Top Tips For Extroverts Who Work From Home - TalentCulture

Top Tips For Extroverts Who Work From Home

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Are you an extrovert? About half of the people in the U.S. are. But what exactly does that mean? The Myers-Briggs Type Indicator (MBTI) personality assessment model says extroverts tend to focus attention on — and are energized by — interaction with the outside world of people, things, and experiences. In contrast, introverts focus on — and are energized by — inner thoughts and feelings.

To be clear, this is not binary. It’s a spectrum. In other words, extroverts have an inner life, and introverts interact with the outside world. But everyone leans in one direction or the other.

Historically, the business world has aligned more closely with extroverts’ needs. For example, think about open-plan offices that define so many work environments. As Susan Cain notes in her book, Quiet: the Power of Introverts in a World That Can’t Stop Talking, the modern office is “designed for extraverts.”

However, the pandemic has dramatically changed workplace norms. Now, many people work from home, at least part of the time. How is this shift affecting extroverts? Are they adapting successfully? Let’s take a closer look:

How Extroverts Feel About Working From Home

You might think extroverts would resist working from home, but that’s not necessarily the case. In fact, 78% of extroverts recently told us they enjoy working from home, while 74% said they appreciate the peace and quiet of a home office. (Not surprisingly, introverts are even more enthusiastic, with 88% and 86% answering affirmatively.)

Yet, some aspects of home-based work are particularly challenging for extroverts. For instance, 69% said they miss having people around them (compared with only 39% of introverts).

Work-From-Home Guidelines For Extroverts

If your personality preference leans toward extroversion, how can you improve your work-from-home experience? Here are some suggestions:

  • Extroversion isn’t just about connecting with people — it’s also about connecting with your surroundings. Make your home an interesting, stimulating place to work. If possible, choose a location with a window and natural light. Hang pictures around the room, add items you can interact with, and play music you enjoy.
  • Take hourly breaks by briefly “visiting” another room in your home — even if it’s just the hallway. If needed, set an alarm as a reminder.
  • Spaces outside your house or apartment are great places to connect with the external world. Take a walk around the block before work, at lunch, or at the end of the day. If you have a garden or a balcony, step outside occasionally to enjoy some fresh air.
  • Regular contact with others in your world is important. Take time to interact with family members. If possible, join them for lunch or coffee and a chat. Take time to say hello to your neighbors whenever you cross paths. And when participating in online calls, use video if possible.
  • Reach out to connect and communicate with co-workers. Schedule regular informal meetings and get-togethers. Seek out opportunities to collaborate on projects. Working together virtually can foster social interaction and build a sense of teamwork. Look for industry-related communities you can join, so you can develop a broader professional network. Reach out to introverted colleagues, too — they may want to participate.
  • Invite co-workers to meet up in person. If possible, rather than working exclusively from home, choose a hybrid work schedule or consider a co-working space, so you can feel part of a more socially connected environment.
  • To be sure you don’t forget breaks and meetings, schedule them. Also, schedule breaks between online meetings. Back-to-back sessions can be tiring for everyone — even extroverts!
  • It’s easy to get distracted when working from home. Therefore, book specific times on your calendar for focused work. Also, choose a quiet space for this kind of work, so you can minimize disruptions.

Work-From-Home Success Tips For Each Extrovert Personality Type

Extroversion and introversion are not the only aspects of personality covered by the MBTI model. The framework also considers 3 other characteristics. Specifically, how individuals prefer to:

  • Process information (Sensing “S” or Intuition “N”)
  • Make decisions (Thinking “T” or Feeling “F”)
  • Interact with the outside world (Judging “J” or Perceiving “P”).

Together, these traits combine to define eight distinct extrovert types:
ESTP, ESFP, ENFP, ENTP, ESTJ, ESFJ, ENFJ, ENTJ.

Below are detailed tips to help people with each of these extrovert personality types work effectively from home:

ESTP
(Extrovert/Sensing/Thinking/Perceiving)

  • Add variety to your day by pursuing diverse tasks.
  • Between each activity, do something to stimulate your senses. Look out the window, go outdoors, or talk to someone.
  • Make use of the flexibility remote working offers — but remember that others may not appreciate a late-night email or video call.
  • Plan blocks of time when you’ll be able to avoid distractions. Assign focused work to these time slots.
  • In your leisure time, do something physically active and energizing.

