New Tech

21 Nov 8 Useful Tips for Implementing New Tech in Your Office

8 Useful Tips for Implementing New Tech in Your Office


8 Useful Tips for Implementing New Tech in Your Office – Workplace productivity has increased by 84% over the past 40 years because of advancements in digital tech. Of course, the increased level of panic when a new tech is announced is probably a direct correlation to that advancement. If there are one thing leaders can all agree on, it’s that introducing new processes or new tech is one of the most stressful and controversial parts of the job. While the products are eventually adopted, productivity and performance can suffer. These 8 tips will help employees afraid of change stay on track while you introduce new, time-saving tech.

  1. Be Realistic

The number one rule for all introductions to your organization, whether they are employees or processes, is to be realistic. Understand how your employees currently work and what seems to be the cause for frustration, then be very dedicated to either easing those frustrations or explaining why a change, no matter how difficult, is necessary. Often, people are opposed to changes that will affect their daily schedules, so coaching and support are absolutely necessary for every step made from this point on.

Rule of thumb: However long you think the transition will take; add a month to the tail end.

  1. Do Your Research

Before settling on a product, there should be a great deal of researching, demoing, budget conversing, etc. This is probably the biggest no-brainer, but there are essential research steps many overzealous and time strained organizations forget when looking for new tools and it’s during the implementation that people regret the oversights. To avoid this, record all research. When looking for a new tool, you’re often considering multiple choices which create the chance of confusing features of multiple platforms. Cut the noise by gathering as much information as possible and making notes in an organized place.

Record all your research to help your decision-making, like this: Pro Tip: Create a centralized location using DropBox, Google Drive or Evernote to allow everyone to contribute pricing sheets, recorded webinars, buyers’ guides and more so all the info is easy to access.

  1. Choose a Point of Contact

Decide on a key person or people to act as a resource during the implementation of a chosen product. If these individuals cannot be a part of the selection process, the recorded research and information you gather in the demo stages will be great briefing material. Have these key contacts be a part of the on-boarding process and train with the product’s team. If webinars or other learning classes are an option, ensure the implementation team can be present. This small team of core internal experts will be your employees’ solid resources to inquire from or troubleshoot with.

Choose the right person: Select someone organized (you know the person who LOVES making spreadsheets to collate information and create an email address that forwards to all the relevant team members so no one is dropped off the thread!

  1. Create Curriculum

With all the research and training time, it’s easy to feel overwhelmed with information. This can be especially true when a product is consolidating numerous processes and departmental work. Instead of having all employees learn all parts, create curriculum with the core implementation team and separate the information out among the various departments. Of course, encourage questions or further exploration as long as goals and deadlines are met.

How are you implementing new technology in your organization? Give this a shot – Save time: Try having one person on a different webinar, demo or learning session and then inviting them to teach their colleagues. Not only will they learn their particular tool or skill better, but you’ll also have an SME in each area.

  1. Embrace Screencasting

You employ various learners, no matter the organization’s size. There are various opinions, but a simple approach is there are 4 different learners: visual, auditory, reading/writing, kinesthetic. As titles suggest, some people retain information better when they see it in action, others when they hear it presented, others need the chance to write out the process while some need to perform a project for themselves. A screencast presentation calls for one person to record themselves completing a task, their approach to the completion then share it with the team. The information is always available and provides a visual representation with voiced, step-by-step guidance, great for all 4 learners to adapt.

Use this training and learning process that works great for all 4 types of learners – Build a library of guidance: Find a free tool like Screen-Cast-o-Matic or Jing and have each person record 5 minutes around the new proccess or challenge them to find the best process hack!

  1. Communicate Transparently

Everyone, from the core implementation team to employee should know exactly why a product was selected, what features swayed the purchasing decision, what features will not be included, who will be affected, how they will be affected and who can be contacted for help. Even small details may eventually become bigger ordeals later, especially if your organization is one that encourages internal growth.

Encourage FAQs: Just kidding. Questions are asked less frequently when you answer all of them in an open thread, forum or wiki.

  1. Compare to Established Tools

For particularly confusing features or processes, call on your team’s tech prowess or experience. Is there a current tool or social network with a similar interface? Making those comparisons allows team members to better grasp more foreign concepts and might help facilitate questions before they jump into the platform.

