, the connection is their formal wellness program. Take the analogy one step further, and you’ll quickly discover that wellness programs often suffer from the same plight as New Year’s resolutions—the best of intentions, but lacking in follow-through when it comes time for implementation. Despite becoming an almost standard benefit at many employers over the last several years, some wellness programs and individual wellness focused activities are now suffering from a lack of participation and interest on the part of the employees.

In fact participants in both the 2013 and 2015 ERC Wellness Surveys cited “effectively educating and incentivizing employees to participate in wellness programs” as the most common barrier to creating a successful wellness program at their organization.

To help both employers and employees make the most of what can be and should be an important piece of overall employee wellbeing, participating organizations in ERC’s Wellness Surveys offered the following advice on creating (or reinvigorating) a successful wellness program.

1. Offer wellness activities/programs that employees find useful.

This particular struggle is most easily addressed if met head-on at the program’s inception and can be as simple as a survey of employee’s interests in a list of potential activities under consideration. Understanding the basic demographics of your workforce can also help inform what types of programs make the cut. Gender, age, shift work (who will actually be around if you are offering programs on-site during the day), etc. are all useful statistics to consider, but don’t get too overzealous and start trying to dig into specific health related needs—HIPPA can get messy quickly.

By starting out with wellness activities that employees want to take part in, you are already ahead of the curve.

But don’t worry if you already have a program in place, it’s not too late to start taking your employee’s interests into account. In fact, a quick survey of your employees every couple of years to make sure the programming is still relevant isn’t a bad idea either.

2. Make the programming accessible—both geographically and intellectually.

If your organization is on the larger side or draws employees from a diverse geographic footprint, make sure the activities are easily accessible to as many individual employees as possible. Your employees are probably juggling a family life, the stress of work, and any number of other time intensive activities.

In short, their time is valuable, so partnering with a gym with only one location far on one side of town may not see the best results. Instead, consider offering reimbursement for a gym of the employee’s choosing or make the investment in an on-site gym or fitness classes.

Online programming can be an easy option, but make sure it is providing useful information that isn’t too overwhelming or too basic. One the one hand if the online articles, tracking mechanism, or lectures are overly technical and scientific employees might be turned off, but by the same token presenting overly simplistic information won’t do your employees any good either.

3. Use the resources you already have.

Many health insurance packages include an array of free resources that you the employer can pass along to your employees. All you have to do as the employer is promote them. But that is sometimes easier said than done—now someone has to be tasked with sending out the email reminders or monthly newsletters to help get employees on board. If financial resources are not available to create a new position (e.g. Wellness Coordinator) delegation or committee work can be helpful in prevent overloading a single individual with wellness related administrative tasks. Of course if all else fails, and you are determined to create a robust, successful wellness program, just ask for help. You may find that you have a multi-talented staff that is more than willing to share their kick-boxing expertise or vegan baking skills with their co-workers.

4. Get full buy-in on all levels.

As with most new initiatives, it is critical to get the full support of the top management team. Buy-in from the top can definitely be helpful when budget season rolls around, but when it comes to wellness programs, a more visible buy-in can be hugely helpful as well. Having the CEO out there trying to get to his or her 10,000 steps during lunch can be a great motivator and even a fun way for employees to interact casually with other employees that they may not typically encounter on a day-to-day basis. And of course keep in mind that the importance of buy-in goes beyond these specific activities to the bigger picture of what you are trying to achieve with your wellness program. If your end goal is to fully indoctrinate your organization with a culture of wellness, engaging employees at all levels is particularly important.

5. Incentivize, when you can.

Even with all the struggles and barriers to participation discussed above, many organizations are running very successful wellness programs. If better health isn’t enough of a motivator, money is bound to do the trick. Keep in mind that there are specific limitations as to how much and how the monies are distributed for each individual and for different types of activities. Cost can also be a strong disincentive against certain behaviors, most notably tobacco usage. The Affordable Care Act provides a detailed breakdown of allowable incentives and disincentives should you choose to go down the path of incentivizing your wellness program. If you aren’t quite ready for the monetary commitment, remember that food or other small non-monetary incentives can help improve the effectiveness of your programming by bolstering attendance at lectures or participation in fitness challenges.

Much like the New Year’s resolution you made a week ago, setting your organization’s wellness program up for success can seem overwhelming. But with the help of the advice above and a little extra hard work and perseverance in 2016, you too can get to the gym 4 days a week and get your employees to show up for the nutritionist you’ve booked for that lunch-n-learn next month.

A new year brings New Year's Resolutions. The most common personal resolutions are to be more health conscious, work out more, and spend more time with friends and family. But what about your professional life?

Your emerging leaders are your rising managers and leaders in the making. But how do you spot an emerging leader and then develop them into a leadership role? Picking the right people and training them the right way is essential. That's why we've provided five (5) qualities these talented employees usually embody plus 5 ways to develop them.

For most HR practitioners, trying to coordinate a pile of time-off requests for the upcoming holiday season is hardly your favorite part of the job. No one really wants to be the one to tell employees that their request to spend time with their families during the holidays is being rejected, but depending on a whole slew of factors—industry, company size, production schedules, client demands, staffing levels, or even job specific duties—sometimes the reality is, the work has to get done.

We’ve all heard and likely executed, the notion that the example and company culture starts at the top with senior leadership. While it is tremendously important for those in senior leadership positions to embrace, embody, and champion organizational changes and organizational culture, middle managers play a crucial part in implementing and executing organizational strategies and cultural changes.

Tis the season for several HR and compliance issues associated with the holidays. Here are five (5) holiday HR issues that you should revisit as the holidays ensue.

ERC’s client service team accepted the company’s When Work Works Award from Cleveland SHRM at Corporate College East. Left to right: melissa koren, annie dohnal, sam marx, and Hayley McQuate