Everyone has worked for a boss that lacks in one area or another. While “good” at what they do, they fail to motivate, encourage, and support – all necessary qualities of a “GREAT” boss. If you work in a position of authority, regardless of the company size or industry, you owe it to yourself, your staff, and your employer to be the best manager possible.

Along with the three above-mentioned primary qualifications of a great boss, there are many others.

The people who work under your leadership truly want to excel at what they do. However, if they don’t understand your clear vision and goal, you’ll likely find that there’s a lot of wasted time and effort across the board.

Your team needs to see the results of what they do; otherwise, their daily tasks have no meaning. As an example, one woman worked for a salt company dispatching workers to repair different types of equipment inside of mines. However, having never been inside a salt mine, there was no connection between her actions and the repair work involved.

Instead of allowing her to feel inadequate and unmotivated in her job, her employer had her go down inside one of the mines. Visually seeing the equipment first-hand and meeting some of the technicians made all the difference in her performance.

A lack of performance expectations is one of the leading causes of stress in the workplace. It’s essential for you to lay out not only the department’s goal, but also individual goals for each employee. As a result, you’ll find your team becomes more invested in achieving the set objectives.

Knowing what you expect from each member of your team gives them something to strive toward which, in turn, helps reduce stress. A great boss also communicates any modifications to expectations whenever there’s a change in priority.

You’ve heard the term “constructive criticism,” which is imperative as a great boss. However, it’s just as crucial to give kudos when warranted as it is to point out areas that require improvement. For you to advance from a good to great boss, provide your staff with consistent feedback and mentoring.

As a manager, it’s your job to address both positive and negative things that happen in the workplace. If an employee doesn’t handle a customer service call correctly, instead of berating that individual, provide guidance or schedule online training. On the other hand, if a worker goes above and beyond to assist a customer, make sure you acknowledge it.

Although sometimes tricky, you want to make every effort to build a personal relationship with each person on your team. That doesn’t mean spending time together outside of work, but you should try to learn about each individual’s personal life to some degree. For staff members with children, ask about them; for someone who has some kind of hobby, show interest.

A simple comment like “Is your daughter feeling better today” after learning an employee has a sick child or “How was the miniature train exhibition” when you know someone planned to attend one creates trusted relationships and motivates employees.

At the same time, you need to be somewhat transparent in your personal life. After all, it wouldn’t be fair to know things about your employees without them having some insight into your life. The key is to use experiences as learning tools. For instance, if someone stole a parking space while out shopping, you could share the story but explain how it wasn’t worth becoming upset over.

In a Reader’s Digest article, Jerry Acuff, a sales and marketing agent, was quoted as saying, “Employees want us to care about them. They want us to help them succeed. The best way to do that is by providing competent job instruction, combined with providing your workers independence in doing their job.”

Acuff went on to say, “Fall in love with your people. You have been entrusted with one of the most important responsibilities in life – helping someone else succeed.

Those are powerful words with in-depth meaning. As a manager, you have the opportunity to help mold someone into becoming successful in his or her career. By opening up to some degree, you humanize the relationship with your employees, yet also tell stories that serve to mentor.

There’s nothing worse than going to work each day to a strictly regimented job where no one has fun. Yes, there’s work to do – but make it exciting. Small gestures go a long way. You might make it a tradition to pay for lunch each Friday for your team or to bring in freshly baked donuts and pastries every Monday. You can also organize contests whereby the person who reaches the goal first receives a $25 gift card.

A “good” boss smiles and makes the work environment comfortable: A “great” boss incorporates fun activities for the employees. Anything from a dress-down day to an off-site team-building event gives your employees something to look forward to, which makes the job fun.

Regardless of the size of your department, you want to foster a team mentality. Especially when overseeing a significant number of people, there are a lot of different personalities and opinions. Remember, each of those serves an important purpose when corralled as a team. While sometimes challenging, push for unity. In addition to achieving more, each employee will feel like a viable member of the team.

You should not only listen to employee feedback: You should also solicit it. Although you should have excellent knowledge of each worker’s role, there’s often an opportunity to learn how to do something better by listening to your individuals team members. By asking for feedback, you help unleash your employees’ creativity and give them more freedom to think proactively.

Sure, giving verbal support to your team is critical, but as a great boss, you need to do more. Make sure your staff has the resources and tools necessary to perform at the level you expect. That could be anything from securing a new computer to registering them for online training. Instead of getting in the way of your team’s performance, ask them what they need and then follow through by providing it.

Many managers believe they do an excellent job when, in fact, they’re far from great. Part of your responsibility involves taking a hard look at yourself and how you manage your team. Although you might discover some things that make you feel uncomfortable, if you genuinely care about the company and your employees, you’ll do whatever it takes to transform from a good to great boss.