Introduce particularly confusing new tech to your teams like this – Try the movie pitch tactic: “It’s exactly like Jaws plus Twister.” Sharknado! You can use this when describing your new process or tool to your team. “It’s just like Excel but web-based and searchable from all vantage points.”

  1. Set Incremental Goals

If you want to progress in anything, set goals. Goal alignment helps employees stay on track and is a key driver in growth. Depending on the tool or department needs, goals may be numerically based or focused more on growth. Before setting those goals, allow employees to work within the tool for a week or two so they can familiarize themselves with dashboards, user interface, and features. Create baseline expectations from that discovery period.

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Employee Health

19 Nov 9 Ways Employees Can Stay Healthy at Work

9 Ways Employees Can Stay Healthy at Work

9 Ways Employees Can Stay Healthy at Work – It is said that health is wealth. The adage is true to a great extent. Without good health, we wouldn’t be able to do anything. Taking care of work, chores and kids would become impossible if we struggled with health conditions all of the time.

One of the most common excuses people cite for not being in good shape relates to not having the time or the energy to do what it takes to be healthy. This is particularly true of working professionals. Here are nine things employees can do regularly to ensure they stay healthy.

  1. Eat sensibly.

Most office goers complain that they find it difficult to eat healthily and sensibly and hold their waning willpower responsible for it. While it is true that we imperatively munch on junk food or sample calorific treats brought to the office by colleagues, it is important to exercise self-control. Moderation is key. You do not need to completely forget about junk food; just limit its consumption.

Furthermore, pay attention to what you eat for your main meals. Eat a good, filling breakfast in the morning. Lunch on salads and fruits, and avoid unhealthy, greasy food. As much as possible, avoid eating lunch at your office desk. Leaving the office for a while will prevent you from overeating and provide you with a short break. Stay away from indulging in afternoon snacks, such as chips and chocolates, as that will spell trouble. Also, maintain a healthy eating schedule in the evenings.

Snack on healthy alternatives, such as fruits, nuts, granola bars or healthy smoothies, which will keep you feeling satisfied without giving you the sluggish feeling that you get from eating junk food.

  1. Drink plenty of water.

Being immersed in work means losing track of how much water you’re drinking in a day. However, it’s crucial that you drink enough to stay hydrated and active.

Dehydration can cause ill effects, such as drowsiness and sluggishness. It is always a good idea for an adult to drink between six and eight glasses of water every day. Depending on your level of physical activity and the climate in your region, you may need to consume more. Eating fresh, juicy fruits is a great way to beat dehydration and hunger pangs.

  1. Restrict your caffeine intake.

Many office dwellers may find it absolutely impossible to get through their day without consuming caffeinated beverages.

This is okay as long as you practice moderation. Try to curb your caffeine consumption to one cup of coffee every morning to prevent a caffeine crash later in the day. Also, you can omit the use of sugar and cream in your coffee, and cut those calories.

  1. Maintain good posture.

Maintaining good posture all day requires conscious effort. Most employees, who use computers, stare into their screen for hours and slowly get drawn into it. This means they stretch their neck forward, which puts pressure on the neck and the spine. This can be avoided with the help of certain desk exercises. The most popular one entails chin retractions – or making a fake double chin — to support the neck and upper back.

  1. Take frequent breaks.

We always want to finish our work so we can get out of the office on time. However, this does not mean that you should sit at your workstation for hours at a stretch and not allow yourself a break. You may think that taking a break will waste your time, but taking a break can actually be productive.

Not taking a break from work can make you mentally lethargic, and reduce your creativity. Make it a point to get away from your desk every now and again for a few minutes. The idea is to take a break; rejuvenate, and be more productive.

  1. Keep your workstation clean.

It is extremely important to keep your workstation clean and orderly. Tidy it up five minutes before leaving for the day so that you return to a neat workspace the next morning. Keep sanitizing wipes handy, and use them to wipe the surface of your desk often.

  1. Be hygienic.

Being hygienic goes a long way in keeping you healthy. You can take the necessary steps at work too. Keep a bottle of hand sanitizer at your desk. When at work, it may not always be possible to step away from your desk every time you want to wash your hands. But with your hand sanitizer close, you can deal with situations that involve you coughing or sneezing, and stay healthy and germ-free.

