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With the pricey cost of post-secondary education, employees are increasingly looking to their employers to meet their educational needs.
This article was first published on December 12, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
In an era where tuition is skyrocketing, students and former students in the United States are grappling with a staggering amount of student debt. This financial burden is leading many to question the value of a traditional college education. As a result, a significant shift is occurring in the realm of post-secondary education, with employees increasingly looking to their employers to meet their educational needs.
Cost of Education Skyrocketing
The cost of higher education has become a major concern. Students and graduates collectively owe roughly $1.77 trillion (yes, with a “t”) in student loan debt, a figure that underscores the financial strain of pursuing a college degree. This economic reality is prompting a reevaluation of the need for a four-year college degree, especially for certain job roles. See, for example, the recent decision by the state of Minnesota to drop the college degree requirement for most state jobs, aiming to make these positions more accessible.
Employers as Educators?
This trend is not isolated. Across various sectors, employers are rethinking traditional educational requirements, recognizing the value of on-the-job training and experience. This approach not only broadens the talent pool but also aligns with the evolving needs of the modern workforce.
A recent survey conducted by edX, in collaboration with Workplace Intelligence, sheds light on this changing landscape. The survey, which included 800 knowledge workers and 800 C-Suite executives across the U.S., revealed that a staggering 81% of employees view their companies as “the new post-secondary colleges”—84% expect their employers to provide the training and education they need to keep their skills up-to-date. This perspective is a clear indication of the growing expectation for employers to play a pivotal role in skills development.
Quality of L&D Programs in Debate
However, the survey also highlights a discrepancy in perceptions between the C-Suite and employees regarding the quality of learning and development (L&D) programs. While a majority of executives believe their employees are satisfied with existing learning opportunities, only one in three employees shares this sentiment. This gap points to a potential area of improvement for companies in making their L&D programs more effective and aligned with employee needs.
Employers are increasingly becoming pivotal in providing educational opportunities, both for the benefit of those employers in terms of upskilling staff as well as to meet the demands of the labor market. This shift is not just a response to the rising costs of traditional college education but also a reflection of the changing dynamics of the workforce and the skills required in the modern job market. As companies adapt to these changes, they have the opportunity to foster a culture of continuous learning and development.
If you're able to hang onto your employees longer, your business will run much more smoothly and you'll be able to focus on your products and services, not constantly trying to fill roles.
This article was first published on December 5, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
A major priority for many Human Resources (HR) teams? Employee retention.
When a company faces frequent employee turnover, it has a negative effect on the business in multiple ways.
A former employee could be taking valuable knowledge, expertise, and experience to a competitor and is no longer contributing to your products and services.
You now need to spend valuable time recruiting for new employees, hunting out new hires in a still-tough job market.
The onboarding process for new employees is likely expensive and takes a lot of time.
The whole time you’re doing this process, you don’t have an important role filled in your company, which can be a burden on your other employees.
If you’re able to hang onto your employees longer, you won’t face these challenges. Your business will run much more smoothly and you’ll be able to focus on your products and services, not constantly trying to fill roles. But that can be a tricky task. These days, employees are sticking around their employers for less and less time. Job hopping has become much more of a norm than it was decades ago. Companies can no longer expect years and years of loyalty from their employees.
Or can they?
While focusing on recruitment strategies is always great for HR teams, focusing on retention can have just as much of an impact on your business. Consider pivoting to retention as a key strategy in 2024 in order to hold onto employees longer and ditch the constant rat race of head hunting.
Here are some simple ways you can foster loyalty within your company, this year and beyond.
Be an Active Listener
You probably consider your team to be great listeners when it comes to employees’ needs. But are you active listeners?
Active listeners:
Ask questions when they don’t understand what someone is telling them.
Repeat back what they’ve heard to make sure they got it correct.
Seek out opportunities to listen instead of waiting for conversations to be started.
Use open, positive body language and a calm, patient tone of voice.
Don’t interrupt, bulldoze, or assume you know more than the person you’re listening to.
Respect what employees are saying, even if your perspective or experience differs.
Ignore distractions and focus on the person in front of them, not their own mile-long to-do list.
Employees want to feel heard by their employer, and that can take more than a simple employee survey or quick form filled out at the end of the year. Take some time to meet with each employee and check in on how their work experience has been. Make in-person time a priority, too—Zoom calls are great in our modern world, but if someone’s in the office regularly, sharing a pot of coffee and a physical space can work wonders in terms of relationship building.
