In our fast-paced world, productivity and happiness can feel like elusive goals. However, achieving both can be simpler than we think—it often comes down to small but impactful daily habits. Here are five actionable steps you can take to increase both your productivity and happiness. Let’s dive in!
1. Get More Sleep
It sounds basic, but the truth is, many of us aren’t getting enough quality sleep. The benefits of a good night’s rest go far beyond just feeling alert. Sleep plays a crucial role in our ability to process information, manage stress, and make sound decisions. Studies have shown that sleep-deprived individuals are less productive and more likely to make errors at work.
Action Tip: Aim for at least 7–8 hours of sleep per night. To improve sleep quality, establish a wind-down routine, keep your room cool, and avoid screens for at least an hour before bed.
2. Get Consistent Exercise
Physical activity isn’t just about staying fit—it’s about keeping your mind sharp and resilient, too. Regular exercise has been shown to improve mood, boost energy, and increase productivity. When you get moving, your brain releases endorphins, which help you feel happier and more focused.
Action Tip: If the thought of hitting the gym is daunting, start small. A daily 20-minute walk, some stretching, or a short yoga session can make a big difference in how you feel and perform each day.
3. Set Goals
Setting clear, achievable goals gives direction to your day. With a goal in mind, you’re more likely to stay on track and avoid distractions. Not only does achieving goals help you feel accomplished, but it also boosts confidence, which can lead to even more productivity and happiness.
Action Tip: Start by writing down one or two goals each morning. They don’t have to be monumental; even small wins can lead to big feelings of progress and satisfaction. Review your goals at the end of the day to see what you’ve accomplished and celebrate each step forward.
4. Be Mindful (Or Set Time for Meditation)
Mindfulness and meditation help us slow down, focus, and reduce stress—three things that greatly improve productivity. When you’re mindful, you’re more in tune with your thoughts and emotions, which makes it easier to handle stress, stay focused, and avoid burnout.
Action Tip: Start with just five minutes a day. Find a quiet spot, close your eyes, and take slow, deep breaths. You could also try guided meditation apps if that helps you stay focused. Over time, this simple practice can transform your mental clarity and emotional resilience.
5. Create an Intentional Morning Routine
A consistent morning routine can set the tone for a productive and joyful day. When you start your day with intention, you’re less likely to feel rushed or overwhelmed, which gives you a sense of calm and control. A morning routine doesn’t have to be complicated; it’s about choosing habits that set you up for success.
Action Tip: Your morning routine might include something as simple as a few minutes of stretching, writing down a couple of goals for the day, or having a quiet cup of coffee while planning your schedule. Experiment to find what works best for you, and make it a daily ritual.
Improving productivity and happiness isn’t about drastic changes—it’s about small, consistent actions that build up over time. By getting enough sleep, staying active, setting goals, being mindful, and establishing a morning routine, you’re creating a solid foundation for both productivity and happiness. So, take one step today, and keep building from there. You might be surprised by how quickly you notice the difference!
What do you do when it’s been a long week, and the energy seems low? You pump yourselves up by doing a brand new Thirsty Thursday with a Peanut Butter Pick Me Up! On Thirsty Thursday, we try a mystery drink from a very cool piece of branded drinkware. We have no idea what is coming, so you get a true (and sometimes inappropriate) reaction to what we try! This time we are trying the mystery drink out of the 9 oz Rocks Tumbler from our friends at CPS. Watch the latest episode now!
Why The 9 oz Rocks Tumbler?
While the feedback on the drink each week can have mixed reviews, this quality drinkware piece got thumbs up all around. We loved the size of the tumbler, the decoration capability, and the double-walled construction of the tumbler that will keep your drink cold for hours. This is a perfect year end gift for any one on your list.
If you are interested in finding out more about the 9 oz Rocks Tumbler (or any of the other drinkware we feature) check out our shop here.
As for the drink…we really liked this one! What was it? Watch the full episode to find out!
We hope you enjoyed this episode of Thirsty Thursday as much as we did. Until next time, stay thirsty!
Each Thirsty Thursday, we feature a cool piece of branded drinkware. To learn more… head to our shop here.
Like so many of us, I have been blessed to be surrounded by wise and patient mentors. These folks had faith in me long before I had earned it. And some of my best (and earliest) business lessons came from my parents. They were my OG mentors! So, while there were many more, here are 5 business lessons I learned from my parents.