  1. Avoid mingling with sick employees.

This one is common sense but nonetheless important. Avoid close contact with employees, who may be sick or show symptoms of communicable disease. Wash your hands if you’ve been around their workstation. Also, let office management know about the sick employee if they aren’t already aware. If you’re sick, it’s best to stay home and recuperate so that you do not end up spreading the infection to others.

  1. Learn to manage stress.

Most of us lead hectic lives that can get to us from time to time. Juggling several roles and responsibilities on a daily basis can leave us exhausted, which is normal. After all, we’re only human. However, we can make it easier on ourselves by learning to manage stress. One great way to beat stress? Do enjoyable things. This can include spending time with family or friends, watching movies, reading books and going to the gym or the spa. The idea is to relax your mind by taking care of yourself and achieving a healthy balance.

Staying in good shape requires effort. Good health and fitness can’t be achieved overnight, which is why it is important to incorporate certain habits into your daily routine. This will need long-term commitment and discipline, but there will be a lot of benefits to earning in terms of mental and physical wellbeing. Include the above tips in your day-to-day routine to stay fit and fine.

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PHED NOW ON TAMS – The Port Harcourt Electricity Distribution Company (PHED), a private electric distributor that provides power for a total of 14 million people in 4 states of Nigeria including Rivers, Bayelsa, Cross River and Akwa Ibom is now on TAMS.

PHED first operated as a government-owned enterprise before being privatized in 2013. Presently, it is owned by 4 Power Consortium Ltd. The headquarters are located at 1 Moscow Road in Old GRA, Rivers State. With a vision to make Port Harcourt Electricity Distribution Company the most efficient and sustainable utility company in Nigeria committed to improving the quality of electricity delivery to the 14 million people in 4 states, the Port Harcourt Electricity Distribution Company recently deployed the TAMS brand of workplace technologies, for them to better accomplish this feat.

The Port Harcourt Electricity Distribution Company (PHED) now joins over 1,000 TAMS clients across Nigeria and West Africa. TAMS is renowned for its affordability and ease of use – attributes such as these have made it a workplace solution of choice for small, medium and large organizations.

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13 Nov 6 Basic Tech Tips You Should Train Your Employees

6 Basic Tech Tips You Should Train Your Employees       

6 Basic Tech Tips You Should Train Your Employees – It doesn’t matter. You can still train your staff to use your IT systems without a so-called “expert.” Here are six basic things you can pass onto your employees that will make them more tech-savvy in your workplace. They’ll soon call you a computer guru!

  1. Restart a computer by using the keyboard

Want to improve employee training? This one’s really straightforward. Pressing and holding down the “Ctrl,” “Alt” and “Delete” keys on a keyboard for a few seconds will restart a computer. If software suddenly malfunctions, this quick tip will let your staff reboot your computers and start fresh.

  1. Send emails from a mobile device

Staff can send emails from their smartphone or tablets in or out of the office — all they need is an internet connection. Depending on the make and model of their phone, employees can download email apps from the App or Google Play stores, sign up for a new account (or enter their login details) and send messages to clients and colleagues. Yes, it’s that simple! Share this tip in your employee training.

  1. Use Office 365

Office 365 is Microsoft’s suite of business productivity tools, which includes Office, OneNote and SharePoint. It’s an essential app for your small business — companies save about 30 minutes of lost productivity per user, per day, according to research. Your staff can use Office 365 on a desktop, laptop or mobile device to create presentations, write documents and share resources.

  1. Improve employee training by teaching staff to use a VoIP phone

VoIP phones allow your employees to interact over the internet. It functions just a regular phone, but it works out significantly cheaper and facilitates communication. Using one of these devices is simple. Your staff can make and transfer calls just like they would with a normal handset. A screen on the device lets employees check call histories and directories.

  1. Take a screenshot on a desktop or laptop

Your staff might need to take a screenshot when working on a desktop or laptop. They just need to hit the “Print Screen” key on a keyboard, open up an editing program like Microsoft Paint and click “Paste.” You can teach them this simple hack during employee training.

  1. Add a bookmark

Internet bookmarks let your employees save their favorite websites so they can access them at a later date. On Google Chrome, users can click the Star icon in the address bar at the top of the screen. They can then access their bookmarks from the “Settings” menu. Over on Internet Explorer, users should head over the website they want to save, click “Favorites” in the top menu bar and then click on “Add to Favorites.”