In one instance, a manager for a pharmaceutical validation company was more than difficult. He berated his employees in front of others and often threw temper tantrums. One of his computer experts spent an entire day creating a detailed blueprint; however, it required one minor change. Instead of giving that individual guidance, this manager placed the CAD drawing on the floor and poured his hot cup of coffee on it. True story.

To become a great boss, you need to identify any areas of weakness and be willing to make changes in how you manage your team. In exchange, you’ll see a remarkable difference in attitude, morale, and performance – and you’ll enjoy your role far more.

Multiple studies show that when morale declines, employees automatically disengage. When that happens, people become stressed, which wreaks havoc on performance and production. In no time, you have a dysfunctional and chaotic team. Even worse, you could end up with a hostile work environment, which puts people at risk. The cause of this falls back on you. The good news is that you can change, which in turn improves your employees’ mindset and actions.

According to the Bureau of Labor Statistics, a unit of the U.S. Department of Labor, the average American worker spends 44 hours a week at work. When you consider how much you and your staff are together, why not make the time as enjoyable as possible? A great boss takes advantage of online training to learn how to create a positive environment that allows workers to achieve excellent results.

You’ve probably heard the proverb, “All work and no play make Jack a dull boy,” something Jack Nicholson typed over and over in the movie “The Shining.” While somewhat creepy, it’s an accurate depiction of what can happen when you’re all business, all the time at work. There’s nothing wrong with being career-minded, but if you take it too far, you’ll end up with a miserable team that dreads coming to work each day.

You also need to remain mindful of the relationships you have with your employees. As mentioned earlier, it’s fine to know some things about peoples’ personal lives, but be wary of becoming “buddies.” For one thing, this gives the other members of your team the impression that you show favoritism.

Also, if have to reprimand or perhaps terminate your “friend,” you would find yourself in an uncomfortable position. In that situation, the person you hang out with could take advantage of the friendship, putting your job on the line. Even if you and one of your workers have a lot in common and enjoy each other’s company, as a great boss, there’s a line you shouldn’t ever cross.

Whether due to insecurities or just an oversight, pay attention to how and when you share company information. In a leadership role, you’ll need to keep some things private, but anything of public knowledge, you should share with your staff. If your employees hear news from an outside source, they could resent and distrust you.

Another true story involves an employee who fell on hard times. A manager working in HR knew this individual would receive a $2,500 bonus and, feeling bad for her, shared the news. While the manager thought she did something good, unbeknownst to her, the employee went directly to the head of HR to tattle. Although the company didn’t fire the manager, it lost trust in her as she shared private information that wasn’t hers to share.

A great manager has a clear understanding of his or her responsibilities to the company. In your position, you need to know your employer’s expectations and abide by its wishes. Even if tempted, understand what and when to share company news.

Do you loathe going through annual employee reviews? While other managers might share your sentiment, this is something your staff expects. Especially if reviews crop up at the busiest time of the year for your company, as a great boss, you need to make time to ensure that every person on your team gets the review and discussion time they deserve. As discussed later on, you can always delegate responsibility, freeing up your time to make the reviews happen.

Dealing with conflict within a department is a problem area for a lot of managers. However, in your role, you don’t have the luxury of pretending everything is fine when an issue arises. If necessary, you can engage your HR director and/or risk management director.

Ultimately, you want to step in immediately after you become aware a conflict exists. By Allowing things between employees to fester could negatively impact morale, production, and potentially put everyone in the company at risk for workplace violence.

If you’ve been in management for a long time, there’s an excellent chance you’ve become set in your ways. Without even realizing it, you could be holding your team back rather than tapping into its creativity. Instead of stifling your forward-thinking employees, embrace their ideas and implement change when appropriate.

Look, your employees are humans just like you, which means they’re going to make mistakes from time to time. While having everyone achieve perfection would be nice, it’s unrealistic. If you typically come down hard on your employees when they make mistakes, remind yourself to provide guidance and mentoring instead. Remember the saying, “Treat others like you would like to be treated.”

For a worker struggling in a specific area of his or her job, rather than lose hope, consider providing that person with online training. For instance, if you have a member of your team responsible for handling customer service calls who doesn’t always provide the correct information, find courses that will help with focus and communication.

For you to become a great boss, you should never procrastinate. Whether you delay the follow-up on an employee’s question, put off annual reviews, or fail to schedule a promised team-building day, there’s no room for being lax with your employees.

As a great boss, avoid putting things off. Even if a problem arises, rather than deal with it the following day or later, jump on it right away. By doing so, you set the tone that, while you’re a fun boss, you’re also aware of things happening within your department. Avoiding procrastination builds trust between you and your team.