ESFP
(Extrovert/Sensing/Feeling/Perceiving)

  • Make work interesting by involving others in your projects.
  • Fill your day with a variety of people and tasks.
  • Set aside time when you won’t allow yourself to be distracted by people or unrelated conversations. Use this time to concentrate on tasks you need to get done.
  • Try not to snack too much, overindulge in treats, or binge-watch TV.
  • In your leisure time, go dancing, play a team sport, or pursue other physical activities with people you enjoy.

ENFP
(Extrovert/Intuition/Feeling/Perceiving)

  • Find trusted co-workers with whom you can share ideas online.
  • Immerse yourself in a creative work project.
  • Take a break from routine tasks to connect with people.
  • Working from home frees you to be flexible about where, when, and how you work. But remember to consider others’ work priorities and patterns before contacting them.
  • Even when working remotely, some people or situations may require a quick response. Act accordingly.

ENTP
(Extrovert/Intuition/Thinking/Perceiving)

  • Seek out co-workers who are open to regular online communication.
  • Develop remote communication channels and use them to ask questions and recommend ideas to others.
  • Take frequent breaks when working on routine tasks.
  • When working from home it’s easier to be flexible about where, when, and how you work. But be sure to consider others’ work patterns and preferences before you contact them.
  • Some messages or requests from others require a quick response. Don’t forget to reply and don’t spend too long deliberating.

ESTJ
(Extrovert/Sensing/Thinking/Judging)

  • Start your day by planning and prioritizing the tasks ahead.
  • Use video in online meetings. Pay attention to how people react when you’re speaking, and respond appropriately.
  • Be tactful in online communication and avoid being overly direct or aggressive. Check emails or messages for tone before you send them, especially if you feel rushed, stressed, or upset.
  • Be sure to establish a dedicated home office or working area. If it seems too quiet, take a break, go for a walk, or connect with family and friends. You’re allowed to be flexible!
  • When family, friends, and co-workers are facing challenges, they may need emotional support. You’re likely to be more effective by listening first, rather than jumping directly into problem-solving mode.

ESFJ
(Extrovert/Sensing/Feeling/Judging)

  • Create a separate home office or work space, away from others. This will help you concentrate and focus.
  • Find ways to stay in contact with the people you know. Schedule regular informal meetings and get-togethers to nurture those relationships.
  • Establish virtual work traditions and rituals to help bring people together online and support a connected culture.
  • Communication is more difficult when working remotely. Be careful not to jump to conclusions or take offense when none was intended. Feel free to ask questions when you’re unclear, and encourage others to do the same.
  • Colleagues and business contacts might not want to meet in person, via video, or on the phone. Email and direct messaging are legitimate channels that keep you connected with others throughout your work day.

ENFJ
(Extrovert/Intuition/Feeling/Judging)

  • Keep in touch with people and keep track of what’s going on by participating in regular informal meetings or virtual meetups. Invite friends and co-workers, old and new, to participate — but keep in mind that others may prefer not to join in.
  • Build consensus by soliciting ideas, bringing them together, and providing online discussion forums or feedback channels.
  • Others might skip the pleasantries in an email or IM, particularly if they’re busy or distracted. Try not to assume you’re being criticized when no offense is intended.
  • If your working day is too quiet, take a moment to connect with family or friends periodically.
  • Remember, you can’t support everyone all the time. Don’t forget your own needs!

ENTJ
(Extrovert/Intuition/Thinking/Judging)

  • Pay attention to details when developing and implementing plans.
  • Working from home may seem productive. But take care not to push decisions through without seeking input from others about their views, opinions, and ideas.
  • In online meetings, picking up on social cues can be difficult. Give everyone a chance to speak. Use video if possible.
  • Try not to be overly directive when interacting online. Maintain a balance between directing and listening.
  • Check emails or other written communications before you send them, especially if you’re feeling stressed or you’re in a hurry.
Earned Wage Access - Why HR Leaders Shouldn't Fear This Breakthrough Benefit

Earned Wage Access: Why HR Leaders Shouldn’t Fear This Breakthrough Benefit

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The pandemic and inflationary conditions are putting extraordinary pressure on workers to provide for their families. In fact, the U.S. government estimates that nearly 40% of citizens would struggle to cover the cost of a $400 emergency. What’s more, 60% of survey respondents told Bankrate they’re falling behind in saving for an unexpected expense. Even people with full-time jobs are struggling financially, and many are at risk of running out of cash between pay periods.

