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Are you feeling run down? These Australian natural supplements for energy might be just what you need!

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Are you feeling run down? These Australian natural supplements for energy might be just what you need!

Introduction

In today’s society, it seems like everyone is always on the go. You might be feeling run down and exhausted, but you don’t want to take an energy drink or medication because you’re worried about the negative side effects. Luckily, there are some natural supplements for energy in australia that can help give you a boost of energy. One of these supplements is called Rooibos tea.

What are natural supplements for energy? A list of some natural supplements for energy.

There are many natural supplements for energy that can be found in Australia. Some of these supplements include guarana, caffeine, and asian ginseng. Guarana is a natural source of caffeine and is often used to promote energy and alertness. Caffeine is a stimulant that can improve mental alertness and physical performance. Asian ginseng is an adaptogen that can help the body adapt to stress and increase energy levels.

How do I know if I need natural supplements for energy? Some signs that you might need to start taking natural supplements for energy.

Do you often feel tired, despite getting a good night’s sleep? Do you find yourself struggling to focus or accomplish everyday tasks? If so, you might need to start taking natural supplements for energy. Here are some signs that you might need to make this change:

You feel tired all the time, no matter how much sleep you get.

You can’t focus or concentrate on anything.

You’re constantly irritable and moody.

You find it hard to motivate yourself to do anything.

What are the benefits of taking natural supplements for energy?

Natural supplements for energy are becoming more popular as people search for a healthier way to get an energy boost. While there are many different types of natural supplements available, some of the most common benefits include:

1) Increased energy and vitality – Taking natural supplements for energy can help you feel more energetic and alert throughout the day. This can be especially helpful if you have a busy lifestyle or need to be productive during your peak hours.

2) Better overall health – When you take natural supplements for energy, you’re also taking in other important nutrients that can improve your overall health. For example, B-complex vitamins are essential for maintaining healthy skin, hair, and nails, while certain minerals can help keep your bones and muscles strong. For natural supplements visit Therastore.

How do I take natural supplements for energy?

There are many natural supplements for energy available in Australia, and each one has its own unique set of benefits. Here is a look at three of the most popular ones:

1. Ginseng – Ginseng is a popular herb that has been used for centuries to improve energy levels and vitality. It can be taken as a tablet, capsule, or tincture, and helps to boost circulation and increase resistance to stress.

2. Guarana – Guarana is a South American plant that contains high levels of caffeine. It has been traditionally used to improve energy, focus, and concentration. Guarana is available in tablet or capsule form, and should not be taken by pregnant women or those with caffeine allergies.

3. Yerba Mate – Yerba mate is a South American plant that contains high levels of caffeine, more than coffee. It is primarily consumed as a stimulant and to help people focus on tasks. It is often used in cold beverages mixed with other herbs or spices.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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