Micromanaging is one of the worst offenses in the eyes of your employees. What this teaches them is you don’t trust they can do their jobs. For whatever reason, you feel the need to check, double check, and triple check everything your staff does. If you want employees with low morale and no sense of self-worth, all you need to do is micromanage.

As you review the provided information and take advantage of online training courses, you’ll learn how to stop being a serial micromanager and, instead, entrust even important tasks to your team. Again, there’s nothing wrong with having high expectations; however, there’s a high price to pay for looking over your employees’ shoulders all day.

Motivate – Motivation is subjective, meaning the way people respond depends on several factors. As a great boss, the goal is to identify what motivates each employee and the team as a whole. Set high standards for professionalism, communication, and productivity. If someone fails to meet those standards, instead of blaming, use the type of motivation required to turn the situation around.

Communicate – Always keep the line of communication open with your staff. Even when everything runs smoothly, take time to congratulate your team and express thanks for their hard work.

Develop careers - There’s no joy or gratification in seeing someone fail. Even if you have to put in a little extra effort, you can make a difference in your department, for the company, and in an individual’s business and personal life. A great boss helps employees reach their full potential, emphasizes their strengths, and motivates them in areas of weakness.

Delegate – You have a team because you can’t possibly accomplish all the company’s objectives yourself. Instead of seeing your staff as nothing more than “workers,” give them the credit, opportunities and respect they deserve. Engaging your employees is an excellent way to motivate and support their career goals.

Build trust – The more trust you have in your employees, the more trust they’ll have in you and the company itself. A strong foundation based on trust leads to a positive work environment – one where people feel appreciated and secure.

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From good boss to great boss: do you have what it takes?

Turn your One-on-ones around by asking the right questions.

One On One meetings with staff are one of those under appreciated management arts. Do One on Ones done right they will put you on the path to management Nirvana because you can take care of almost all your management duties in one go.

One of the management skills is asking the right questions in your One on One meetings with employees. By getting your employees to do the talking, you can get better results than by doing all the talking yourself. This is an active listening skill that is totally underrated.

What do you want from your One-on-One Meetings?

You won’t be left wondering what your employee has been doing

You’ll know where your employee is struggling, this will tell you:

 	If there is anything that might blow up that you need to attend to or
 	What performance areas to work on improving with your employee



You’ll know what your employee is planning to do in the future which gives you an opportunity to re-align priorities and

You will have motivated your employee to take ownership for their own work and solve their own problems

If there is anything that might blow up that you need to attend to or

What performance areas to work on improving with your employee

Questions to ask during One on One meetings: The employees agenda

Instead of doing all the hard work yourself - put the ball in their court and let them do the talking. This encourages your employees to take ownership for their work. And once you’ve started, keep the ball in their court. Here are some really helpful questions:

Is there anything that you’re struggling with?

Are there any problems or issues that I should know about?

What do you think you can do to fix that problem?

Questions to ask during One on One meetings: Future Deliverables

What are your priorities for the week ahead?

Questions to ask during One on One meetings: Growth

What areas of your job do you find difficult that getting better skills at would help?

What skills do you have that you think are underutilized?

What capabilities linked to career growth do you want to develop?

Don’t feel like you have to have all the right answers

Super User Tip: If you found this helpful, 3 Steps 2 Easy 1 on 1’s is a short, online training program that will show you more tips and best practice for having effective one on one meetings with staff. Or download your free a one on one meeting agenda.

Keith Tatley is a Chartered Accountant with a Yoga Teachers Training. He loves business strategy and helping people to find success in their jobs. He founded Manager Foundation to show people the real world skills they need to manage employees.

Questions to ask your employees in one on one meetings

Have you ever met people who seem to have a gift for getting what they want? Do you wish you have that same skill? You can by learning some powerful negotiating tips. The good thing about knowing how and when to negotiate is that you can apply various tactics to produce positive results.

Just imagine, the next time you visit a dealership to purchase a car, you get to drive away spending far less than the sticker price, or you’re able to close a big deal on behalf of your company that everyone thought was impossible. These tips will teach you the right way to negotiate, so you come out on the winning end every time.

Instead of dreading the negotiation process, learn how to use it to your advantage. Especially in the business world, making something happen is an excellent way to prove your value, which could result in a raise, bonus, or promotion. Interestingly, people negotiate on a daily basis, often without even realizing it.

Legitimacy – Virtually everyone wants a good deal, which is one thing that drives the decision whether to negotiate or not. You need to know when to keep negotiating and when to walk away. In other words, only consider legitimate negotiations.

Interests – Your basic wants and needs are another driving factor. When interested in something, people tend to negotiate, sometimes without recognizing it.

Plan B – When negotiating, you need to have a plan B just in case the deal goes south.

