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More People are Tuning in to Music at Work. Why?

TalentCulture Content Impact Award Winner - 2023
Music is a great unifier. In our private lives, shared tunes always have a way of bringing people together to sing, dance, laugh and socialize. Now, we’re hearing more music at work, as well. Why? Multiple factors are driving this increasingly popular way of enhancing today’s work environments.

In the past, employees became accustomed to hunkering down at their desks and “Takin’ Care of Business,” as the 70’s song says. But things are different now. These days, employers are looking for fresh ways to draw employees back to the office, get them connected, and keep them engaged with work.

This is why we see growing interest in interactive jukebox music experiences like TouchTunes Unlimited. By offering easy access to a customized work soundtrack, employers can improve performance while simultaneously enhancing company culture.

Imagine how you could boost morale by inviting employees to collaborate on a digital jukebox playlist. And then think about how uplifting it would be when teams gather and connect around this modern workplace watercooler.

It’s a simple way to lighten the mood, while improving productivity throughout the workday. Here are the top ways music in the workplace can leave a lasting impact on your employees and your company culture:

Biggest Benefits of Music at Work

1. Music Boosts Productivity

With 8 hours in a traditional workday, 40 hours in a typical work week, and 52 weeks in each year, staying productive at work can sometimes feel like an uphill climb. Even with flexible work schedules and hybrid work models, many people are back in the office on a regular basis. But staying focused and on task for hours each day isn’t easy.

Interestingly, the 8-hour workday hasn’t always been a standard. In fact, similar to the current push for a 4-day workweek, the 8-hour workday started in the early 1900s as a way to make work more sustainable for factory employees who often worked 10-16 hours a day.

Of course, no matter how much time people spend at work, it’s important to make every hour as productive as possible. And sometimes, it takes extra creativity to keep teams energized and motivated. This is where it helps to play music at work..

For instance, pop songs not only spark a little toe-tapping, but they also motivate us to step up our work pace. In fact, research shows that 58% of data-entry team members work faster when listening to pop music.

Also, playing music in a shared workspace encourages more frequent breaks throughout the day. A quick dance break fills the moments between meetings. A certain song sparks a bit of chatter about fond memories. A brief discussion about which song the jukebox should play next. Then, people get back to business.

These “microbreak” moments aren’t a waste of time. They’re an easy way to boost productivity without disrupting work flow. In fact, research shows that our minds perform better when we switch between focused and unfocused mental states. This can actually spark more creativity and improve decision-making.

2. Music Reduces Stress

Creating a business environment where employees have a healthy work-life balance is crucial now. In the aftermath of the 2020 pandemic, millions of workers have walked away from jobs, searching for something different.

In response, employers are stepping up and focusing on workforce retention. Mental health has become a top priority because it directly influences employee wellbeing and job satisfaction. In fact, 78% of survey respondents told Mental Health America that work stress affects their mental health.

Music is proven to have a profound effect on mind and body. For example, Stanford researchers found that slow, soothing melodies and tempos reduce stress levels by quieting the mind. This kind of music also relaxes our muscles and shifts our mood away from feelings of anxiety.

3. Music Combats Isolation and Fosters Connection

We live in a world where digital tools, social media and instantaneous communication surround us. Yet, with many people still working remotely or on a hybrid schedule, employees are experiencing more loneliness than ever. In fact, one study found that 72% of workers feel lonely at least once a month, and 55% experience loneliness on a weekly basis.

It’s time to encourage human connection and collaboration by using technology more creatively. This is especially important now, because many people are seeking more meaning from their work. For instance, McKinsey says 70% of employees believe their work should bring a significant sense of purpose to their lives.

Increasingly, people are turning to collaboration tools to stay more connected with others. In fact, Gartner found 80% of workers rely on collaboration tools, up 44% since 2019. But as your organization implements new software and systems to keep employees connected and engaged, consider looking beyond the computer screen.