As a result, a growing number of employers are responding with creative solutions. Historically, bi-weekly or monthly payroll processing has been the norm. However, this can create problems for employees who live paycheck to paycheck, especially when unexpected expenses arise.

Are Payday Loans the Answer?

One solution involves payday loans, where employees borrow money from a third-party provider using their upcoming paycheck as collateral. However, there are predatory companies in this space that charge desperate people outsized fees. Even reputable payday loan companies charge hefty interest rates that are likely to create even more financial strain.

Thankfully, there is another opportunity for employees who are living on a paycheck-to-paycheck basis. It’s called earned wage access.

What Is Earned Wage Access?

This benefit ensures that people receive the money they’ve earned before the day they normally would receive their paycheck. How does this help? Imagine one typical scenario:

While waiting in the supermarket checkout line, one of your staff members realizes they don’t have enough money to cover all their groceries. After using their phone to request immediate access to a specific amount of money, the employee finds available funds in their checking account before they even get to the register.

In addition, thanks to advances in real-time payment infrastructure, human resource teams can offer this kind of benefit without changing the way they process payroll. By working with your financial institution and payment processors, you can implement earned wage access via real-time payments, instead of through traditional ACH payments.

5 Benefits of Earned Wage Access

Earned wage access is attractive to employers and employees, alike. Here are 5 compelling reasons why:

1. Employees Increasingly Expect it

During the pandemic, people who were laid off or needed an extra income stream often turned to gig-based jobs. Many gig economy companies pay people daily, or immediately when they finish a job. So, not surprisingly, these workers now prefer similar payment terms for their full-time jobs.

2. It is a Strong Recruiting Tool

Earned wage access is quickly becoming the norm. 70% of middle-market companies already offer this capability, and about 25% are planning to implement it soon, according to a 2022 Citizens Bank payments survey. In today’s competitive talent market, this growing trend puts companies at a disadvantage if they don’t provide it.

3. It Helps Boost Employee Retention

Once employees are onboard, earned wage access helps reduce “quiet quitting” as well as other forms of job dissatisfaction and disengagement that contribute to turnover. In fact, according to research from DailyPay, 59% of people with on-demand access say it motivates them to go to work. As a result, employers that offer this capability have improved their tenure rates by as much as 73%.

4. It Gives Employees Peace of Mind

78% of people with access to earned wages say it helps them pay bills on time and avoid late or overdraft fees. When people have instant access to the money they’ve earned, it helps them avoid falling behind on bills or experiencing other money burdens.

This means they’re less likely to be distracted by financial worries throughout the day and are more likely to focus on their job responsibilities. In fact, 74% of users say access to earned wages has helped reduce financial stress.

5. It Enhances Financial Wellness

Organizations naturally want to avoid putting employees in financial jeopardy. This is why many are educating staff to think of earned wage access as a “break-in-case-of-emergency” option, rather than a standard way to manage their income.

To support this mindset, many employers introduce earned wage access in tandem with financial literacy training. This helps employees learn about on-demand pay within the broader context of personal financial management.

As a result, they begin to view earned wage access as a “fallback” option in unusual circumstances, when immediate access to extra cash is necessary. In fact, according to one survey, 51% of users say on-demand wage access has helped improve their financial health, and 50% say it has helped them become more disciplined about spending.

The Bottom Line on Earned Wage Access

To recruit and retain talent in today’s challenging labor market, employers are increasingly turning to unique, practical perks that make life easier for employees. This is why earned wage access is quickly changing from a nice-to-have advantage to a must-have benefit for employers who want to remain competitive.

Fortunately, introducing this special pay option doesn’t require HR and financial teams to do anything differently. All you need to do is ensure that your organization works with payment providers who offer this service. As you roll out earned wage access, you can expect employees to respond with a stronger commitment to their work, and a deeper desire to remain with an employer that cares about their family’s financial health.

How to Choose the Perfect Wellness Incentive Provider

How to Choose the Perfect Wellness Incentive Provider

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In today’s competitive post-pandemic world of work, HR and business leaders recognize that employee wellbeing is a must-have for a strong, successful organizational culture. This is why wellness incentives have emerged as a powerful tool to attract and retain top talent.