Respond and Follow Up
When you wrap up a meeting with an employee, what are your next steps? Many times, HR meetings can be forgotten about the minute they’re over. An employee voices their concerns, states their needs, and…leaves, never to be followed up with. If someone feels like they’re constantly voicing concerns but those concerns aren’t being responded to, they might seek a new work environment.
Make sure you’re setting goals and putting into place action plans with your employees about issues they care about. If an employee wants to see a wellness program started, how are you going to look into that and take next steps? If an employee is reporting a ton of conflict with a boss, what are some things you can do to ease the tension and help keep the peace? Action steps demonstrate to employees that you aren’t just giving lip service and talking the talk. You’re walking the walk and truly putting in an effort to make their work environment a positive place to be.
Be The Same Person Behind Closed Doors
One of the most meaningful ways to cultivate loyalty among your employees is simply to be the same person behind closed doors that you are in meetings. HR departments deal with a lot of interpersonal issues, making it an opportunity to either excel in virtue or crumble into chaos. You can be the kind of workplace where employees know they can go to HR with any concerns, or you can be the kind of workplace where employees avoid the HR department at all cost.
If you’re telling your employees something is confidential, don’t tell other colleagues. If you’re making promises, ensure that they’re kept. If you’re saying you empathize with someone, actually take the time to try and empathize. HR departments that try to bait-and-switch depending on which employee is in their office will foster an environment of competition, gossip, and interpersonal conflict—not one of harmony or loyalty.
Keep It In Perspective
Focusing on retention will be a net positive for your business. But also, employees are going to leave. Sometimes this has nothing to do with your company: maybe they’re family is facing a move, maybe they want to switch careers, or maybe they’re facing a medical emergency that makes them no longer compatible for your work requirements. Perhaps they’ve been given a golden opportunity elsewhere that they agonized over taking and it had nothing to do with your business. Try not to take things too personally and understand that even the most loyal employees will sometimes find themselves at odds with their job.
Furthermore, as much as certain companies like to embrace this messaging, your workplace isn’t actually your family. Employees needing to quit are making a business decision that they believe is right for them. Companies that overemphasize retention or turn to panic when employees leave can give off cultish vibes that aren’t healthy for anyone. Adults need to make decisions for themselves, and they will (and should!) have higher loyalties than your company. Understand that this is just business—and someone just as terrific might walk through the door any day.
"Quiet cutting" refers to a circumstance where companies avoid mass layoffs and instead just let positions fade into the background or make a work environment unfavorable for employees to stick around in.
This article was first published on November 29, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
You’ve heard of “quiet quitting”—it’s when employees put in the bare minimum to meet their job requirements without ever aspiring to do more than absolutely necessary. It’s a passive-aggressive way of voicing concerns to an employer while being a drain on your company.
You’re not quitting—you’re just barely doing your job.
Whether or not “quiet quitting” is a real trend is hard to see. According to Gallup, at least 50% of the US workforce is quietly quitting, but it’s hard to measure accurately. Anecdotally, many employers say that it’s a real issue within their companies.
But should your business respond with…quiet cutting?
What Is Quiet Cutting?
“Quiet cutting” refers to a circumstance where companies avoid mass layoffs and instead just let positions fade into the background or make a work environment unfavorable for employees to stick around in. In order to avoid the public relations nightmare of letting large groups of people go at once, companies simply let roles shift, change, or go unfilled.
In other words, quiet cutting is a way of slimming down your workface without looking like you’re—well, slimming down your workforce.
What Does Quiet Cutting Look Like?
Quiet cutting can take all kinds of shapes and sizes.
It can look like:
Waiting for older employees to retire. Plenty of workers with many years of experience have discussed the feeling of being “pushed out”—they’re twiddling their thumbs while their employers pat them on the back and don’t give them any real responsibilities.
Shifting more and more responsibility to Artificial Intelligence or other technology products. While employees are capable of doing entry-level or menial tasks, software can often do them cheaper and more quickly. If a company starts shifting a lot of tasks from an actual employee to a chatbot, that can be a form of quiet cutting.
Not filling open positions. Another form of quiet cutting is the act of simply ignoring open positions. Yes, technically the position is open for applications—but if your business isn’t posting the job listing anywhere or actively recruiting for it, the position will probably fade into the background and other employees will have to pick up the slack until the position is eventually assumed to be eliminated.
Reassigning employees to unfavorable positions. Instead of having to pay a severance package and deal with the negative fallout, many companies simply make the conditions so bad that an employee quits. An easy way to do this is to reassign an employee to a position you know they won’t like. Maybe it means a different office location with a terrible commute, or a set of responsibilities that’s way beneath or above their skillset. Either way, it’s a way of saying “here’s a new situation that we know you’re not going to like—do you really want to take it, or do you just want to quit and make things easier on everybody?”