Music at work has the power to bring people together in meaningful and memorable ways. The sound of favorite tunes from a blend of genres — rock, country, pop, Latin and hip hop — do more than stir our emotions. They create a common language that can define and reinforce any company culture for the better.

This is why I suggest that employers ditch the isolation of earbuds and hiding in cubicles for hours on end. Instead, invite teams to participate in selecting music that will motivate them throughout the day.

What better way to foster genuine human connection than a digital jukebox, available to all whenever the mood strikes? The fun of music at work can revitalize coffee breaks, lunch time and group meetings, when employees come together and bond over their favorite songs.

Final Thoughts on Music at Work

Music certainly has its place at work. It deserves to be shared, enjoyed and powered by employees who sometimes spend 40 hours (or more) each a week together in an office, warehouse, retail store, or other work environment.

Digital entertainment solutions are bringing the music people love to the modern workplace. The concept is simple. The impact is real. When you invite music into your workspace, everyone who listens can benefit.

Virtual Travel Benefits Are Taking Off. Here’s Why

Work Norms Are Changing

In 2019, about nine million U.S. civilians worked from home on a regular basis. Then the pandemic arrived. Nearly overnight, remote work became a necessity for a vast number of employees. In fact, by 2021 the U.S. remote workforce had tripled to nearly 28 million people.

Now, as Covid fades, the nature of work is taking another interesting turn. Many remote workers don’t want to rush back to the office. Instead, studies say anywhere from 50% to 72% of employees prefer working from home at least some of the time.

As a result, flexible work schedules are becoming a norm among employers that want to be competitive in talent recruitment and retention. As part of this strategy, organizations are embracing new benefits to attract and engage remote and hybrid employees. And among these innovative perks, one of the most creative and popular is virtual travel.

Why The Time is Right to Rethink Benefits

In general, working from home has been helpful for employers and employees, alike. Remote workers report lower stress levels, higher productivity, and higher overall engagement. It is even credited with reducing employee churn. Yet remote work still poses several key issues. For example:

  • Blurred Work Boundaries
    Research indicates that many home-based workers fail to distinguish between personal and professional priorities. Without clear boundaries, people tend to work excessive hours, which in turn, can lead to burnout.
  • Social Isolation
    Another challenge involves communication among distributed team members. Remote workers tend to experience more isolation and loneliness. This is especially important for employers to consider when determining how to build trust, camaraderie, and collaboration, especially in an environment where some people work remotely, while others work onsite or in a hybrid mode.

How Virtual Travel Benefits Help

Virtual travel adventures address some of the most problematic aspects of remote and hybrid work life. These experiences are an easy way to bring employees together and engage them in a shared immersive adventure, no matter where they work. That’s why many employers are adding virtual travel to their portfolio of benefits and perks.

Here’s how the concept works:

By simply logging into their computers at a convenient time, work teams can instantly jump into a captivating live tour of some of the world’s most amazing locations. From coffee farms in Costa Rica to UNESCO Heritage sites such as the Vietnamese town of Hoi An, companies can theme these team-building experiences around key destinations of interest, heritage months, or holidays.

Tours are led by live, qualified local guides who share helpful cultural context throughout the tour and answer questions in real time while interacting with participants. This helps everyone feel more connected with each other and with the location they’re exploring, as if they’re on the ground, walking through the destination together.

This kind of tour can transform getaways from costly once-a-year (or once-in-a-lifetime) vacations into fun group events that are available to all, anytime. And because these adventures are virtual, they’re a sustainable alternative to airline flights and road trips.

Why Virtual Travel Benefits Are So Appealing

By integrating virtual travel with employee benefits, companies can plan and produce formal team bonding exercises or offer employees virtual “time off” so they can casually connect. These programs offer multiple advantages. For example, they can:

  • Improve team morale by providing staff with time for relaxation. 
  • Foster a more inclusive culture by extending a high-quality travel experience to all workers, regardless of their location.
  • Create new team connections and strengthen existing relationships through shared learning experiences.
  • Give employees opportunities to explore the world in memorable ways with co-workers, friends, and family — without depleting their bank accounts or PTO.
  • Open employees to new cultures and perspectives they might not otherwise be able to encounter.
  • Offer individuals and teams a unique and enjoyable reward they can look forward to as recognition for their work contributions.