By enhancing employee morale and engagement, strong wellness incentives help boost retention and productivity. Ultimately, company performance improves, as well. What else should you consider about wellness incentives? Take a closer look:

Understanding the Power of Wellness Incentives

In recent years, the number of people struggling to manage mental, physical, and emotional health has risen dramatically. Naturally, these issues are spilling over into our professional lives. As a result, most employers no longer treat wellness programs as optional perks. Instead, many organizations now consider wellness programs a strategic investment that fosters employee wellbeing and organizational growth.

This isn’t just wishful thinking. Studies show that a healthy workforce is more engaged and productive. In fact, companies with carefully designed wellness programs experience lower healthcare costs, less absenteeism, and higher employee satisfaction levels.

What’s more, a holistic approach to wellness (integrating physical, mental, and emotional health), demonstrates that people are valued as individuals. This resonates deeply with employees, who increasingly place work-life balance and personal wellbeing above other priorities.

But all wellness solutions aren’t created equal. So what does it take to find a wellness incentive provider that meets your particular needs? Here are steps that lead to successful outcomes:

7 Steps to Find the Ideal Wellness Incentive Provider

1. Identify Your Organization’s Needs

As you embark on a journey to select a wellness incentive provider, it’s crucial to assess your organization’s specific challenges and requirements. Start by defining your wellness requirements based on factors such as company size, employee demographics, industry practices, and standard wellness program benchmarks.

However, it helps to dig deeper. You can pinpoint specific issues that need attention by gathering intelligence from multiple internal sources. For example, conducting surveys, analyzing health data, and gathering ongoing employee feedback, can provide the insights you need to better reflect employees’ concerns and interests.

Whether you focus on reducing stress, promoting physical activity, or supporting mental health, staff input can align your wellness initiatives with their priorities as well as your organization’s mission and values.

2. Evaluate Potential Providers

The market for wellness incentive providers has grown substantially in recent years, so the number of available choices may seem overwhelming. However, not all providers are created equal. You’ll want to thoroughly research potential partners to ensure your organization reaps all the benefits you want to gain from a wellness program.

Because first-hand experience can offer valuable insights, it’s a smart move to ask trusted peers and industry networks for recommendations. Once you have a reasonable shortlist, take the time to investigate each provider’s expertise, reputation, and track record in delivering effective employee wellness solutions.

It helps to develop a qualification scorecard mapped to your organization’s priorities. For example, consider factors such as the range of services each vendor offers, as well as their ability to customize programs, their technology capabilities, and the level of customer support they provide.

3. Tailor Your Program Offerings

Today’s workforce is increasingly diverse. Team members bring a variety of interests, backgrounds, and needs to the table. That’s why one size does not fit all when it comes to wellness incentives.

A successful program offers a menu of options that cater to these differences. For instance, while some employees might be motivated by fitness challenges and step competitions, others may benefit more from mindfulness workshops or nutrition seminars.

The right provider should be able to craft a program that resonates with your employees and encourages broad participation. By recognizing and responding to individual preferences, you create a more inclusive and effective wellness initiative that will appeal to a spectrum of employees.

4. Consider Technology and User Experience

In today’s digital age, technology plays a pivotal role in the success of wellness programs. In fact, a highly accessible, user-friendly platform can make or break program adoption, engagement, and momentum. The wellness incentive provider you choose should offer a seamless digital experience that simplifies program enrollment, participation, and progress tracking.

Whatever technologies are at the heart of your program — mobile apps, wearable devices, online platforms — should be intuitive and easy to navigate. This helps employees develop a sense of empowerment and motivates them to integrate wellness activities into their lives. A provider with robust, well-designed technology can ensure that wellness becomes an integral part of employees’ daily routine, rather than a chore.

5. Prioritize Culture Fit and Communication

A wellness incentive program should seamlessly integrate with your organizational culture and values. Look for a provider that understands your company’s ethos and is prepared to design initiatives that resonate with your workforce.

Effective communication is a linchpin of these programs. The provider you choose should help you craft compelling communication strategies to raise awareness, engage employees, and drive participation. Working hand-in-hand, you can develop and deliver regular updates, newsletters, and workshops that create a sense of community and enthusiasm around wellness, fostering an environment where people feel fully supported and valued.

6. Measure and Demonstrate ROI

To secure buy-in from stakeholders and justify your investment in wellness incentives, it’s imperative to measure and demonstrate return on investment (ROI). Establish clear goals and key performance indicators (KPIs) that align with your organization’s objectives.