What Are the Pros and Cons of Quiet Cutting?
Businesses that practice quiet cutting are usually doing it for two reasons: to save discomfort, and to save money. They think that laying people off or firing them will be hard, and that it will make them look bad. They’re also concerned about the cost of severance packages, which might not occur if someone quits instead.
However, there are a few things to keep in mind.
The first is that not every company actually has to pay severance, so the money you think you’re saving may not be a problem in the first place. Furthermore, quiet cutting is going to involve other employees needing to pick up the slack of the employees you’re kind-of-sort-of-letting go.
That can quickly result in burnout, leading to those employees seeking work elsewhere. The money you’ll have to pay for recruitment and onboarding of a new employee could be just as high as a severance package.
Secondly, quiet cutting results in a lot of unease among employees. People are never quite sure what’s expected of them or if they’re doing a good job.
They don’t know if they’re here to stay or if their responsibilities are going to be eliminated. It leaves them feeling anxious and concerned about their futures, and people in that state of mind aren’t going to be bringing their best to work. Their minds will be diverted from their tasks and you’ll see inner-office conflict skyrocket.
People won’t trust the HR department and will be more fearful of approaching them with any issues, leading to quitting that isn’t so quiet.
Lastly, there’s a question about if it’s the moral thing to do. If an employee is unhappy in their role and quietly quitting, you’d hope they’d make that known and have a conversation about it with you instead of immaturely draining your business of resources. Well, that idea goes both ways. If you have a problem with an employee or simply need to eliminate a role, you owe that employee the respect and courtesy of talking to them about it.
Should Your Company Embrace This Strategy?
At the end of the day, honesty is the best policy.
Is a PR fallout from a lot of layoffs hard to handle? Yes. Can some of these conversations feel sticky and uncomfortable? Absolutely. Will some of your employees be hurt, upset, or even angry? Sure thing.
But at least they’ll have been treated like humans. Because the fact of the matter is, slowly ceasing usage of something is what we do to software programs that no longer work, or appliances that are making strange noises. Not the human beings that have shown up to work for you. They deserve transparency—even the ones who are no longer a fit for your business.
People needing to be let go happens. It’s business. But you can do so in a way that’s respectful and courteous, saving your reputation in the long run and making you feel better about the contribution your company is making to society.
Caring for pets enhances the remote working experience.
This article was first published on November 29, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
The recent buzzword in the tech industry has been “efficiency.” Yet, as big tech companies push for more streamlined operations, there’s a concerning trend: a sharp decline in employee satisfaction.
This sentiment isn’t unique to tech, of course. Workers in finance, consulting, and other areas echo similar feelings.
In companies’ quest for increasing efficiencies, how can they boost morale and productivity?
Enter our four-legged friends.
Pets Are Making a Difference for Employees
A recent survey by TrustedHousesitters, a pet-sitting platform, offers a fresh perspective on this. The platform, which facilitates unique home stays in exchange for pet care, delved into the role of pets in the remote working paradigm.
Its findings? A whopping 91% of more than 2,000 respondents affirmed that caring for pets enhanced their remote working experience.
“The impact that pets have on the remote working experience helps explain why remote workers continue to be so active on TrustedHousesitters, with over half—or 54%—of remote and hybrid respondents saying they pet-sit at least once a month or more,” the company says. The survey demonstrates the important role pets can play in supporting remote workers. “They provide companionship and help facilitate a much-needed balance between virtual work and life, resulting in happier, more productive workers,” says Angela Laws of TrustedHousesitters.
The survey highlighted three pivotal areas where pets make a difference:
Work/Life Balance
Nearly half of the respondents felt pets nudged them to take screen breaks. A significant 66% shared that pet care got them outdoors during work hours. For those who pet sit via TrustedHousesitters, 98% felt it uplifted their lifestyle, with 74% relishing the chance to explore new places.
Job Satisfaction
Animal companionship seems to be a balm for work-related stress, with 91% agreeing to its benefits. Additionally, 50% felt pets alleviated feelings of loneliness, and 27% found pets provided conversation starters with colleagues.
Productivity
Maintaining a routine is crucial in a remote setup. Here again, pets come to the rescue, with 44% of respondents stating their pets helped them stick to a daily routine.
However, these impacts aren’t all positive—22% of respondents found juggling pet care and work challenging.