These six simple tips will help your staff become more tech-smart in the office. While some of them might seem obvious, it’s still worth sharing this information with your staff in your employee training program.

Research shows that 36% of 18-34-year-olds and 25% of those over 55 find workplace technology stressful. If a little bit of tech know-how brings those stress levels down, we’re all for it.

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hr challenges and solutions

06 Nov Top HR Challenges and Solutions For Organisations

Top HR Challenges and Solutions

HR challenges in today’s fluctuating global economies affect every aspect of business, and this includes meeting strategic organisational business imperatives that HR departments never faced in past decades. The following top HR challenges – while seemingly complex – actually have relatively simple solutions for companies with the right HR software and organisational cultures that emphasize leadership, engagement, diversity and flexibility:


1. Retaining Top Talent

Most companies view recruitment as the most important of their HR challenges, but retaining the talented people whom you already have certainly ranks higher than organic recruiting. Employee retention not only reduces the need to find new talent but also provides the raw materials for promoting people in-house to leadership positions.

Solution: Focusing on retention can strengthen staff loyalty over longer periods of employment and reduce recruiting, training, orientation and operating costs. Employee retention strategies include fostering an appealing company culture, engaging employees in two-way communications, offering incentives and recognition and showing respect for workers at all levels of the company’s operations. For example, many restaurants reserve their highest honours for popular front-of-the-house servers and acclaimed chefs, but no restaurant can operate without dishwashers and pot scrubbers in back-of-the-house operations. It’s important to provide motivational recognition throughout your organisation and not just to employees with the highest job profiles.


2. Attracting Top Talent

Attracting talent is certainly one of the most visible of HR challenges, and today’s mobile, digital culture often fails to generate the kind of corporate loyalty that helped companies retain staff in past generations. Millennials are especially susceptible to job turnover – often for reasons that don’t involve money – reasons like company culture, and business reputation.

Solution: By using effective & appropriate HR software and HR tools, companies can create attractive online presences that showcase each company’s culture, accomplishments and core values. HR departments can contribute by helping to develop strategic recruitment plans that take into account business goals and competitive recruiting efforts. Fostering high levels of employee engagement is the single strongest solution to many HR challenges including recruitment efforts. Those who are responsible for hiring can share information with targeted recruits even before they’re ready to change jobs. This includes publicising professional development opportunities, company-sponsored events and peer-to-peer sharing. Fostering a culture of diversity, transparency, support of social causes and inclusive hiring practices is an effective way to attract top talent.

3. Building Leaders From Within The Company

Top HR challenges include attracting and retaining top talent, and the easiest way to do this is to develop leaders from within the company. Leadership has been globally identified as one of HR departments’ most critical strategic initiatives, and company managers, senior executives and HR managers are in prime positions to instill leadership characteristics in existing workers.

Solution: Building teams create opportunities for workers to step up and take ownership of new ideas. Managers can build leadership values by demonstrating them, supporting them and encouraging team members to develop those leadership qualities through practical exercises. Senior executives can support the process by funding administrative support services, and HR departments largely administer these initiatives, which include training programs, cross-training, educational opportunities, certification programs and chances to lead special projects.


4. Creating A Healthy, Value-Driven Company Culture

Company culture takes an increasingly important role in every aspect of the business. Today’s competitive recruiting often focuses more on company culture than on salaries and benefits because millennials consider culture as a prime influence when changing jobs. One particularly powerful example of this trend is Google’s corporate operations, which dominate the search industry. The company fosters a unique culture where staff members enjoy benefits such as free meals, dog-friendly offices, on-site gyms and employee trips and parties.

Solution:  You don’t have to offer trips to outer space to build a value-driven culture. The process begins by fostering two-way communication and developing ways to engage employees. Depending on your industry, engagement might mean supporting community-based charities, political change or work diversity. Ask your employees about their outside interests, and develop company-sponsored programs to support them or allow workers to pursue these activities on company time. If you want to build a team-oriented culture, empower managers and teams with real-world incentives, recognition and power to influence and change company policies


5. Fostering Diversity

Fostering diversity should involve more than setting quotas for new hires. The process will seem hollow unless your HR department takes ownership of cultural diversity.