Relationship Management – For you to succeed with negotiations, it’s essential you manage the relationship with the other party. Regardless if the individual is a longtime coworker or someone you recently met, the connection you have plays a role in the outcome.

Commitment – There’s also a commitment factor involved, whether an offer, demand, promise, or agreement made by you or the other party. When negotiating, you need to commit fully.

Options – As for negotiations, options include trades, conditions, and contingencies. The goal is to capitalize on your similarities and differences with the other party.

Communication – Regardless of the medium used to negotiate: text message, phone call, email, or an in-person meeting, you need to become an excellent communicator. When negotiating, it’s not about coming across as forceful or threatening, but instead getting answers to questions that give you an advantage over the other party.

In business, preparation is vital. When hosting a meeting, you need to research the topic, create handouts, request a whiteboard or projector, make an invitee list, and so on. The same applies to negotiations.

For this, you need to understand the facts of the situation, making it possible for you to stand your ground when presenting your position. Negotiating blindly will never result in what you want. Preparation not only places you in a stronger position but it also allows you to avoid potential conflict.

In this stage of negotiation, you and the other party state your respective sides of the case. Keep in mind that it is imperative you ask the right questions, listen as much as you speak, and clarify anything you don’t understand.

If you know there isn’t going to be a resolution that benefits your organization and you’ll need to readdress the situation at another time, take notes or even record the discussion. That way, you can refer back to this meeting in preparation for another engagement at a later date.

Both you and the other party have specific interests, opinions, and goals. Make sure you understand everything, followed by placing them in order of priority. The reason clarification is so crucial is that you might learn something new that gives you an advantage.

The purpose of negotiating is to reach an optimum outcome. While you don’t necessarily want the other party to walk away empty-handed, you want the negotiations to come out in your favor. Depending on the situation, you might find it hard to keep an open mind. However, if you want your negotiations to succeed, you may need to compromise to some degree.

Especially if you’re not a natural born negotiator, the following tips will help you succeed.

There’s a level of discipline that goes hand-in-hand with negotiations. Even if you feel strongly about your position, it’s essential you maintain the right attitude. Remind yourself that negotiating is a method used to settle differences. Ultimately, you want to reach an agreement or at a minimum, compromise while avoiding a dispute or argument.

The outcome of your negotiations depends in part on your attitude about the process, the topic, and the other party. Although you feel passionate about your position, negotiating isn’t a platform for a personal agenda. Keep things professional, respect the other party’s viewpoint, and avoid conflict.

The University of California describes the value of maintaining an excellent attitude as part of the negotiating process, broken down into distinct actions and attitude.

“Negotiation skills include being well-prepared, showing patience, maintaining integrity, avoiding the presumption of evil, controlling our emotions, understanding the role of time pressures, breaking down bigger issues into smaller ones, avoiding threats and manipulative tactics, focusing first on the problem rather than on the solution, seeking for interest-based decisions, and rejecting weak solutions.

The more knowledge you possess on the topic of negotiation the better. With knowledge comes power. During the preparation stage, spend adequate time learning everything you can about the situation and the other party’s position. Developing a strong knowledge base will help you identify opportunities within the discussion, thereby creating an advantage for you.

Before you even talk to the other party, consider taking online courses to improve your interpersonal skills. As a result, you’ll become more effective during the negotiating process.

Beyond excellent verbal communication skills, the right training will teach you how to build rapport with the other party, reduce or eliminate misunderstandings, solve any issues that arise, make better decisions, and assert yourself.

Don’t Automatically Accept the First Offer

While you might feel tempted, be cautious about accepting the first offer thrown on the table. An easy yet powerful way to let the other party know you’re not impressed is by reacting verbally or physically. By coming across as surprised that you would even consider it sends a clear message. If the initial offer surpasses your expectations, that’s a clear indicator that you can accomplish more.

While it takes time to learn how to become an excellent negotiator, an excellent tip is to use your words carefully. Regardless of what you’re negotiating, you want your viewpoint to always come across as positive.

As an example, if you sell residential properties and a potential buyer wants the seller to leave behind the Jacuzzi, rather than say they can include it in the price for $2,000, break the cost down into a monthly figure. A better approach is to let the buyers know they can have the Jacuzzi paid off in two years for only $83 a month.

If you let the other party know you need to finalize the negotiation within a specific timeframe, then you’re giving them the upper hand. Instead, use a little more assertiveness and point out the pros of closing the deal with what you want. Without the other party having any clue that you have a tight schedule, you succeed in your quest.

As part of your negotiating strategy, assign to another person the power to make the final decision. With that, you have more time to mull everything over. Especially during a negotiation where you’re sitting “on the fence,” you need the opportunity to ensure your decision to agree is the right one.