For companies grappling with the challenge of keeping remote workers engaged and satisfied, these insights are invaluable. As the boundaries between work and home blur, perhaps the solution to a happier, more productive workforce lies not in more Zoom calls or productivity tools but in the wagging tails and purring companions by our side.
Find out about the current state of organized labor and its implications for the American workforce.
This article was first published on November 16, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
After years of decline, the organized labor movement has been seeing a resurgence, with attention-grabbing headlines making waves across various industries and locales. From auto workers to Hollywood’s glitterati, the call for better working conditions, fair pay, and respect in the workplace is loud and clear.
However, this surge comes against a backdrop of declining union membership over the past few decades. Here, we take a look at the current state of organized labor and its implications for the American workforce.
United Auto Workers’ Strike
The impact of the United Auto Workers (UAW) union’s strike against Detroit automakers has been significant. As the action against all three major Detroit automakers entered its second month, the union’s president, Shawn Fain, emphasized a “new approach” to their strategy. The strike, which now encompasses multiple assembly plants and parts distribution centers, underscores the workers’ demands for better wages and working conditions.
The auto industry, a cornerstone of the American economy, has felt the ripple effects of this movement, and consumers are likely to feel similar effects.
Hollywood Actors’ and Screenwriters’ Strike
The entertainment industry hasn’t been immune to labor unrest either. With recent strikes by both Hollywood actors and screenwriters, it’s evident that even in industries known for glamor and glitz, a chasm can form between those in the top echelon and the many who work behind the scenes.
Downward Trend in Union Membership
Despite these high-profile strikes, it’s essential to note the broader context of union participation. Over the past several decades, union membership in the United States has seen a steady decline. Once a formidable force in the American labor landscape, unions have faced challenges ranging from political opposition to changing economic structures.
The shift from manufacturing to service-based industries, globalization, and anti-union legislation have all played a role in this decline.
Industries with High Union Membership
While union membership has decreased overall, certain sectors still see a higher concentration of unionized workers.
For instance, public sector workers, including teachers, firefighters, and police officers, tend to have a union membership rate of over 30%. On the other hand, the private sector, which includes industries like auto manufacturing and entertainment, has a significantly lower rate of participation.
However, as recent strikes indicate, even sectors with lower union membership aren’t immune to labor unrest.
The recent strikes and labor movements serve as a reminder of the power and importance of organized labor. While union membership may have declined, the spirit of collective bargaining and the fight for workers’ rights remains very much alive.
As the landscape of work continues to evolve, the role of unions in shaping that future will undoubtedly be a space to watch.
At the same time, employers across all industries should be continually considering the steps they’re taking to build and maintain strong relationships with their employees.
Although artificial intelligence's capabilities and potential applications are extensive, understanding AI’s strengths and limitations is crucial, especially in the field of talent management.
This article was first published on November 10, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
The rapid evolution of artificial intelligence (AI) has ushered in a new era for a wide range of business applications, including talent management. Most recently, with the sudden interest in generative AI (GenAI), there’s been a surge in skills assessment, mapping, and matching software offering big benefits for learning and development (L&D) professionals.
But, while AI’s capabilities and potential applications are vast, understanding AI’s strengths and limitations is crucial, especially in the field of talent management. Talent managers need to be able to determine what aspects of their roles AI can enhance and what aspects it has the potential to negatively impact.
Here, we take a look at four potential use cases of AI in talent management.
Automated Screening
Long before the recent GenAI boom, automated screening had become a standard in hiring. It’s a natural fit, especially for employers that receive hundreds—even thousands—of applications for open roles. As AI continues to advance, there will be added opportunities for more nuanced, skills-based hiring, moving beyond screening résumés to helping organizations and their talent managers understand the multifaceted nature of the various skills they need in specific roles.
Skills Mapping
AI excels at parsing vast amounts of data and drawing conclusions from that data. In talent management, this offers the ability to make sense of complex skills data inputs, to better assess skills, to map requirements, and to recommend upskilling pathways. This can be especially useful when considering applicants without traditional qualifications.
Career Exploration
Beyond skills, a successful career encompasses interests, values, and networks. While current AI tools may not be adept at these softer aspects, there’s potential. For instance, according to Fast Company, AI bots like Uplimit go beyond a focus on skill development to also offer engagement, acting as a form of “moral support” for learners.
Career Readiness
AI can potentially aid in career readiness, offering feedback on networking strategies or simulating professional conversations. These high-tech tools also have the potential to suggest connections based on career aspirations, bridging the gap between current skills and desired career paths.