Providing virtual travel to employees as a way of showing appreciation doesn’t have to be limited to periodic team meetings. Companies can also enroll individuals in recurring virtual travel events and add them to a diverse portfolio of ongoing benefits. This is an excellent way to make new-age perks accessible to all while diversifying benefit options.

Digital Perks Appeal to All Ages

Here’s another reason why virtual travel is gaining traction. Right now, the workforce is in a unique position, with five generations working together. To keep employees engaged, organizations must balance the various needs, interests, and expectations of today’s extraordinarily diverse workforce.

From the youngest Generation Z interns to retirement-age Boomers and beyond, each age group brings its own unique idea of work culture, compensation, and benefits that resonate.

Yet virtual travel is one benefit that crosses all generational boundaries. It’s an inclusive experience that everyone can enjoy. And it brings people together on common ground.

There’s Never Been a Better Time for Virtual Travel

In this era of economic and business uncertainty, companies that invest thoughtfully in benefits that help attract and retain engaged employees can build a competitive advantage. For example, according to Gallup, employers with higher levels of engagement enjoy a variety of advantages, compared with low-engagement organizations:

  • 41% lower absenteeism
  • 40% fewer quality defects
  • 17% higher productivity
  • 23% higher profitability

Virtual travel is just one way to elevate engagement. But its value is clear. All it takes is a relatively small investment. But this can open the door for employees who want to explore the world outside their cubicle or home office without depleting their savings or PTO.

The Serious Value of Humor at Work

I’m a fan of fun work environments. So of course, I’m also a fan of humor at work.

Don’t get me wrong. I’m not saying we should all pretend to be stand-up comedians. And I’m not talking about snide remarks, disrespectful jokes, or pranks at someone else’s expense. Work is serious business. But does it really need to be so very, deeply serious all the time? I don’t think so.

A touch of humor is a natural way to engage people and lighten the mood. For instance, who doesn’t enjoy taking a moment to bond with a colleague over a funny meme?

In my opinion, sharing a chuckle or a smile with someone keeps us connected at a very human level. And fortunately, I don’t have to look far to find an expert who agrees with me! So join me for this #WorkTrends podcast episode, as I take a look closer at the special power of humor at work:

Meet Our Guest:  David Horning

Today, I’m comparing notes with David Horning, a professional comedian who took the leap from making people laugh on stage to becoming a business consultant. Now he helps others learn how to use positive psychology, communication skills, and humor to manage difficult work situations and enhance organizational culture.

Humor vs. Comedy

First, let’s talk about the word humor. What is it exactly and how is it different from comedy?

Well, humor and creativity are similar in many ways. Humor is a pattern disruptor.

Basically, it is an internal process that lets us be okay with holding two competing thoughts at the same time. Humor allows us to connect those dots in new ways. It connects different ideas. And it also connects similar ideas in new ways.

So basically it disrupts preconditioned thought patterns and introduces new possibilities. Think of it as the crack in the door that allows us to see beyond a circumstance, a challenge, adversity, or even trauma of some sort.

Why Workplace Humor Matters

Do you think humor is playing a more important role in work culture?

Oh definitely. It’s catching on, and with good reason.

Studies show that CEOs prefer employees with a sense of humor. In fact, if you display your sense of humor at work, you’re perceived as being more intelligent, more likable, and CEOs think you’re doing a better job.

Not only that, but employees prefer bosses who don’t take themselves so seriously.

What If You’re Not Funny?

Some people just don’t have a funny bone in their body. What do you tell them when it comes to humor as a vital skill?

