People want to be happy. And happy employees create tenable results. Effective managers support their teams, which raises employee engagement, thereby increasing the bottom line.

Welcome back from Thanksgiving! Are you still full? Let's talk about how to get back into the groove with some good tips on creating better office dynamics! In today’s multitasking world we all have many things on the go. It’s increasingly difficult to stay focused and in tune with your employee base (especially after a holiday!). However, it is absolutely necessary if you want to create an open, engaged environment.

It’s the end of a long day and you’re eyes start to glaze over. You try to stay focused but your thoughts are being replaced by inertia and lack of motivation. Sound familiar? Getting distracted or being over-worked and tired is a commonplace sentiment that can lead to a severe dip in productivity. It not only affects your workflow, but can also affect the well being of the entire team as well.

While virtually every office has leaders, there are only a few that respect and appreciate what it takes to mentor. A mentor is a staff-member who is invested in teaching other employees to grow. In a mentor-based culture, all levels of staff are committed to the mentor philosophy. People come to work with the firm assertion that they will be learning something and in turn, teaching someone else. Colleagues are open and receptive and the workplace is viewed as a safe place to share ideas and express emotion.

Burn out. Ready to quit. Waiting to be fired. We’ve all been there, experiencing a feeling of utter exhaustion and lack of motivation. If we’ve been there, we know our employees have been there. Employee burnout is an undeniable thing in today’s hyper paced working environments. But how do we know what it really looks like – and how do we deal with it effectively?

We live in a society where speaking your mind or facing difficult issues head-on is often looked at with derision. In team settings, most frustrations are glossed over and people are often told to ‘let things slide’. While rejecting drama and politics can be a productive approach, what happens when a major issue arises? Most companies are not prepared to deal with difficulties, and this often results in mounting tension and persistent dilemmas that obstruct workflow. However, what if you could use science and technology to help solve these important issues in real-time?

Employee engagement is discussed and built into operational strategy pretty consistently these days. It’s easy to throw a bunch of numbers and ideas at a work environment as a blanket solution to under-enthused staff. But what if the onus lies with you? If we, as individuals, can adopt and put into effect strategies to improve our sense of worth on the job, then everyone benefits. Workplace happiness leads to increased productivity, performance and loyalty. It decreases stress and creates harmonious communication. Basically it’s a win/win for everyone involved.

For the most part, we speak at a high level regarding the importance of employee engagement and human capital management. We’ve discussed everything from how it plays an important role in your company’s culture as well as how it affects your profit margins per employee. However, we haven’t really dug deep into the science behind this, which is the core of VibeCatch’s flagship product, the Quality of Work Life Index (QWL).

When studying the overall culture of a company, and how culture can affect the organization’s bottom line, it’s crucial to understand that many issues arise from the leadership level, and your leadership needs to understand this as well. We take a pretty scientific approach to employee engagement, and understanding it’s role in creating better culture, and improving profit margins. To do so, we break down every organization into five categories, including leadership.

"Employee engagement" and "company culture" are hot topics in the HR Tech world these days, and for good reason. The two go hand-in-hand in creating a better work environment. What you probably don’t see too often, though, is “human capital productivity.” However, as unknown as it might be, it’s importance is extremely high.