5 Business Lessons I Learned From My Parents
Lift The Heavy Stuff First
This simple lesson came from my Dad when I was young. I was probably 8 or 9 years old and my parents decided it was time to re-arrange the furniture. My dad asked me to help him and I was excited. I was young and felt like it was my chance to prove what “a big boy” I was. My dad went straight to the big couch in the room. He said “Always lift the heavy stuff first. After that, everything else will seem lighter.” This is great advice for moving furniture. And it turns out it is true in almost every area of our lives!
Control Your Responses
There are so many things that come at us on a daily basis…and much of it is out of our control. We just can’t control everything that happens to us or around us. We can, however, control how we respond to it. And in that space between the action and the reaction lies our power. The people I find to be most successful (and most thoughtful) seem to be the ones who can control their emotions and gain power over the space between the action and their own reaction.
What Do You Win By Winning?
When I was a very young salesperson I had a client that made a mistake on their own order. It was their fault. And I did not want to be responsible or take the blame for their mistake. But my mom pointed out that, while the mistake was their fault, I needed to maintain the relationship…and that was more important than being right. So I need to ask myself “What do I win by winning this argument?” Most of the time, the answer is “a broken relationship.”
When In Doubt, See the People
Yes…technology is great. We have the ability to reach out to clients via text, email, Snapchat, messenger, etc. There are so many ways to connect with customers and prospects. And yet, most of us feel less connected to each other. An old adage that I find to not only still be true, but more true, is we need to get in front of people. That is how real relationships are formed. Most communication is non-verbal. Now I will say that zoom (and those other video platforms) are great. They bridge some of that gap. But I find that the best meetings I have are still in person. When in doubt, see the people.
Be The Bright Spot
And when you are out and about working to “see the people,” make sure you bring some joy with you. Most of what we see in the world today is negative. Studies will tell you that 89% of what we see is a negative message. And with this year being an election year, I think that is probably low. So if you want to stand out in this crowded space, be the bright spot in people’s day. Push out positivity and joy. Make people smile. Give kindness. It’s free. This is a simple piece of advice that I find I am never upset that I follow.
So there you have it! Those are 5 Business Lessons I learned from my parents. I hope they provided you with some value as well. As always, we want to provide you with value. So if you want to create marketing campaigns (and appreciation gifts) that hit the TARGET, check out our TARGET marketing playbook here.
At a recent SHRM event in Ohio, we had the opportunity to talk with HR professionals and leaders from all around the region. While I always enjoyed these conversations, one interaction stuck in my mind. The HR leader was one that wanted to do more to show appreciation to her team. However, the owner of the company generally did not want to spend any money.
“How can I convince my owner that we NEED to spend more money on appreciation and recognition?”
In other words, let’s make the business case for appreciation in business.
The Business Case For Appreciation
Employee retention is particularly important in the manufacturing industry, especially for frontline positions, because it helps with business costs in several ways:
Reduced Hiring and Onboarding Costs
High turnover means the organization needs to repeatedly spend on recruiting, interviewing, and hiring new staff. For frontline manufacturing roles, the costs include advertising, recruitment fees, and staff time dedicated to the hiring process. Retaining employees lowers these direct costs.
Lower Training and Development Expenses
In manufacturing, onboarding and training for frontline roles can be intensive. If employees leave before the 18-month mark, the business must reinvest in training new hires. Keeping employees in place reduces the need for frequent training sessions and allows resources to be focused on more strategic skill development.
Increased Productivity and Efficiency
Employees in frontline roles become more efficient over time as they gain experience and familiarity with processes. Retaining workers beyond the 18-month period means they can operate at higher productivity levels, make fewer errors, and contribute more effectively to meeting production goals. Replacing these experienced employees can cause temporary slowdowns and a dip in productivity.
Productivity improvements come from employees gaining experience and efficiency over time. Let’s examine the potential productivity gains and cost savings:
A. Increased Efficiency
Retained employees typically get better at their jobs over time, producing more units per hour compared to new hires.
Formula: Productivity Gain=(Experienced Worker Output−New Worker Output)×Work Hours per Day\text{Productivity Gain} = (\text{Experienced Worker Output} – \text{New Worker Output}) \times \text{Work Hours per Day}Productivity Gain=(Experienced Worker Output−New Worker Output)×Work Hours per Day
If an experienced worker produces 12 units per hour compared to a new hire’s 9 units per hour, over an 8-hour shift, the experienced worker produces 24 more units per day.