At the same time, letting the other party know that someone else has the authority to give the green light applies a little pressure. If there’s one sticking point the other party doesn’t want to budge on, yet that individual knows the deal is a good one, using another person as the scapegoat could prompt them to relinquish the one thing holding them back.

Not asking for what you want is a common negotiating mistake made by a lot of people. Even the best negotiators often start discussions feeling a little on the defensive. For you to succeed in negotiations, remember to assert yourself. In fact, you shouldn’t ever hold back on challenging everything.

You can refuse to take “no” for an answer and still come across as professional and charming. Rely on your newly developed communication and interpersonal skills to accomplish this goal. With a little bit of practice, you’ll soon become a master of negotiation.

Being assertive isn’t the same as showing aggression. By genuinely listening and caring about the other party’s viewpoint, you show respect, whereas having no regard makes you appear aggressive.

As for challenging the various aspects of the deal, the other party expects this just as you anticipate they’ll counter your position. Rather than believing what you hear, learn to think for yourself. Challenging the different aspects of the deal is all part of negotiations.

How many times did you hear that growing up? The same goes for negotiations. It’s worth reemphasizing that listening is sometimes more insightful than talking.

Excellent listening skills actually put you in a position of power. When you listen more than you speak, you learn things that might otherwise remain hidden, including things you can use to benefit your position.

Allowing pride to enter the picture is another mistake some negotiators make. Remember the comment about not making a negotiation a platform for a personal agenda? Yes, you want to come out the winner, but so does the other party. Unless the deal benefits you in the way you need it to, don’t feel nervous about walking away.

Just because you say “no” doesn’t mean at some point you and the other party can put the negotiations back on the table. Of course, you want to pull out all the stops to prevent that from happening, but if it does, it’s not the end of the world.

Even if you have a set deadline, you never want to rush negotiations. Especially when there’s a lot of money involved, you want a controlled process that takes time. While you might think not rushing puts you at a disadvantage, the opposite is true. Often, the other party begins to feel antsy, prompting him or her to sweeten the deal in an effort to get you to make a move.

The more you expect out of negotiations, the more you’ll likely receive. An excellent strategy consists of starting the discussion by putting yourself in an extreme position. Just like buying a car, the seller is going to set the price as high as possible in the hopes of getting it. Based on leading experts in the art of negotiations, aiming high will help you do better.

Focus on the Pressures of the Other Party

Instead of focusing on the pressures you face, turn your attention to those of the other party. Stop working against yourself and work for yourself. How? Learn why the opposing side should give in. If you can identify the pressures of your rival, you can exploit them to help you achieve an optimal outcome.

Along with that, show the other party how meeting your demands benefits them. The best negotiators in the world know success comes from looking at things from the other person’s viewpoint. Rather than trying to win the negotiation, understand the other party, and show them how accepting your offer will help them.

With negotiations, you should never give anything away without receiving something in exchange. While this might seem childish, the fact is if you don’t do this, there’s an excellent chance the other party will push for more and more. Feeling entitled puts that individual in a position of power, which you want to avoid at all costs.

Negotiations sometimes become heated. In the moment, both parties can say things they didn’t mean. Sure, you want to be careful with your words but at the same time, if you hear words that don’t sound nice, don’t take it personally.

At Go1, we serve as a leading Learning Management System with a vast library of podcasts, articles, and videos designed to help you become a successful negotiator. We invite you to visit our site or contact us about membership. Give yourself an advantage, so you win every negotiation, whether big or small.

Become a master of negotiation with these powerful tips

For anyone working in the construction industry, not only is training important but also mandated in some situations. For this particular arena, workers must follow compliance laws established by the Occupational Safety and Health Administration (OSHA). This government agency’s sole purpose is to set and enforce standards that keep people safe and healthy on the job. Although the regulations apply to multiple industries, they’re critical for construction.

Along with required training are voluntary programs. The challenge a lot of people have is knowing what training they need. After all, there are numerous programs and sub-programs. The good news is you can complete a host of courses online through a reputable Learning Management System or LMS. Virtually everything you need training on this system provides.

Because the duration of most courses is short and the cost is nominal, you can take as much training as you want. Along with staying compliant with OSHA regulations, online training gives you the opportunity to expand your knowledge base and hone existing skills.

Regardless of your position or the type of construction company you work for, the more you learn, the better you perform, and the safer and healthier the work environment becomes.

As someone involved in the construction industry, you need to determine the appropriate courses. For instance, do you need general industry training or training that focuses specifically on construction? For the answer to this question, learn the differences between the two.

As part of the OSHA Outreach Training Program, this voluntary program promotes both safety and health in the workplace. By completing it, you gain tremendous knowledge about things relating to the construction industry, including hazards.

