World Cup 2018 Office dos and donts

World Cup 2018 Office dos and donts by Michael Cheary Noticed a little bit more patriotism around your office lately?Many an office can get a little overexcited around the World Cup. But how can you ensure you don’t lose your cool, not to mention actually keep your productivity up, when your nation actually make it into the knockouts?To help you avoid any potential red cards, here’s our list of World Cup workplace dos and don’ts:PatriotismDO â€" Be patrioticNational pride is as integral a part of the international football experience as cautious optimism and an acute fear of penalty shootouts. So change your desktop background image, get involved in the office sweepstake and embrace your heritage accordingly.DON’T â€" Come to work in the full kitWhen it comes to office attire, shorts and football socks are never the answer. You can wear your national pride on your sleeve. Just make sure that sleeve is not part of the official match replica kit (see also: face paint).MusicDO â€" Make a World Cup playlist Not only will this get you in the mood for the big games, it can also be inspirational (‘You’ve got to hold and give but do it at the right time. You can be slow or fast but you must get to the line’, etc.) Because nothing makes a more productive employee than the sound of John Barnes rapping.DON’T â€" Keep telling people ‘it’s coming home’So, you still see it. That tackle by Moore. When Lineker scored. The truth is, we all want to see it. But for the sake of everyone’s sanity, please stop telling co-workers ‘this could be our year’. It will only make things more painful in the long run. Just ask Gareth Southgate/David Batty/Phil Neville/insert any other name here.SwapsiesDO â€" Collect Panini stickersThis can be a point of contention for many. Well, many of those above the age of eight. However, in our opinion, there is nothing wrong with grown men and women swapping stickers. And anyone who says any differently is just jealous (and/or give up far too easily).DO N’T â€" Stick them in during your meetingCollecting may be OK. Getting your book out during normal working hours definitely is not no matter how badly you need Trent Alexander-Arnold. Avoid the wrath of your anti-sticker supervisors, and save all swapsies for after six o’clock.Team bondingDO â€" Watch the game after work with your co-workersYou can’t put a price on office morale. OK, you probably can. A TV, a few drinks and possibly a packet of peanuts, and your team will be gelling better than that time you spent a weekend away work-shopping.DON’T â€" Bring a ball into the officeTechnology and round things which travel at vast speeds do not mix. Everyone in the office has heard about the time you had trials with QPR, and obviously have no reason to doubt your ability. However, all it takes is one poor piece of control and HR will be on the phone quicker than you can say Ilkay Gündogan.Cautious optimismDO â€" Be optimistic about the sweepstakeThere are 32 teams in the Worl d Cup. One of them has to win, right? Just imagine the look on Tim from Accounts’ face when that someone turns out to be you. OK, so Panama may be a 300-1 shot, but hey. At least you didn’t get England…DON’T â€" Call in sick when your team goes outNot. Even. A. Little. Bit. Discreet.Other things to do: Have a diary of all the fixtures, find local venues screening the games, prioritise your workload, stay on good terms with colleagues from rival nationsOther things not to do:  Constantly use the word banter, make too many football puns*, challenge your boss to a game of five-a-side, start an office Mexican wave, sulk, mention VAR* reed.co.uk accept that this is often easier said than done. For more information, please consult the Kompany handbook*.Still searching for your perfect position? View all available jobs now.Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Subm it you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Features

The Top Tips For Writing and Speaking Spanish and How to Write a Spanish Resume

The Top Tips For Writing and Speaking Spanish and How to Write a Spanish ResumeWriting resumes, business presentations and other type of paper may seem simple but the truth is that all these types of papers need to be flawless and a thing of beauty if not then nothing will be noticed or even paid attention to. Thus you need to have the latest and hottest resume creation programs with you. However when it comes to writing and speaking Spanish, your resume can be practically messy with all the mistakes. What I have to say to this is that most of the people who are just trying to learn Spanish or just want to speak Spanish for their personal needs tend to do so in such a bad way, that they end up being considered as gibberish.I have mentioned that the process of writing and speaking English and Spanish both must be done in a perfect manner if not then nothing is going to happen. So first and foremost, before you start your career in this domain you must master both languages well, other wise you would be disqualified in terms of hiring your chosen employers. With this you will need to adopt the required resume creation program that is being given by the expert outsourcing company, which is widely available on the internet.The resume bilingual in English and Spanish both writing and speaking must have so many things in it. First of all you need to make sure that you are skillful enough to write and speak both the languages. It is important that you keep an eye on the grammar and spelling part of the document in order to get a professional looking document.Next thing that you must have in your resume bilingual in English and Spanish both writing and speaking is the contact information and your job description in both languages. If you are applying for any other job that is offered to you in Spain, in this case you would have to add Spanish job description in English in your resume. You must also remember that in both languages there is a difference in terms of tone a nd cadence, therefore try to adjust your writing and speaking as well as reading language well.You also need to make sure that your English speaking abilities are correct and complete, which means you must be able to maintain correct spelling and grammar in this case and speak fluent English with proper accent in both languages. Remember the worst possible thing is not knowing Spanish, therefore do not worry about this point, just keep practicing and you will be fine.Moreover, the resume bilingual in English and Spanish both writing and speaking must have your employment history, which again requires some changes in the grammar and spelling of your resume. You must write this down in Spanish as well as English. If you write it in English first, you will get a bias in this case because it will look like you are trying to hide something.While writing your resume bilingual in English and Spanish both writing and speaking, there are a few points that you must remember. Do not speak too fast, which can cause errors. Use proper sentence structures in Spanish, which can help you a lot in writing and speaking, so try to follow a simple sentence structure in English too.In summary, if you want to make a successful career in this area, make sure that you are proficient in both languages, follow the proper formats and methods for the resume bilingual in English and Spanish both writing and speaking. If you feel confident and comfortable, you can use more than one format. Now all you need to do is choose your favorite resume bilingual in English and Spanish both writing and speaking, get your hands on the top paid Spanish and English outsourcing company that offers this type of service and get ready to deliver the top service.