The fusion of AI and talent management promises a transformative future for talent management professionals. Beyond screening, skills mapping, and professional development, AI-powered tools have the potential to revolutionize career development in a holistic way. This can help employers of all types and sizes meet the professional growth and development demands of the 21st-century workplace.
Although the surge in remote working during the coronavirus pandemic was expected to wane after the crisis, remote working remains widespread across industries.
This article was first published on November 14, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
Before March 2020, while working remotely was likely a dream of many employees, the reality was that employers were just not embracing the idea. Then something happened. The pandemic—forcing employers, and even some employees, previously averse to the idea of working remotely, to change their minds and give remote work a try.
Initially thought to be only a stopgap measure for a couple of weeks, three years later a significant number of employees are still working from home. And, while some of these workers may be physically located near their employers’ brick and mortar locations, others may be dispersed around the world.
Why is that? For a couple of reasons.
Remote Work Has Become More Distant
For one, during the pandemic, some employees who suddenly found the freedom to literally work from anywhere pulled up roots and moved to areas that might have been either more desirable from a quality of life or economic standpoint—or both.
In addition, employers suddenly discovered an unexpected benefit of remote work—they could find top talent anywhere, not just in locations near them.
As borders blur in the digital realm, employees are no longer confined to a physical office, with many working several time zones away or even in entirely different countries. This new paradigm offers a wealth of opportunities but also presents unique challenges. How do companies navigate this vast expanse of remote work, ensuring productivity while fostering a sense of unity and shared purpose?
The Global Workforce Trend
The concept of a ‘global office’ has taken on a literal meaning for many companies. With the rise of digital tools and platforms, geographical barriers have diminished, allowing businesses to tap into talent pools from around the world. Companies like Mailmodo and BizReport are prime examples of organizations that have wholeheartedly embraced this model.
“Mailmodo was born during the Covid era, which forced us to become a remote-only company,” says Tarun Agarwal of Mailmodo. “Surprisingly, this turned out to be an advantage as we could hire globally without any location barriers.”
To make remote work successful, Agarwal says, “we focused on creating robust documentation and processes for every aspect of the business, promoting cross-functional collaboration.” Mailmodo created detailed documents to outline its mission, product vision, and onboarding procedures for new hires. “This approach facilitated the evolution of our ideas while promoting transparency throughout the organization, building trust with our employees,” Agarwal says.
This global approach to hiring not only broadens the talent pool but also introduces diverse perspectives, fostering innovation and creativity. However, as with any significant shift, it comes with its set of challenges and learning curves.
Challenges in Managing Remote Workers
As the global workforce expands, so do the challenges associated with managing remote teams. These challenges often revolve around communication, team dynamics, and ensuring consistent productivity.
Communication and Collaboration
One of the most pressing challenges is maintaining effective communication and collaboration across different time zones and cultures. “One of the foremost challenges has been maintaining effective communication and collaboration across different time zones and cultures,” says Young Pham of BizReport. “Miscommunications and delays in responses can impact project timelines and quality.”
Team Cohesion
Without the daily face-to-face interactions that traditional offices offer, building a cohesive team spirit among remote workers can be challenging. The absence of these interactions can lead to feelings of isolation and hinder the development of a shared company culture.
Productivity Monitoring
“Ensuring that remote employees remain productive without micromanaging is essential. Trusting that work is being completed efficiently is crucial, but it can be a challenge, especially in roles that require close supervision,” notes Pham.
Data Security
With employees accessing company data from various locations, ensuring robust data security measures becomes paramount. This involves striking a balance between granting access and protecting sensitive company information.
Technology Disconnect
As Logan Nguyen of NCHC, a health and wellness site, points out, “Varying levels of technological infrastructure in different regions can lead to inequalities in access to necessary tools and platforms for remote work.”
Despite what can sometimes seem like insurmountable challenges, plenty of companies are making the remote model work—and work well. The bonus: employees are coming to far prefer the flexibility of remote or hybrid work and making decisions on which companies to work for based on this flexibility.
Overcoming the Challenges
Addressing the challenges of managing a remote workforce effectively requires a multifaceted approach, combining clear protocols, technology, and an emphasis on team dynamics.
Clear Communication Protocols
“We’ve established clear and standardized communication channels and protocols, ensuring everyone knows where and how to communicate. Regular team meetings and project updates are integral,” says Pham.
Virtual Team Building
To bridge the gap created by physical distance, companies are investing in virtual team-building activities. These initiatives, ranging from virtual happy hours to team challenges, foster a sense of belonging and collaboration among remote workers.