Keep in mind this particular program doesn’t fulfill the OSHA standards, meaning your employer needs to ensure you have additional training. Initiated almost 50 years ago, the popularity of this program has skyrocketed in recent years.

As reported by the OSHA, people who work in the thriving construction industry want opportunities to learn. For the Outreach Training program alone, OSHA estimated that nearly 4 million people completed training during the four-year period ending in 2016.

The formula for General Industry training specifically focuses on workers. You would learn how to recognize, avoid, abate, and prevent hazards in the workplace. Also, this program covers basic information as to your rights, the responsibilities of your employer, and if necessary, the proper steps to take in filing a claim.

General Industry training provides several key benefits, including:

Promotes a safe and healthy work environment

Authorized trainers provide General Industry training as part of the OSHA Outreach Training program. While not certified, these individuals have extensive knowledge of and expertise in construction and the best way to deliver the program, so people understand how to apply it.

This training is also a part of the OSHA Outreach Training program that is designed for the construction industry. As with General Industry training, you would learn how to identify, avoid, abate, and prevent both health and safety hazards in the workplace. You would also become educated about your rights, the responsibilities of your employer, and the proper way to file a complaint.

For this program, you must finish a minimum of 10.25 hours of training along with supplemental material. Whether you work as a construction worker, site inspector, foreman, or job supervisor, you should take this program.

Construction training also focuses on OSHA industry standards on a federal level, although the program does not meet OSHA standards. Some of the other things you would learn to identify from this program include:

Ways to protect yourself from material handling hazards

Role your management plays in improving the current work environment

Appropriate Personal Protective Equipment

Both General Industry and Construction training are part of the OSHA Outreach Training Program with an emphasis on creating a safer and healthier work environment. Especially in construction, workers face potential risks daily. Therefore, it is essential you complete the proper training to reduce or eliminate potential hazards.

For the OSHA Outreach Training program, there are two options, a 10- and 30-hour course. If your employer determines you need health and safety training, he or she will go with either the 10- or 30-hour option depending on various factors. While both cover many of the same topics, the primary difference is with the 30-hour option; you receive 20 more hours of training. Remember, it’s your employer’s responsibility to understand the differences and select the right one.

A lot of people in the construction industry prefer to go for the 30-hour OSHA training course. The reason is the instructor has more time to spend on individual subjects. However, things like your job responsibilities, as well as the type of construction company where you work will determine if this is the right course.

After all, the term “construction” covers different types of companies, including:

For each of these, there are “sub-categories” like:

Hazardous Materials (Mandatory for the 30-hour training program)

Along with the 10- and 30-hour courses, you can take advantage of additional training through a reputable Learning Management System. By choosing the right platform, you can select from hundreds of different topics, developed by industry experts and presented in different forms such as videos, podcasts, and articles.

Especially for someone in the construction industry, regardless of the size of the employer, the specific field, or the job performed, completing health and safety training is highly beneficial. With so many unknowns, it’s better to prepare yourself than to face an accident that causes injury or worse.

After finishing either course, you would take an exam with a passing grade set at 70 percent. If you pass, you’ll receive the respective OSHA Outreach Training program card.

From a construction perspective, the structure between General Industry and Construction training remains much the same although the topics differ. Another key difference is with the 30-hour program, some topics are mandatory. One of the most significant benefits of taking either course is the authorized trainer has the discretion to customize it.

The goal with both the General Industry and Construction program, whether you complete the 10- or 30-hour course, is to become more knowledgeable and educated about critical factors related to the field of construction. Sure, having a card showing you completed training is nice but more importantly, you’ll contribute to maintaining a safe and healthy work environment.

When you consider every year, thousands of workers die on the job and even more sustain severe injuries, it’s essential you have the appropriate training. If your employer doesn’t offer you an opportunity to take the OSHA Outreach Training program, ask. Not only will this benefit you, but also the company. The fewer the injuries and illnesses the less liability for your employer.

By keeping people safe and healthy on the job, production increases, which generates more revenue. Finished products also ensure customer satisfaction, which gives your employer’s reputation a boost, something important in a fiercely competitive industry.

Although the OSHA Outreach Training program doesn’t meet OSHA standards, it’s highly complementary. The same goes for the additional online courses you take from a respected and trusted Learning Management System platform. While they may not meet the strict standards set and enforced by OSHA, they help you increase your knowledge base.

Following are just a few examples of the online courses currently available. However, to keep up with worker demand and an ever-changing industry, the system adds new courses all the time. Remember, you can complete both the 10- and 30-hour course using the right Learning Management System platform.