What Policies Should an Organisation Have in Place to Support Mental Health

What Policies Should an Organisation Have in Place to Support Mental Health Welcome to our new online series on Mental Health in the Workplace. Taking care of our employees mental health is vital and weve brought together some of the worlds experts on this topic to share their thoughts with you. Our panel of 10 specialists will tell you everything there is to know about supporting your staff when it comes to their mental health in your place of work. Nick Patel The mental health needs of each individual will be different, which is why employers should create policies and offer benefits that address the breadth of the problem.   In the end, no set of policies and benefits can eclipse culture.   This is why employers should focus on building a culture that removes the stigma of discussing mental health in the workplace and creates guidelines for business conduct (work-life balance, after-work emails, etc.) that help reduce stress. Also, employers should make sure their health plan options provide adequate mental health coverage so those who need help can get it. Nick Patel, CEO of Wellable. Renae Shaw The key to having a progressive and functional mental health policy is having an effective management development programme. This means having regular training sessions that provides managers with advice on how to spot if someone on their team is experiencing an issue and ensuring they know how to approach them correctly. It is also important that company policies, such as absence reporting, are aligned with an open and supportive culture which is inclusive and supports everyone. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes Improving access to mental health care is about removing barriers and promoting communication without forcing or “outing” employees. Common barriers include lack of insurance coverage, distance to providers (thus causing interruptions to life and work routines), limiting or discouraging leave time, working parent programs, etc. Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo An organisation should think about the policies and practices you have that interact with staff wellbeing and should: Find out if you have clear policies to support wellbeing and manage stress. These should set out the organisation’s approach to: promoting wellbeing for all staff; tackling the causes of work-related mental health problems like stress and anxiety; and supporting staff who are experiencing mental health problems. Check that mental wellbeing is at the heart of other policies relating to staff wellbeing such as: health and safety, working time, sickness absence and return-to-work. Review policies for performance management, disciplinary action, recruitment, change management and redundancy to ensure they take account of the impact these processes can have on employees’ mental wellbeing. Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street The best support strategies should normalise conversations around mental health and have buy-in from the whole organisation, including CEOs and leaders. We all have mental health needs and they should be reflected and echoed in all policies and initiatives. Encouraging work-life balance and supporting mental health champions in the workplace demonstrates a commitment to improving the mental health of everyone. Training managers to confidently support their employees and colleagues is essential. Businesses should consider providing emotional literacy interventions, which provide sessions on self-awareness, empathy and relationship building to staff. At Nuffield Health, 94 percent of employees who took up emotional literacy training said they would feel confident supporting a colleague showing signs of emotional distress. Businesses can introduce Employee Assistance Programmes (EAPS), often offered with group risk products like  Income Protection, for those who may need more advanced s upport. Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health Shona Davies The sort that doesnt distinguish mental ill-health from any other illness. Its important that these policies are transparent, open, and endorsed by the employees that they govern. They need to encourage direct and open discussions around the topic. . Shona Davies, Founder of Shona Davies Consulting. Chieu Cao Mental health is highly individual, what can work for one person might not work for another. For that reason, the policies that work best are those that cater to the full spectrum of employee wellbeing and move away from the rigid and meaningless tick-box exercises that a traditional wellness programme is typically associated with. They must be holistic, tailored and adaptable. Chieu Cao, Co-Founder of Perkbox. Lucy Faulks The first step is simply having a visible mental health policy as many companies still dont have one in place. A mental health policy for the workplace defines the vision for improving the mental health of the workforce and establishes a model for action. The World Health Organisation stresses that a well formulated policy will also identify and facilitate the agreements needed among the different stakeholders in the workplace. This is key, as often a lack of responsibility and ownership leads to ineffective policies. We recommend having a read of the WHOs guidelines for formulating a mental health policy in the workplace as they are comprehensive and research led. Lucy Faulks, Co-founder of Elevate. Paula Whelan The best mental health policies are those that give a clear statement about the employer’s commitment to supporting mental health and well being in the workplace. Employees will only begin to talk about their mental health issues if the working environment feels safe and supportive. The policy should make employees aware of what support is available and give examples of reasonable adjustments that can be made. It should be supported by awareness training for all staff. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman We are an organization that doesnt like policies, but we have a lot of best practices. For example, employers should look to provide PTO that can be used for mental health days, so if Im struggling with stress and just need a day off, then I can take that. Employers need to always consider the impact on people with every decision they make. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.