Building Air Quality January 2019

Clearing the Air Calling in an expert to deal with a bad smell can seem like overkill to someone who’s never dealt with an odor problem before. However, bad odors are a serious threat to indoor air quality and should always be taken seriously. Unpleasant odors can damage productivity, create a hostile work environment, and, depending on the source, be potentially harmful. When faced with an odor complaint, it’s important to identify the source as soon as possible. Here are a few common causes of bad odors in commercial buildings. Something on the Menu We’ve seen our fair share of bad odors caused by a tenant’s breakfast or lunch preferences. From pungent cultural foods to maple-flavored instant oatmeal, reheating meals in the company microwave can result in complaints from individuals who are sensitive to those smells. These kinds of odors are

Finding good employees has always been hard, but in the economic environment of 2019, it can feel downright impossible. At the end of 2018, U.S. unemployment was the lowest it had been since 1969. For months, unfilled jobs outweighed the number of people seeking employment. In a market where job seekers have the pick of the litter, employers face stiff competition when courting prospects. Here are three strategies to draw in top performers and keep them. 1. Pay more. Excellent benefits, fancy perks, and flexible hours are important items on any job seeker’s checklist, but virtually every prospect’s top priority is adequate pay. Workers today have unprecedented bargaining power, and yet, according to ADP, small businesses with fewer than 50 employees boosted wages only a little over 3 percent last year, an amount quickly swallowed up by inflation and increasingly steep living costs. There’s just no way around it. To attract top-tier talent, competitive compensation is paramount, especially in 2019. 2. Give new hires the chance to grow. The best employees constantly hunger for new growth and development opportunities. Show prospective hires the potential heights they can reach at your organization. First, your business has to have a growth mindset that promotes loyal employees and empowers them to step into exciting new roles. Then you need to present prospective employees with challenging, rewarding projects and responsibilities and show examples of how those who’ve come before them have succeeded. Annual reviews and raises are a start, but you should also explain how a job at your business will improve your prospect’s skills, career, and life. 3. Get them in the door. If you already offer a legitimately competitive salary, an expansive benefits package, and a good work environment with opportunities for growth, the only challenge left is to get on your ideal candidate’s radar. One of the best ways to do this is to implement an employee referral program. Ask your team if they know anyone who’d fit the empty role. If you end up hiring their prospect and they stay on the team for, say, six months, then reward the referrer. Cash, PTO, and other benefits will encourage your loyal employees to bring in their skilled friends.

harder to identity if you aren’t looking for the source of the odor right when the food is being heated. This is why if you get complaints about odors, it’s important to note when bad scents appear to look for a pattern.

HAVE A LAUGH WITH TRAVIS Bad Leftovers Forgotten food can also be a source of foul odors. Abandoned lunches in the company fridge can quickly turn into smelly science experiments. It’s wise to have a policy of throwing out all unclaimed food at the end of the week. Tenants who snack at their desk can also inadvertently create bad odors when a fallen piece of sandwich gets lost behind a desk or perishable snacks are left in their drawers.

2 Protecting the Built Environment

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