B. Revenue Impact
Formula: Increased Revenue=Productivity Gain×Price Per Unit\text{Increased Revenue} = \text{Productivity Gain} \times \text{Price Per Unit}Increased Revenue=Productivity Gain×Price Per Unit
With a $50 price per unit, this productivity improvement translates to an additional $1,200 in revenue per day from each retained worker.
C. Cost of Errors and Waste
New hires may make more errors, leading to rework or wasted materials. Retained, experienced workers make fewer mistakes.
Formula: Cost Savings from Fewer Errors=(Error Rate for New Hires−Error Rate for Experienced Workers)×Cost of Rework or Waste\text{Cost Savings from Fewer Errors} = (\text{Error Rate for New Hires} – \text{Error Rate for Experienced Workers}) \times \text{Cost of Rework or Waste}Cost Savings from Fewer Errors=(Error Rate for New Hires−Error Rate for Experienced Workers)×Cost of Rework or Waste
If new hires have a 5% error rate, but experienced employees have only a 2% error rate, and the average rework costs $100 per unit, retaining employees saves significant money over time.
How Retention Helps:
By keeping employees past the 18-month mark, their productivity increases, they make fewer errors, and overall output improves—driving higher revenues and lowering costs from mistakes or inefficiencies.
Improved Morale and Team Cohesion
Frequent turnover disrupts team dynamics and can lower the morale of remaining staff, making them less engaged and increasing the risk of further turnover. Stable teams work more efficiently and are more motivated, reducing absenteeism and avoiding the indirect costs of low engagement.
Opportunity for Internal Advancement
Since your frontline roles have a clear pathway for advancement after 18 months, retaining employees allows you to promote internally, which is often less costly than hiring external talent for more senior roles. This internal movement creates a culture of growth and motivates new hires to stay longer.
Reduced Risk of Downtime
Manufacturing lines depend heavily on consistent staffing. High turnover can lead to skill gaps, which increase the risk of costly downtime or quality issues. Retaining employees ensures that production lines continue running smoothly.
When employees leave, you may face temporary gaps in staffing, leading to production slowdowns or complete stoppages. Here’s a step-by-step way to estimate the costs associated with turnover and downtime:
A. Lost Production Output
Formula: Lost Output=Daily Production Output (Units)×Days of Downtime\text{Lost Output} = \text{Daily Production Output (Units)} \times \text{Days of Downtime}Lost Output=Daily Production Output (Units)×Days of Downtime
For example, if a manufacturing line produces 500 units per day and turnover leads to 2 days of downtime, the lost production would be 1,000 units.
B. Revenue Impact
Formula: Lost Revenue=Lost Output×Price Per Unit\text{Lost Revenue} = \text{Lost Output} \times \text{Price Per Unit}Lost Revenue=Lost Output×Price Per Unit
If each unit generates $50 in revenue, losing 1,000 units would result in $50,000 of lost revenue.
C. Downtime Costs
Downtime costs include both the opportunity cost of lost production and the fixed operational costs (e.g., utilities, and equipment leases) that continue even if the line isn’t producing.
Formula: Downtime Costs=(Fixed Daily Operating Costs+Lost Revenue)×Number of Downtime Days\text{Downtime Costs} = \left( \text{Fixed Daily Operating Costs} + \text{Lost Revenue} \right) \times \text{Number of Downtime Days}Downtime Costs=(Fixed Daily Operating Costs+Lost Revenue)×Number of Downtime Days
For instance, if daily operating costs are $10,000, and you have 2 days of downtime, total downtime costs could exceed $70,000 ($50,000 in lost revenue + $20,000 in operating costs).
By retaining trained employees, you reduce the risk of understaffing and avoid these costly interruptions. So there you have it! This is the business case for showing your team appreciation. Not only will it make your organization a better place to work, it will save/make you money in the process!
Want to improve your hiring and retention? Check out our HR Hiring Playbook! Get that here for FREE.
It’s time for Thirsty Thursday…and this time there is a little bit of fire! On Thirsty Thursday, we try a mystery drink from a very cool piece of branded drinkware. We have no idea what is coming, so you get a true (and sometimes inappropriate) reaction to what we try! This time we are trying the mystery drink out of the 16 oz Color Changing Stadium Cups (with straw and lid) from our pals at CPS. Watch the latest episode now!
Why The 16oz Color Changing Stadium Cups with Lid & Straw?
