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Should You Get an Eyeliner Tattoo? Things You Have to Know Before Having Your Lash Line Tattooed

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Should You Get an Eyeliner Tattoo? Things You Have to Know Before Having Your Lash Line Tattooed

One of the most difficult things to master in doing makeup is eyeliner. Most women would probably agree that it takes a lot of time and practice before making the wings of your eyeliner even. 

You thought you already perfected one eye, but what about the other side? You’ll have to go through the same challenge again, and worse, the right eyeliner might end up thicker than the left. As a result, you’ll probably get late for your appointment just because you can’t do your makeup on time.

If you’re tired of doing eyeliners, what can you do?

Have you heard of an eyeliner tattoo? It is a medical treatment that permanently enhances your eyes, so you don’t have to feel frustrated every day when doing your daily makeup. It puts a perfectly created wing on your lash line.

If you want extra for your self-care pamper day, you can also have a lash line treatment which mainly gives you thicker and fuller lashes. You don’t have to constantly put castor oil on your lashes anymore and wait a long time before they grow. It is an alternative treatment for tattoos to make your eyes fuller and more alive.

How is an eyeliner tattoo done?

The medical professionals will allow you to choose your preferred size, shape, and color of your eyeliner tattoo. They use facial morphology to design and draw the liner’s shape and ensure that it suits your facial features perfectly.

But you need to make sure that you choose the best clinic that would cater to your needs first before getting too excited. The best treatments must utilize a gentle and accurate micro pigmentation device. They must also provide high-grade anesthetics for less pain during the procedure.

Once you get the hang of it, there’s no need to worry about the whole procedure because the medical professionals would certainly know the right steps and techniques.

Choosing your color

The most common colors available for eyeliner tattoos are black and brown or the combination of the two. It is up to you which color you prefer. Either way, both colors look elegant and classy when worn.

What to do before your appointment

Now that you know how the procedure is done, it is essential that you do certain things first before showing up at the clinic. You have to prepare your eyes and make sure that they are ready for the process.

The first step is to consult your professional technician first. Ensure that you know every bit and detail of the process before fully diving in because once you get your tattoos, there’s no going back. Carefully decide the best style, shape, and color you would feel confident in.

Once you have your appointment set, avoid using eye products like retinol or glycolic acid for at least a week before your treatment first. Skip doing your makeup on your appointment day. Some professionals also recommend not drinking coffee before the procedure as it may cause twitching and tension.

If you’re still asking whether you should get an eyeliner tattoo or not, the answer would still be up to you. But if you’re one of those ladies who wear makeup, especially eyeliners, every day, you might want to consider getting a tattoo

It would save you so much time, energy, and even money from buying high-end eyeliner products that would eventually run out, and you’ll have to buy again.

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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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