Solution: Apply strategic advertising and marketing, internal and external communications that highlight different cultural practices and efforts to target communities with campaigns designed to attract diverse candidates. Of course, you need to make sure that you’re not violating any local employment laws with unlawful trigger words, but your HR department should look beyond compliance to foster an inclusive workforce to meet diversity HR challenges. Encouraging empathy and curiosity about others is a strong way to foster diversity. Companies can publicise cultural differences by posting alternative lifestyle information, identifying new talent pools, networking with alternative enterprises and providing key training and learning programs that can bring those without certain skills up to standard proficiency levels


6. Managing Change

Change management might seem to align more closely with project management than HR, but HR departments and managers now provide many of the support services for managing change in agile businesses. HR challenges in regard to change management include providing the structure for change, administering changes in company policies and explaining the changes to skeptical managers and rank-and-file workers. HR departments are ideally situated to manage operational changes because they often field experts in organisational and personal behaviours.

Solution:  HR departments can ease the impact of changes by identifying formal and informal company leaders who can act as catalysts for change. These human resources are often leaders – but not always – who can influence and motivate other workers. Best practices for managing change include the following steps:

  • Address ‘human’ concerns quickly and systematically.
  • Explain why change is needed and what the benefits are.
  • Enlist the identified agents of change to support the changes in public pronouncements.
  • Begin at the top of the command chain, and work down to every affected area of operations.
  • Identify any cultural or diversity concerns that might arise, and manage them proactively.
  • Understand that change is personal, and reassure people about how the changes will affect performance assessments, hours, team assignments, pay and other work concerns.

Fostering a culture that embraces change simplifies the process of change management, which is a useful and worthwhile characteristic of today’s rapidly evolving and agile business operations. Encourage workers to adopt the attitude that change is essential for job security and market agility


7. Measuring HR Effectiveness

Measuring HR effectiveness might seem straightforward, so it’s not obvious that it ranks among the greatest HR challenges. However, it’s astonishing how many companies don’t measure their results objectively, and even fewer measure their results based on how HR policies affect people. CIPD research shows identifiable links between HR policies and people management.

Solution: Your HR software can often automate data collection for objective results, but measuring effectiveness involves a two-pronged approach that includes incorporating more subjective assessments into decision-making such as considering employee potential, identifying candidates for training and advancement and planning succession management strategy. When assessing HR challenges and potential solutions, it’s critical to consider whether existing workers have the necessary abilities, motivation to perform and opportunities to develop essential skills. It’s also critical to assess whether HR policies align with the company’s long-term business goals. That’s why measurement must include both objective facts and subjective assessments from managers, team leaders and senior executives


8. Encouraging Effective Learning

Effective learning increases employee skills, makes workers more versatile, fosters staff loyalty and provides transparent opportunities to earn skill-based promotions and salary increases. Performance management assessments should focus on recommending opportunities for skills training, earning industry certifications, participating in mentoring and coaching sessions and accessing educational opportunities.

Solution: Learning and development activities should be monitored and measured to determine the objective benefits of the programs, and some HR department effort should focus on subjective accomplishments that can be attributed to effective learning. HR departments should use these results to push for additional learning programs to foster stronger employee engagement.

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LFTZ Lekki Now on TAMS – The Lagos Free Trade Zone is the first private owned free trade zone in Nigeria. Spread over 805 hectares of land, the zone will have several industrial zones and offer access to an enormous consumer market across West Africa.

In a visionary effort to transform the Lekki area of Lagos state into a world-class economic hub, LFTZ Lekki recently deployed the TAMS brand of workplace technologies at their Victoria Island office in Lagos to improve workforce productivity and great customer experience.

LFTZ Lekki now joins over 1,000 TAMS clients across Nigeria and West Africa. TAMS is renowned for its affordability and ease of use – attributes such as these have made it a workplace solution of choice for small, medium and large organizations.

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Most companies run an appraisal system of one sort or another. Appraisals assess employee performance against set objectives and guide employees on their future development. When appraisal systems are managed well, the employee continually progress and achieve more. In this way, employee appraisal systems can make a significant contribution to the overall success of a business – Check TAMS Appraisal System

Types of Employee Appraisal System

There are varieties of employee appraisal systems. The best known is the annual review. It is a yearly review where manager and employee sit down and assess how well the employee has performed. Some systems rate employee according to various criteria using a scoring system. Other appraisals will consist of a narrative that describes the employee’s strengths and weaknesses and assesses their achievements (and shortcomings) against the objectives that were set in the previous review. Some systems combine both ranking and narrative methods.