Performance Metrics
Instead of merely tracking hours, the focus has shifted to outcomes and deliverables. “We’ve shifted our focus from measuring time spent on tasks to outcomes and deliverables. Key performance indicators (KPIs) are defined for each role, and regular performance reviews help maintain accountability,” Pham explains.
Security Measures
Companies are implementing robust data security practices, including VPNs, two-factor authentication, and regular security training for all team members.
Robust Technology Stack
Utilizing a combination of collaboration and project management tools has become essential. Platforms like Slack, Trello, and Asana streamline work processes, while video conferencing tools facilitate face-to-face interactions.
The Role of Technology
In the realm of remote work, technology serves as the backbone, ensuring seamless communication, collaboration, and productivity. It bridges the geographical divide, making it feel as though team members, though miles apart, are just next door.
Project platforms like Asana and Trello have become indispensable. “At BizReport, we leverage platforms like Asana and Trello to organize tasks, set deadlines, and track progress in real time,” says Pham.
Communication tools and real-time messaging platforms like Slack offer more than just text communication. They provide channels for team discussions, file sharing, and integration with other essential apps, making project collaboration efficient.
“Seeing peoples’ body language and intonation matters. In fact, it matters so much that on my team we often record quick, 30-second Loom videos to share with each other on what we’re working on or to explain complex issues,” says Justin Hein of Check. Platforms like Zoom and Microsoft Teams have become the virtual boardrooms, facilitating team meetings, brainstorming sessions, and one-on-ones.
People Management Practices for Remote Teams
Beyond technology, the human aspect of managing remote teams is paramount. Trust, understanding, and clear communication are the cornerstones of effective remote team management.
Trust and Autonomy
“Trust is everything. You’re only going to get to high performing outcomes if you trust your team members,” emphasizes Hein. Micromanaging remote employees can be counterproductive. Instead, setting clear expectations and trusting them to meet those expectations is key.
Setting Clear Standards
As Nguyen suggests, setting clear standards when assigning tasks ensures everyone is aligned with the company’s goals and objectives.
Boundaries and Work-Life Balance
With the lines between work and home often blurred in remote work, setting boundaries is essential. Hein advises, “For remote employees, that might include scheduling a 30-min lunch block on their calendar to avoid having calls scheduled right through mealtimes. It may also mean blocking out time for personal or family time.”
The landscape of work has undeniably changed, with remote work becoming a mainstay in many industries. While the challenges of managing very remote teams are real, they are not insurmountable. With the right blend of technology, people management practices, and expert insights, companies can harness the benefits of a global workforce. As we move forward, the lessons learned from pioneers in remote work will serve as a beacon, guiding the way to a more connected, productive, and flexible future of work.
Robust internal communication is essential for employers to boost employee retention.
This article was first published on November 9, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
The business world is ever-changing, and internal communication has always been a cornerstone of effectively managing that change. But the significance of effective communication has been magnified post-pandemic as employers and employees navigate the return to the office.
Poor or insufficient communication can swiftly escalate to increased turnover, particularly when transparency is perceived as lacking.
The Post-Pandemic Communication Landscape
The transition back to the office post-pandemic hasn’t been without its challenges. One of the most pressing is maintaining robust internal communication.
Employees feeling out of the loop can quickly grow disillusioned, potentially leading to a rise in departures. Remote employees simply can’t be “out of sight, out of mind,” as they were often considered to be pre-pandemic.
Statistics Speak Volumes
Recent studies shed light on this pressing issue.
A telling 2023 Gallup report revealed that 41% of respondents contemplated a “quiet exit” but would reconsider if organizational engagement were enhanced. Furthermore, the 2023 State of Essential Workplace Communications Report by Axios HQ underscored this sentiment.
While half of the employees deemed updates on operational changes and organizational goals crucial, only 16% felt that such updates were being effectively relayed.
The Direct Impact on Business Metrics
Effective communication isn’t just about keeping employees informed; it’s also intrinsically tied to an organization’s bottom line. Success, profitability, and employee contentment hinge on the quality of internal dialogue. When communication thrives, so does team retention.
Conversely, gaps in communication can lead to a disjointed workforce, impacting overall performance.
The Role of Leadership
Leadership plays a pivotal role in this communication ecosystem. Leaders attuned to the importance of transparent dialogue are better positioned to foster a culture of trust and engagement. Recognizing and acting upon this can lead to transformative results: employees who not only understand their role but also feel a deep-seated connection to the workplace, their colleagues, and managers.
The nexus between effective communication and employee retention is undeniable.