OSHA Safety Pro: Personal Protective Equipment

OSHA Control of Hazardous Energy and Lock Out / Tag Out

OSHA Outreach Training – General Industry 30-Hour Course

As shown by the examples provided, you can complete the full 10- or 30-hour training program or take segments of each. Regardless of the direction you go, you’ll find all courses have affordable prices. Also, because there’s no deadline on completing any of the courses, you won’t feel any stress to rush, which allows you to absorb the information better. If preferred, you can take online training courses from the comfort and privacy of your home.

Go1 is a highly regarded Learning Management System that offers an abundance of OSHA and non-OSHA courses specific to the construction industry. Our goal is to provide people what they need to enjoy a safe and healthy work environment. Industry experts develop and sometimes present all our courses. For that reason, you learn from the best.

General industry or construction? OSHA 10 or OSHA 30? What training do I need?

Has someone ever said to you, “Don’t bring your work home?” If so, you’re just one among millions. Regardless of the industry, job title, or responsibilities, a lot of people carry the burden of bringing work home. Especially for those in leadership roles, they worry about deadlines, customer satisfaction, product or service quality, job safety, and the list goes on.

Job Stress – A study performed by Everest College found that of all workers in the United States, 83 percent feel stressed. The primary contributors include a lack of job security, inadequate benefits, low pay, too much work, insufficient professional development opportunities, and mismatched position, responsibilities, or industry.

Productivity – In an extensive report generated by Health Advocate, experts found that stress has a significant impact on an employee’s productivity. Annually, stress leads to lost productivity to a tune of $300 billion.

Accidents and Injuries – Of all accidents in the workplace, stress is responsible for up to 80 percent. The more accidents occur, the higher the risk of injury and even death for some types of industries. More stress on the job is also the reason claims for worker’s compensation are on the rise.

Missed Work – Stress is the reason roughly 1 million employees miss work every day. Absences at that level lead to a host of issues relating to production, customer satisfaction, generated revenue, and even morale among workers who don’t call in “sick.” For those who faithfully show up, 60 percent do so because they feel guilty about missing work, which only intensifies their level of stress.

Health Care – The cost of health care among stressed workers is considerably higher compared to non-stressed employees. According to experts, doctors can link some type of work-related stress to 90 percent of patient visits.

Frustration and Anger – In some work environments, employees feel extremely frustrated and stressed, which often leads to anger. In fact, a study conducted by Gallup on this very topic found 14 percent of employees felt stressed to the level of wanting to hit another worker. Another 29 percent admitted to yelling at their co-workers citing stress as the reason.

Work Overload – Too much work is another key contributor to stress on the job. Even with a stabilized economy and business growth, a lot of companies feel the need to squeeze every ounce of work from their employees as opposed to bringing more talent onboard. As a result, 70 percent of workers feel there’s no way to complete the tasks assigned in the number of work hours available per day.

The best employers still expect a lot from their workers, but they also provide them with the tools, support, and resources needed to perform optimally without becoming stressed. One way they accomplish this is by offering training. Along with in-person sessions, the top employers recognize the value of allowing employees to complete online courses. While they learn new skills or hone existing ones, they can finish the training without pushing to meet a tight deadline.

By learning the primary causes of stress in the workplace, you have the opportunity to find solutions.

Although a lot of people love their jobs, they still work to earn a paycheck. The goal is to make enough money to pay the bills and enjoy life a little. However, low wages are a continuing issue. Some companies may not be in a position to increase their employees’ wages while others choose not to.

Either way, if people work hard, volunteer for special projects, or come in early or stay late to help a department catch up, it’s essential to recognize their efforts. One report showed that as much as 25 percent of workers in the US would switch jobs for only a 10 percent increase in pay.

Even if your company can’t afford to increase wages, find other ways to compensate them for their dedication and work. Often, simple gestures like a $25 gift card, leaving work a few hours early without having their pay docked, or ordering pizza for an entire department goes a long way in reducing stress and achieving employee satisfaction.

Remember, 70 percent of employees feel they have too much work on their plate. Especially for workers who care about the company and strive to please their managers, not finishing tasks creates a lot of stress.

For this situation, spend time with the leaders of various departments to identify the issue and determine a way to fix it. When a worker feels overloaded with work, there are several potential causes such as poor management, an employee working in the wrong position, or a shortage of help within that group.

Once you and your department heads find out what’s going on, you can then take the appropriate action. Often, online training courses help to teach employees excellent time management skills, making it possible for them to stay on top of work. Also, you could have your leadership team take advantage of training in whatever area it needs improving.

Most people would rather stay busy at work as opposed to twiddling their thumbs. While it might seem that reading a book, playing games on a tablet or computer, or calling friends during work hours would be fun, the fact is people with no viable responsibilities feel bored, unappreciated, and unimportant. Boredom alone is enough to cause stress but when you add in the other negative emotions, the problem skyrockets.