1. 360 Degree Review

Appraisal also comes in other forms, like the 360 degree review which aims to collect feedback from all employee’s interactions and deliverables, so their managers, colleagues, subordinates and even customers can appraise them. This method is not dependant on just one person’s view of the employee and the extra feedback obtained about the employee gives a more balanced view of them in their day-to-day role.

2. Self-Evaluation Review Method

The self-evaluation method of review can be useful as an input in the appraisal process. Asking an employee to honestly appraise themselves can be enlightening for both the employee and the manager.

3. Key Performance Index Review Methods

This is one of the best appraisal systems. Using objectives and KPIs, both manager and employee can set and agree on goals and timelines that need to be met. Agreed and well-defined aims and goals provide an easy way of measuring success or failure. This can take the forms of Project Evaluation Reviews or Sales Performance Appraisal.


Why You should have an appraisal system as an HR

The biggest benefit of an appraisal system is that it gives feedback on how to improve a worker’s subsequent performance. It details how an employee can develop and add more value to the organisation. Appraisals give direction to the workforce based on the needs and wants of the customers of the organisation. In this way, employees are encouraged to be more customer-centric. And giving your customers what they want – profitably – is at the heart of business success.

Appraisal systems are also designed to identify the training needs of individuals. When aggregated, this gives HR a view of the training needs within the organisation as a whole, identifying skills gaps and possible training opportunities.

Some companies use appraisal systems to determine pay increases and promotion. Based on performance according to a graded scale, pay increases can be awarded, with those scoring the highest receiving the largest pay increases.

Appraisals systems form a sound basis for HR decision-making. If an employee is under-performing to the extent that disciplinary processes need to be initiated, then performance reviews can measure and identify whether improvements have been made. Where they haven’t, the review can help inform the next stage of the HR disciplinary process.

The TAMS Appraisal System

TAMS Performance appraisal systems solve the review process problem — normally a formidable and cumbersome task—by making it both efficient and effective for managers and employees. HR often gets bogged down with the process, and managers are often untrained in delivering effective reviews that actually impact workforce performance and help grow the business

TAMS Effective goal alignment and performance management lets you establish a true pay-for-performance culture at your company by providing the foundation for closely linking reward systems with individual and team performance, thereby allowing you to hold on to your high performing employees.

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23 Oct School Safety Tips You Need To Know

School Safety Tips You Need To Know

As teachers start to memorize names and students remember what classroom homeroom is in, one thing that must also be remembered is school safety. Educators, administrators and other faculty members who work in schools not only teach students about the world but have to protect them from some of its most unpredictable situations as well. As you head back to school this fall, don’t forget these 8 school safety tips to make your students’ learning environments as safe as possible.

  1. Implement an ID Badge Policy

Positive identification badges for administrators, staff, visitors and even students can help foster not only a safer environment but a friendlier environment as well. The first thing you can do to improve school safety is to ensure ID badges are easily-identifiable. It is also important to implement a protocol for how to handle unidentified individuals within the school.

  1. Set Clear Rules & Limits for Students on Violence

Ensure your students know from day one what constitutes unacceptable behavior in regards to violence. Outline that pushing, shoving and even threats count as violence and will be dealt with according to your school’s rules. School-wide assemblies once per marking period are also a good way to keep rules and limits clear for students.

  1. Bully-Proof Your Classroom

#BackToSchoolTips bully-proof your classroom CLICK TO TWEET

In recent years, focus has shifted from physical violence to verbal violence and bullying. Bullying is a crisis affecting schools throughout the U.S. and it is important as educators to say “no” to bullying from day one. Take a proactive approach against bullying by engaging students in team-building activities, responding instantly to hurtful behavior and involving principals and parents when appropriate.

  1. Keep Your Classroom Organized

Another way to improve school safety is to keep your classroom, hallways and other school areas organized and free of hazards. Check that classroom tools and objects are easily accessible for students and not on top of high cabinets or shelves. That way, you eliminate any chance of a student falling while trying to reach an object.