As businesses grapple with the challenges of a post-pandemic world, prioritizing internal communication isn’t just advisable—it’s also imperative. Organizations that heed this call stand to benefit immensely, cultivating a workforce that’s not only informed but also deeply invested.
Those are the hallmarks of a workforce that remains committed, engaged, and on board for the long term.
A new workplace violence prevention law in California breaks new ground.
This article was first published on November 6, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
A new law recently enacted in California requires employers to implement a workplace violence prevention plan and could prove influential if other states follow suit.
On Sept. 30, Governor Gavin Newsom signed SB 553 into law, requiring nearly all businesses to have their plans in place by July 1, 2024. Exempted from the law are employers already covered under the Workplace Violence Healthcare standard Cal/OSHA 3342, Department of Corrections and law enforcement agencies, and businesses with 10 or fewer employees who do not meet the public.
The law mandates that employers create, implement, and maintain an effective workplace violence prevention plan that:
Establishes workplace violence-specific policies and procedures
Establishes systems for reporting violent incidents and threats
Provides interactive annual training on the prevention plan
Maintains a violent incident log
Files workplace violence restraining orders
Keeps records related to the plan
Hector Alvarez, MSPSy, CTM, president of Alvarez Associates, says the law is breaking new ground. “Other than healthcare specific workplace violence standards, this is the first in the nation that’s general industry,” he notes, adding that he believes other states will follow suit.
Previously, there was nothing like this law on the books in California, except for laws specifically targeting violence in healthcare, says Alvarez. After two shooting incidents at California farms in January that left seven workers dead, Cal/OSHA used the General Duty Clause and issued 41 separate citations against the two farms where the violence took place.
The citations were for failure to evaluate and recognize the hazard and not having a mechanism to alert the employees about that emergency. “And we definitely saw those elements make their way into the bill,” he adds.
Asked how California businesses should prepare to comply with the law, Alvarez says, “Very seriously…When I take a look and I go item by item [looking] at the issues that need to be addressed for compliance, even one or two of them are daunting.”
Alvarez says the training must be interactive and developed by somebody knowledgeable about the plan, which means an off-the-shelf canned program isn’t going to work.
Mixed Reaction
Reaction to the law has been mixed, Alvarez says. Several of his clients have noted that they have many of the prevention plan elements in place, but they’re just not put together in one document.
“We have other people who believe very strongly they have no exposure to workplace violence, don’t understand the foundation of the standard, and are trying to figure out the implications of not doing it right away,” he notes. “The majority of people are taking this seriously and are trying to comply with it.”
California employers shouldn’t expect Cal/OSHA to show up unannounced looking for proof of a workplace violence prevention plan, Alvarez says.
“I don’t anticipate there’s going to be a huge enforcement unless there’s an incident. If there’s an incident, I think Cal/OSHA’s going to show up and do an investigation and I don’t think there will be any leeway,” he says. “Unless you do one of the voluntary consultations with Cal/OSHA, I don’t think anybody’s going to show up and see if you’ve got it. However, I do feel employees are more aware of the requirements, so I think either a complaint or an incident is going to have someone knocking on your door.”
An earlier version of the bill had a provision that called out retail stores and said employees could not be required to be involved in loss prevention, says Alvarez. Under that provision, “if someone was shoplifting, our cashier could not be required to stop them or interfere. It sounded like the bill was giving a free pass to shoplift.”
Another provision required all businesses to conduct active shooter training, but that and the loss prevention provision were taken out of the final bill, he adds.
Will this law be effective?
“Yes. Will it be effective for everybody? No,” Alvarez says. “The nuanced pieces in this are you have to be able to recognize what the hazard is and then respond appropriately. Everything else around it comes down to those two things.”
Alvarez recommends becoming an expert in recognizing the four categories of violence: violence with criminal intent, customer violence, violence from a current or past co-worker, and violence committed in the workplace by someone with a personal relationship with an employee.
Alvarez gives the following advice to California employers:
Pull a team together. This is far too broad a responsibility for one person. Get your safety person involved, as well as Human Resources.
A violent incident log needs to be kept but you must maintain privacy.
The legal team should make sure that policies capture not just intention, but in a way that you can get things accomplished.
You must show that employees had a hand in identifying hazards.
As employers strive to retain workers, offering a favorable work-life balance has become essential.
This article was first published on November 7, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
The push for greater work-life balance is a much talked about shift in employee needs—in fact, demands—over the past several years. This demand has been heightened, of course, by experiences during the pandemic. As many employees enjoyed the freedom and flexibility of remote or hybrid work schedules they got a taste for the balance they now increasingly demand.