Be prepared to track metrics such as increased productivity, reduced healthcare costs, decreased absenteeism, and improved employee morale. The right wellness incentive provider will assist you in collecting and analyzing data, offering insights into the tangible benefits your organization reaps from the program. Effective data-driven reporting not only showcases your program’s success but also guides future adjustments for even better outcomes.

7. Don’t Forget Contract Terms and Pricing

When finalizing your partnership with any wellness solution provider, pay careful attention to the contract terms and pricing structure they offer. A fair, transparent contract ensures a fruitful relationship that benefits both parties. Focus on these factors:

  • Negotiate agreements that align with your budget and long-term goals. Inquire about any hidden costs that might arise during program implementation or expansion.
  • Also, keep scalability in mind. As your organization grows, your wellness program should have the flexibility to adapt and accommodate a larger workforce without disproportionately increasing costs.

A Final Note on Wellness Solution Providers

In the evolving landscape of workplace trends, wellness programs have become a cornerstone of employee satisfaction and organizational success. By understanding the power of wellness incentives, identifying your organization’s specific needs, and carefully evaluating potential partners, you set the stage for a program that will enhance employee wellbeing and elevate business performance.

Through tailored wellness programs that cater to diverse employee preferences and effectively leverage digital technology, you can create an environment where wellbeing is not just a buzzword but a shared commitment. In addition, by ensuring a strong cultural fit, incorporating ongoing communication, and measuring ROI, you will strengthen your program’s foundation, so your organization can successfully foster employee wellbeing now and in the future.

Grind Culture Isn't Working - How Can Wellness Win

Grind Culture Isn’t Working. How Can Wellness Win?

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TalentCulture Content Impact Award Winner - 2023

The Problem With Grind Culture

In recent years, “hustle” and “grind” culture have become equated with drive, ambition, and success. The logic is that if you are not incessantly working, you won’t meet your goals. Grind culture also ties a person’s worth to the product they produce. However, it comes at the expense of individual wellbeing.

The fact is, hustle and grind culture can seriously damage long-term physical and mental health. Often, people don’t even recognize how toxic grind culture can be until it directly erodes their own wellbeing.

Grind culture is especially prevalent in the corporate world. For example, a Deloitte study found that employees and C-suite executives, alike, feel exhausted and stressed. Specifically, about 1 in 3 people say they constantly struggle with fatigue and poor mental health.

Regardless, leaders are far more optimistic than employees about how their organizations are managing this challenge. For example, while only 56% of employees think executives care about their wellbeing, a whopping 91% of leaders say employees know they care.

This gap is causing companies to perpetuate grind culture at the expense of everyone’s health and wellbeing. Over time, overwhelming work-at-all-costs environments lead to multiple unwanted outcomes:

  • Increased stress, absenteeism, and burnout
  • Decreased productivity, quality, and job performance
  • Higher turnover rates

How can employers reverse this kind of toxic spiral — or avoid it altogether? First, let’s look at why workplace wellness is so powerful. Then, we’ll explore some ways that business and HR leaders can take proactive steps to squash toxic grind culture.

Benefits of Prioritizing Wellness

What is Wellness?

The terms wellbeing and wellness are often used interchangeably to describe a person’s overall physical, emotional, and mental health. But these concepts aren’t synonymous. Gallup explains the difference:

  • Wellness is “a healthy lifestyle beyond acute illness” that is shaped by cumulative lifestyle choices and habits.
  • Wellbeing, on the other hand, “encompasses the broader holistic dimensions of a well-lived life.” This includes physical, career, financial, social, and community wellbeing.

So, wellness is only one element of wellbeing — but it is a vital element. It’s also important to recognize that the various aspects of wellness are interconnected. In other words, if our mental, physical, or emotional health deteriorates in some way, other aspects of our health will be affected. Ultimately, this jeopardizes overall wellbeing.

The habits we adopt inside and outside of work directly influence our ability to feel good and perform at our best each day. And because most of us spend our waking hours on the job, employers need to prioritize workplace wellness and wellbeing.

The Business Case for Wellness

Employees who feel good physically, mentally, and emotionally are likely to have a positive attitude that fosters trust and collaboration – two hallmarks of a healthy work culture. But there are tangible benefits, as well. Primarily:

1. Decreased Health-Related Costs

Stress and burnout aren’t constant threats when you structure and manage work in a reasonable way. This helps employees find the necessary mental and physical energy to show up, concentrate, and contribute on a consistent basis. Certainly, it’s essential to offer healthcare support and personal time off. But happy, healthy, engaged employees don’t rely as heavily on these benefits. As a result, you’re likely to see fewer sick days, leaves of absence, and chronic conditions.