While the feedback on the drink each week can have mixed reviews, this affordable piece of drinkware was FIRE! The Color-Changing cups are always fun. And don’t just think that this is for kids. While the younger generation loves these cups, we think these work great for any outdoor event.
If you are interested in finding out more about the 16 oz Color Changing Stadium Cup (or any of the other drinkware we feature) check out our shop here.
As for the drink…we all gave it “the middle thumb” (whatever that means). Watch the full episode to find out!
We hope you enjoyed this episode of Thirsty Thursday as much as we did. Until next time, stay thirsty!
Each Thirsty Thursday, we feature a cool piece of branded drinkware. To learn more… head to our shop here.
At Hasseman Marketing, we believe that building a great team isn’t just about posting job openings and hoping for the best. Just as marketing plays a critical role in attracting customers, it should also be central to attracting the right talent. If you’re struggling to hire and retain employees, these four creative strategies will help you stand out, find better candidates, and keep your workforce engaged. And if you want to dive into our Hiring Playbook, you can get it here for free now. Watch the video or read more below.
1. Improve Your Company Branding Authentically
Today’s candidates, especially Millennials and Gen Z, care deeply about a company’s culture, values, and purpose. To attract the right people, businesses must develop an authentic brand that resonates with job seekers. This means more than a polished website or social media presence; it’s about living your values internally and showing the world what it’s like to work with you.
Tip:
Use storytelling on platforms like LinkedIn and your career page to showcase your culture. Highlight community involvement, employee stories, or team celebrations to show candidates what makes your company unique.
Authenticity isn’t about being perfect; it’s about being real. When employees experience alignment between the company’s external brand and its internal culture, they become your biggest advocates.
2. Build a Hiring Funnel That Works Like a Sales Funnel
Think about your hiring process the way you’d think about a marketing funnel. Just as you nurture leads through the sales funnel, you need to engage and guide candidates through the hiring funnel—from the moment they first see your job posting to their onboarding experience.
Your hiring funnel could look like this:
Awareness: Job postings and ads introduce candidates to your company.
Interest: Use employee testimonials, videos, and blog posts to spark curiosity.
Consideration: Create opportunities for candidates to learn more (virtual tours, Q&A sessions).
Application: Simplify the process to reduce drop-off.
Onboarding: Treat onboarding as a key part of your retention strategy by offering a great first impression.
Just like in sales, each step in the funnel must be smooth and engaging to reduce friction. A clunky or complicated hiring process will cause talented candidates to drop out.
3. Engage Your Team to Tell Your Company Story (With Branded Merch!)
The best marketers for your company are your current employees. Empower them to share their experiences and love for your business. A great way to get them involved is by offering branded merchandise they’ll be proud to wear and share.
When employees wear your branded apparel or post photos with company swag on social media, they become ambassadors for your business. This organic promotion builds trust with candidates who view your employees’ stories as more genuine than formal marketing efforts.
Ideas for Engaging Employees with Branded Merch:
Offer exclusive branded items as rewards for employee referrals.
Host events or contests that encourage employees to share photos of their work experiences on social media.
Provide onboarding kits with high-quality branded gear to new hires, so they feel part of the team from day one.
Not only does this create excitement, but it also strengthens team morale and attracts candidates who resonate with your culture.
4. Train and Elevate Your Team
Retention isn’t just about finding the right people—it’s about keeping them engaged and helping them grow. Employees who see opportunities for learning and advancement are more likely to stay and thrive in their roles.
Create development programs that focus on both professional and personal growth. Consider leadership training, skill-building workshops, and mentoring programs to support career development. It’s important that employees see a clear path for advancement.
Pro Tip:
Invest in regular feedback loops to help employees feel heard. Performance reviews should go beyond metrics to include discussions about career goals, challenges, and growth opportunities.
When employees know that your company values their development, they become more engaged, productive, and loyal.
Conclusion
Improving hiring and retention isn’t just an HR responsibility—it’s a strategic initiative that requires intentional branding, employee engagement, and thoughtful processes. At Hasseman Marketing, we know that marketing principles don’t just attract customers—they attract great talent too.
By authentically building your brand, creating a sales-like hiring funnel, engaging your employees to tell your story (with branded merch!), and investing in team development, you’ll be well-positioned to create a thriving workforce. These strategies will not only help you attract the right candidates but will also inspire them to stay and grow with your company.
After all, the best businesses don’t just hire employees—they build lasting teams.