  1. Raise Fire Safety Awareness

While fire drills can seem repetitive at times, practicing them seriously can be the difference between safety and danger in the event of a fire emergency. Besides running fire drills in accordance with your state’s requirements, include fire safety awareness refreshers every month or so in the classroom. Go over the escape route(s), extinguisher locations and fire safety tips like staying low when there is smoke.

  1. Plan for Severe Weather

#BackToSchoolTips Plan for severe weather CLICK TO TWEET

Tornadoes, hurricanes, snowstorms and floods affect schools every year so it’s important for all schools to be prepared. Keep an eye on the latest weather developments or utilize a team of meteorologists to help make weather-related decisions. Don’t forget to protect your students and student-athletes from deadly lightning strikes with a lightning alerting system.

  1. Develop Resources for Depressed or Stressed Students

Many instances of violence in schools involve students who previously have shown signs of depression or other stress. Make counseling services readily available for students and know when a student should be referred for emotional and/or mental help. The U.S. Department of Health Services has an extensive resource center for educators regarding student mental health.

  1. Maintain Locks on Doors and Windows

In the unfortunate event of a school emergency requiring a lockdown, properly working locks are of the utmost importance. Regularly check classroom locks and report any faulty equipment to school maintenance crews for immediate repair.

While these tips are great for improvements, they certainly do not cover every area of school safety. Therefore, if you have any other school safety tips to share with fellow educators, please include them in the comment section below!

If you’re ready to up both weather safety and learning at your school this year, you should really give WeatherSTEM a try. Want to see STEM education in action? Get more information on WeatherSTEM today and see how easy it is to integrate meteorology into your curriculum.

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Alaba Lawson on TAMS




Alaba Lawson Group of Schools, a Private co-educational School located along, Kuto, Abeokuta, Ogun State is now on TAMS. Alaba Lawson Group of Schools, an excellent ambient for learning, is a school that ensures outstanding professionalism in teaching to provide excellent and life-long training in both academic and moral education to children from infancy to adulthood.

To groom a truly unique generation, The citadel of learning has set the pace in providing a veritable atmosphere for pupils/students in order to develop their talents and maximize their potentials. But to draw their unique perspective on how they can better serve their community and nation especially with the improvement in technology and ever-increasing demand for quality education, they recently deployed the TAMS brand of workplace technologies, for them to better accomplish this feat.


Alaba Lawson Group of Schools now joins over 1,000 TAMS clients across Nigeria and West Africa. TAMS is renowned for its affordability and ease of use – attributes such as these have made it a workplace solution of choice for small, medium and large organizations.

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TAMS Shift Management



Retail Managers know that effective shift management must be done effectively and efficiently in concert and integrated in real time. As shifts are updated according to employee availability, sharing that information to the people who make decisions about what work is done during each shift ensures that these decisions are practical and that the daily schedule can be optimized to ensure maximum customer responsiveness and productivity – all with minimal disruption to operational activities.

As an independent shift management solution able to integrate with a broad array of enterprise applications, TAMS is used by companies from a wide range of industries including transportation, social services, and public safety. TAMS takes care of the routine shift planning activities, highlighting the areas requiring attention due to lack of resources, requests for shift changes, and peaking demands. Company policies are enforced through pre-configured workflows, ensuring the scalability of the process and, in turn, the organization.


TAMS offers shift management solution to optimally plan and schedule the shifts of any workforce management team. Our solutions compile a 360-degree view of each employee, allowing you to define and schedule shifts whether distinctly to an employee, department, cadre or whichever way you plan on assigning shifts.

Our shift management solution allows for flexibility such that you can change the shift of an employee at different time periods and still retain the set time without conflicts.


Our shift management software is designed to help you optimize staff scheduling by automating even the most complicated tasks. TAMS offers dual shift scheduling system which caters for both day and night which allows you to schedule your shift to span across more than a day.

Our goal is to help your shift management planning succeed and allow you to gain the full value of your software over the complete lifecycle of your solution.


1. Plan, Organize, Manage Shifts
2. Define shift rules based on employee’s cadre and scope of work.
3. Automatically integrated to our time attendance reporting solution to measure punctuality, lateness
4. Create Your Schedule Automatically
5. Integration with our all in one payroll system to automatically handle attendance charges.

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