Actually, you don’t have to be funny. That’s the great thing about incorporating humor into the workplace. You can appreciate it in others.

Celebrate people who are bringing sunshine into the office – people who are surrounded by laughter – your more creative thinkers.

You can be the most analytical person in the world, but anybody can develop an appreciation for humor, for laughter, for comedy. We all have that capability. All you really need is to give yourself permission to think outside of the box, to think beyond the strict labels we tend to give things.

How Leaders Can Support a Culture of Humor at Work

What advice do you have for a manager who’s unsure about supporting humor at work? 

First, if you’re nervous about it, don’t overwhelm yourself. But keep in mind that when humor is used in the workplace, it should be consistent with your organization’s values.

For example, if respect is one of your values and a joke you’re about to tell isn’t respectful, pump the brakes. Using those shared values as your baseline is a great place to start.

 


For more excellent advice from David about how to tap into the power of humor at work, listen to this full episode. Also, be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher. And to continue this conversation on social media, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

#WorkTrends: Culture Wins

Two out of three Americans hate their jobs.

That’s a crazy statistic, and it’s one we all want to be on the opposite end of. We want to love going to work — and we want everyone else on our team to love work, too.

This week on #WorkTrends, we’re talking to William Vanderbloemen, author of the new book “Culture Wins: The Roadmap to an Irresistible Workplace.” He’s helping us think through why culture matters so much and how we can all build better ones.

You can listen to the full episode below, or keep reading for this week’s topic. Share your thoughts with us using the hashtag #WorkTrends.

Work Is Family

I thought I could get through 5 minutes of an interview without bringing up the “M” word, but nope — we jumped into a conversation about millennials right away. Vanderbloemen points to the number of workers, by generation, who are available to work. There are a lot of baby boomers and millennials, and much fewer Gen Xers. As the Boomers start to retire, millennials are going to absolutely dominate the workforce. So their preferences about work are only going to become more important in the next 10 years, he says.

“Smart companies are starting to say, ‘What are the things we can learn about this generation? How can we build a workplace that matches them so we can retain them?’”

One thing that’s unique about millennials: They prioritize financial security, but are marrying and having children much later in life. So, Vanderbloemen says, “that means the people they work with are their family. And if they don’t like the people they work with or the place they work, they’re going to go find another family to hang out with.”

Millennials aren’t looking to stay at one organization for 20 years, but finding ways to retain millennial employees for just two years longer than your competition can lead to huge advantages for employers, he says.

Values Trump Fun

We’ve talked before on #WorkTrends about fun at work. So I asked Vanderbloemen: Does fun at work matter? His simple answer: Nope. “If I could rewrite my book, I’d have one more chapter titled ‘Culture Does Not Equal Fun.’ Work is work, and work is where you show up to get things done. A lot of people mistake a winning culture for a place that’s fun.”

When his company won a Best Place to Work award from Entrepreneur a few years back, he was surprised that they took home the top prize even though they had a simple office without bells and whistles like free food or foosball tables. Instead, his team focused on their values.

“We laid out nine clear values of how we function together,” he says. “We’ve hired around it. We’ve reviewed people around it. We compensate around it. We fired people because of it. And it’s created a sense of family. Now, is it fun when you all function the same way? Absolutely, but if fun is the target you’re going to be chasing windmills. Fun is a byproduct of a healthy culture, but it’s not the target.”

Vanderbloemen reverse-engineered his company’s culture to define his team’s core values — or what he calls “defining our kind of crazy.” One of those values is “ridiculous responsiveness.” He realized early on, when he was running his business from a card table, that clients were amazed by how quickly he got back to them. He realized that responsiveness set him apart from the competition, so he made sure to hire only people who were “almost maniacal about getting back to people right away.”

Defining your culture, he says, is all about asking this question: “When we’re at our best, what do we do that’s common to us but uncommon to other teams around us?”