Whether a receptionist, mail clerk, filer, or any job for that matter, your leaders need to find ways to keep them busy. Keep in mind this isn’t “busy work,” but actual job responsibilities that help other departments. Your management team should take time to understand what an individual has interest or skills in, and based on that, select work he or she enjoys and excels at doing.

As explained by Psychology Today, “Worrying about the passage of time and lack of events and stimulation to fill that time are not the only issue involved in boredom. There is also a more global aspect of a person’s motivation to work.” The experts go on to say that when employees do something genuine or useful to others, they find their work worthwhile.

When running an organization, it’s critical that you and your leaders set clear expectations. Based on those, your managers need to provide employees with feedback, good and bad, to help them become more efficient and confident in their roles. Just as your leaders should point out areas that need improvement, they should also verbally recognize employees when they do something great.

Finding the perfect work and personal balance is tough, made even more challenging due to technology. The issue is a vast number of people check work-related emails, review contracts, return phone calls, and handle other matters while off the clock using a smartphone. Feeling the need to take care of business away from work creates unnecessary stress.

For this, always lead by example. As a business owner, make sure your executives, department heads, and staff aren’t required to perform work-related tasks while away from the job. Although some will still do it, they should know it’s not mandated.

Not only do you want to limit the number of hours your employee spends at work each week, but also, when someone has a doctor’s appointment, a sick child, or a car that requires servicing, have a plan in place that allows for some degree of flexibility.

Even if you have a smaller company, find opportunities for your dedicated employees to advance as your business grows. Whether changing positions or adopting new responsibilities in their current role, do what you can to help your staff move forward. People who feel stuck in a dead-end job experience a lot of stress. The unhappier they are, the less they perform.

The last thing you want is for someone interested in growth to become burned out or frustrated to the point they move on. That’s the kind of talent you want to retain. It’s already difficult to find hard-working and loyal employees. Don’t lose someone because they feel trapped rather than empowered.

As part of looking for remedies to correct work-related problems that lead to employee stress, it’s vital for you to develop or adopt various coping mechanisms for your organization. By doing so, you show your entire staff that you care and you’re willing to do the necessary things to curb stress in the work environment rather than for it to control your workers.

Wouldn’t it be nice if work-related stress just stopped? Since that’s not going to happen, you need to take the reins and force positive change. Following are just a few suggestions:

Identify Stressors – Have regular meetings with your managers about stress and stress-related topics. Ask them to identify stressors within their respective departments. The first step to making positive changes starts with recognizing the problem and its underlying cause. Just as you meet with your leaders, have them do the same with their employees to help build rapport that leads to open and honest communication.

Provide Healthy Responses – When employees open up about their stress, they need and deserve a healthy response from their managers. Receiving support will help reduce stress, especially for workers who feel uncomfortable or intimidated by talking to their superiors.

Set Boundaries – Remember the comment about limiting the number of hours employees works each week? As a business owner, it’s essential to set boundaries at all levels. Experts say children actually like discipline because it makes them feel safe. The same concept applies here. By establishing boundaries where they are needed, your staff will feel safer and less stressed.

Downtime – While you need to set boundaries, it’s also crucial to have some flexibility. For this, there’s a ton of options. A few considerations include offering a four-day work week instead of five, allowing some employees to work split hours, or perhaps setting up a telecommuting program. After all, things always come up that people can’t take care of after 5 or over the weekend.

Special Programs – Along with offering online training courses to your leaders and their teams, consider starting other special programs. For instance, you could have a yoga instructor come in once a month to teach a class. Don’t forget about the importance of team-building exercises as well, which help bring down stress both at work and at home.

For reducing or eliminating stress at work that carries over to the home, remember the value of online training. Go1 ranks among the most respected platforms with virtually thousands of professionally developed podcasts, articles, videos, and more.

Coping with work stress in and out of the workplace

Interest in changing to a different financial profession

If your goal is to work as a cost accountant, online training courses would allow you to perform a broad range of tasks for multiple departments. Along with pricing goods and services for tax certification or verification, you might have the opportunity to work with marketing experts.

Helping them prepare quotes would allow them to make better financial decisions. In this role, you may also work closely with top executives to help identify financial risks and determine the right way to mitigate.

You’ll find excellent online courses for chartered accounting as well. Using practical training, you could enjoy a rewarding career in different areas. Included are auditing, consulting, information technology, and investment banking, among many others.

Perhaps one of the most exciting aspects of chartered accounting courses is that they open doors for an international career.

If you like working with numbers but also solving mysteries, actuary online training courses are a perfect fit. With this type of career, you would assess the financial impact of uncertainty and risk. Another part of this job involves assessing and monitoring the complexity of financial security systems.

Brushing up on your mathematics skills would allow you to evaluate the probability of events. This would also help minimize any impact of financial loss connected to an event.