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How To Preserve Flowers



How To Preserve Flowers

Did you know the floral industry in the US is worth over $5 billion? It’s safe to say that preserving flowers is big business.

If you’re looking to start a flower business or you just want to take care of your flowers at home, you’ve come to the right place!

So if you’re wondering how to preserve flowers, don’t worry, we’ve got you covered. With these simple tips, you’ll be well on your way to preserving your bouquet on the shelf forever.

Are you ready to preserve your flowers for all time? Let’s get started!

Selecting the Right Flowers

To get the best results when preserving flowers, it is important to select the right flowers. First, look for flowers that are not fully bloomed. Flowers that are in full bloom will not last as long.

Then, choose flowers that have strong stems. Thin, delicate stems are more likely to break during the preservation process. Try avoiding flowers with a lot of pollen because pollen can cause the flowers to discolor.

Next, select flowers that are free of blemishes or brown spots. These blemishes will show up after the flowers are preserved.

If you’d rather have someone else choose your flowers, click for more information!

How To Preserve Flowers

To preserve flowers, first prepare the flowers by removing all leaves and thorns. Then cut the stems at an angle and place them in a clean vase filled with fresh water.

Next, add a small amount of bleach to the water. This will help prevent bacteria from growing and will keep the flowers looking fresh for longer.

Finally, place the vase in a cool, dark place and enjoy your beautiful flowers for weeks to come!

The Process of Decomposing

One, must first understand the basics of plant biology and the process of flower decomposition. The main factor that affects the rate of decomposition is temperature.

There are a few ways on how to preserve flowers, in this guide we will be discussing 2 methods. Air-drying, and glycerinizing.

Air-drying is the most common and straightforward method, but it can cause flowers to lose their color and shape. Pressing is ideal for thinner, more delicate flowers.

Glycerinizing is a more involved process that requires special tools and chemicals, but it produces the most lifelike results. Silica gel is the most expensive option, but it preserves flowers in their original state.

Storing The Flowers

The flowers should be stored in a place that is cool, dark, and dry. One way to store the flowers is to cut the stems and put them in a vase with water.

Another way is to hang the flowers upside down in a cool, dark place. The flowers should be checked periodically to make sure they are not wilting.

Displaying The Flowers

Displaying the flowers, first remove any leaves from the stem. Cut the stem at an angle about an inch from the bottom of the flower.

Immediately place the stem in a vase with about two inches of water. For best results, use distilled water. Be sure to change the water every few days and recut the stem at an angle to keep the flower fresh.

Want To Try It Yourself?

Take the time to preserve your flowers so you can enjoy them for years to come. Taking the proper precautions will ensure that your flowers stay beautiful for a long time.

For more tips and tricks like how to preserve flowers and for more DIY projects, check out the rest of the blog!

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Great Resignation: How to beat Great Resignation with Employee Experience



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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