Build a Business Case for Culture

Vanderbloemen has seen the impact culture can have on a team — and on the bottom line. When he was writing his book, he researched more than 100 companies with award-winning cultures. One thing they all had in common: they invest cold, hard dollars in culture every year.

So, how can HR pros make a business case for investing in culture? Vanderbloemen says HR teams have to shift the conversation away from spending and instead focus on how investing in culture will save the organization money and create fewer people problems.

“There’s nothing more expensive to a business than people problems,” he says. He points to one tech company that has two very similar competitors, but they’re much more profitable than those competitors. What sets them apart? They invest 5% of their revenue on culture.

“In the tech industry, turnover is rampant,” he says. This particular tech sector’s churn rate is about 38%. Once the company started spending money on culture, their churn rate dropped to 2%. “So, every year, four people leave instead of 76. That’s 72 vacancies they don’t have to deal with every year. By spending a million dollars on culture, they’ve retained people. They have momentum in their business, less turnover cost, less hiring cost and greater profitability.”

“That’s why we called this book ‘Culture Wins,’” he says. “It’s a way to win in the coming years.”

Continue the conversation. Join us on Twitter (#WorkTrends) for our weekly chat on Wednesdays at 1:30 p.m. Eastern, 10:30 a.m. Pacific or anywhere in the world you are joining from to discuss this topic and more.

#WorkTrends Recap: Why Fun at Work Matters

It’s official: Forced fun is over.

“Let people have the brand of fun that works for them in the context of their culture.”

That wisdom is from Nick Gianoulis, who’s known as “the Godfather of Fun” around his office. He realized years ago when he was planning an employee event that people are looking for ways to connect, celebrate and have fun throughout the work week — not just at huge after-hours company parties once or twice a year. He started The Fun Department to infuse a little fun into the work day.

On the #WorkTrends podcast, he shared how any leader can add more fun to work and keep employees engaged. You can listen to the episode below, or keep reading for a recap.

 

Create Shared Experiences

Here’s the big question: What’s the definition of “fun”? Gianoulis tasked an employee with answering that question. After months of research, the employee came back with bad news: There isn’t a universal definition of fun. Fun is different for every person. But, he found a common thread: People have fun when they share an experience together.

To create those shared experiences, Gianoulis and his team aim to figure out what’s fun for each individual, team and department. And they don’t force anything. “One of the really important elements of this shared experience is that it’s all-inclusive and nonthreatening,” he says. “Someone might just want to observe or cheer their team on. You let people participate at the level they’re comfortable with.”

Here’s an example: One of his clients found that a lot of the company’s employees like dance. Some people might love dancing, others might like watching “Dancing with the Stars.” At 3 p.m. every day, the company takes a dance break.

Follow the Laws of Fun

“‘The Laws of Fun’ sounds like an oxymoron,” Gianoulis says, “but there are some universal truths” to creating fun experiences for people at work.

First: Leaders have to buy in. “When leaders buy in, we’re successful 100 percent of the time. When leaders don’t buy in and we’re trying to force it from the bottom up, it’s only about 50 percent successful, and it might live in one area or department, but it won’t translate to the rest of the organization.”

Second: Remember the “Three Cs”: consistency, company time and compliance. Plan consistent activities. Gianoulis recommends a 15- to 30-minute activity once a month. Have fun on company time — not just after work hours. And make sure the experience is compliant with your overall company culture.

Think Small

Creating fun experiences at work doesn’t have to be complicated or expensive. “We really promote doing things that are small, easy, organic and don’t require expert facilitation,” Gianoulis says.

Let’s say you want to have a company football game. Gianoulis suggests adapting football to a degree where everyone can play. He’d make it a 10- to 15-minute game, with props and supplies that cost less than $100.

“Employees don’t want these big, elaborate team-building events anymore,” he says. Instead, millennials are pushing for a more flexible culture that incorporates fun into everyday moments. And that’s good news for everyone, he says. “It doesn’t matter how old you are, everybody would like to have fun and flexibility at work.”