Changes in the power dynamic between employers and employees have also certainly played a role. For a variety of reasons, for many employers it has become an increasing challenge to find and retain quality workers.
In addition, as the value of soft skills has evolved in the modern information economy, workers are less commoditized. It’s not as easy to replace a marketing specialist or a project manager as it may have been to replace the worker operating Machine 57 in a factory.
Even when an employer isn’t committed to finding the person with the perfect skillset, a tight labor market has meant that finding any employee for an open position can be a challenge.
In this new environment, the ability to provide work-life balance has become an important differentiator for employers.
Work-Life Balance as a Differentiator
Companies can, of course, compete for labor by simply offering high wages and attractive benefit packages. But that’s not a realistic or sustainable strategy for most businesses. After all, labor is one of the largest if not the largest expense category for many organizations.
Companies that appreciate the premium employees place on work-life balance and that can find ways to deliver that balance can differentiate themselves from competitors, often without having to break the bank in the process.
What Are Employees Asking For?
In the post-COVID world (and even pre-COVID in many cases), certain trends can be seen in the types of work-life-balance policies employees are most interested in.
“In the current landscape, employees are vocal about their needs for work-life balance,” says Young Pham, the founder and HR head of BizReport. Pham gives several examples of the types of policies BizReport’s staff have been advocating for.
Remote Work Flexibility: The ability to work remotely, whether on a part-time or full-time basis, remains a high-priority ask for employees. It offers them geographical freedom and reduced commute times.
Customizable Hours: Employees are seeking the flexibility to adapt their work hours to fit their lives, accommodating family responsibilities or personal pursuits.
Mental Health Support: Mental health concerns have gained prominence, and employees are asking for access to counseling, therapy, and stress management programs as part of their benefits package.
Extended Leave Options: Additional paid time off, sabbaticals, or unpaid leave options are requests we encounter, allowing employees to take extended breaks for rest, travel, or personal projects.
Other Programs Related to Work-Life Balance
Work-life balance isn’t all about flexibility, although the two terms are often used synonymously. But work-life balance can also be thought of as including a balance between an employee’s responsibility for performing their day-to-day job functions on the one hand and the employee’s desire to find fulfillment and belonging at work on the other hand.
Using this broader concept of work-life balance, a couple of other benefits have become increasingly important in this area. If we think of work-life balance as also including support for employees’ feeling of belonging and support for their goals and aspirations, we can certainly include DEI efforts and training and development opportunities in this mix.
Challenges in Meeting Employee Demands
One of the most interesting dynamics to watch in the post-COVID world is the tension between employees’ embrace of remote work and certain organizations’ push to bring workers back into the office. While there are certainly benefits for in-person collaboration, the implementation and design of many back-to-the-office policies have managed to both irk employees and fail to achieve desired business goals at the same time.
“I have seen that flexibility for some companies is very difficult,” says Paul Wolfe author of Human Beings First (Publish Your Purpose, 2023). “Many companies are forcing employees back to the office for two to four days a week. They are saying that this is for collaboration, creativity, and culture, but when talking to employees of these companies, many say that they are sitting at a desk on Zoom all day in meetings, and so are their peers.” Wolfe believes that some companies are struggling to adapt to a new work paradigm.
Another challenge faced by many employers in responding to employee demands for greater-work-life balance is logistical complexity and associated cost.
“Maintaining productivity and collaboration in a hybrid or remote work environment can be operationally challenging,” says Pham. “Balancing flexible schedules with business needs requires careful planning and management.” Pham also points to the associated costs of all that complexity: “Implementing comprehensive work-life balance programs, especially those related to remote work and mental health support, can entail significant financial investments in technology, benefits, and wellness initiatives,” he says.
The evolution of the corporate landscape towards a more balanced work-life dynamic underscores the changing priorities of both employers and employees. As the lines between work and personal life continue to blur, especially in the wake of the pandemic, the onus is on companies to adapt and innovate.
While financial incentives remain important, the intangible benefits related to work-life balance have taken center stage.
Companies that can successfully navigate these shifting waters, offering genuine flexibility and support, will not only attract top talent but also foster a culture of loyalty and satisfaction.
However, this journey is not without its challenges.
Balancing employee desires with operational realities requires a nuanced approach, understanding, and, most importantly, a willingness to evolve. As the world of work continues to transform, those who prioritize the well-being and aspirations of their employees will undoubtedly emerge as leaders in their respective industries.
The future of work is not just about productivity; it’s about creating environments where individuals can thrive both professionally and personally.