2. Increased Productivity

Employees who feel healthy, safe, and supported are significantly more productive. When people don’t feel overscheduled, overwhelmed, or micromanaged, they’re free to focus on doing their best during work hours. This improves efficiency, effectiveness, and quality — which together can elevate your bottom line.

3. Reduced Recruiting Costs

A healthier work culture leads to lower turnover. This translates into lower recruiting and training expenses that would otherwise be spent on replacing and onboarding lost talent. A culture of wellness also elevates your employer brand, which means you can attract and hire new talent more quickly, easily, and cost-effectively when the need arises.

How to Promote Workforce Wellness

Managers and HR leaders play a key role in guiding “grind culture” employees toward a culture of wellness. Whether your organization is big or small, everyone will need to be willing to help foster an environment where employees feel supported.

Here are 5 ways to replace grind culture with a healthier work environment:

1. Sufficient Paid Time Off

Taking time away from work is essential for mental rejuvenation. It promotes self-care and helps prevent burnout, which can be detrimental to individuals, teams, and the organization at large. Giving employees the autonomy to use their paid time off as they see fit demonstrates trust, which in turn, builds a strong employer-employee relationship and a healthy work culture.

To determine how much time off to provide, consider multiple scenarios: sick days, vacations, flexible days for caregiving or other personal needs, and an option for unpaid days when paid time off is depleted.

2. Flexible Schedules and Breaks

Although most businesses must operate during specific hours, the traditional 9-to-5 model is not for every employee. Consider scheduling that accommodates various personal responsibilities and lifestyles.

For example, you could let people choose their preferred daily start time — such as anytime between 8-10 a.m. — as long as they work the total required daily hours. By staggering start and end times, you can support different schedules and increase productivity. At the same time, your business can extend its hours of operation, which can improve your customer experience and top-line performance.

In addition, consider flexible break times. Some employees want a 60-minute lunch break, while others may prefer multiple shorter breaks throughout the day. Letting people decide how to allocate their break time isn’t likely to hurt your business. Instead, this flexible approach can boost morale, improve productivity, and help employees feel trusted.

3. Appropriate Equipment

Providing employees with the right tools and equipment is important for wellness. Whether they are working in an office or from home, when people have everything they need to function smoothly, they’ll be more comfortable and efficient.

This can include ergonomic chairs, dual monitors, adjustable desks, specialized software, or tools. Regardless, ensuring that people have easy access to the right equipment can reduce physical strain and mental stress, while promoting productivity.

4. Embrace “Work From Anywhere” and Flexible Hours

The recent remote work trend demonstrates that many jobs can be performed from anywhere. Offering a “work from anywhere” policy can reduce commute-related stress and personal expenses while giving employees an opportunity to choose the work setting that best suits their goals and preferences.

Letting employees work from home is especially attractive for parents who want to stay close to their young children throughout the day. But this kind of flexibility appeals to others as well. Many employers are finding that it dramatically improves job satisfaction, work quality, productivity, and retention.

5. Regular 1-on-1 Check-ins

Mandated check-ins by supervisors can play a pivotal role in gauging employee wellbeing. Project updates and deliverables are important. But it’s also essential to gather feedback about employee mental and physical wellness and work concerns.

By ensuring that managers regularly communicate with team members in a relaxed setting, you can help them identify issues earlier and address concerns head-on. It’s helpful to let employees determine the meeting agenda and remind managers that their mission is to listen and follow up on a timely basis.

Embed Priorities In a Wellness Policy

To demonstrate your company’s commitment, you’ll want to document your workforce wellbeing agenda and procedures in a formal policy. This gives the HR team responsibility for enforcement, support, and guidance as managers and employees navigate things such as time off requests.

Also, when these recommendations are formally documented, it ensures that employees won’t be reprimanded by managers or leaders who may want to choose short-term project deadlines or deliverables over employee wellness.

Lead by Example

Above all, for a culture of wellness to take hold, managers at all levels of the organization need to lead by example. It sets a positive precedent if managers take vacations, take sick days when needed, and show compassion towards team members.

Also, understanding that employee wellness isn’t a one-size-fits-all endeavor, it’s important to remain open to suggestions. By welcoming novel ideas and exhibiting genuine interest in collaborating with team members, managers create an environment where wellness is not just encouraged but actively practiced.

By implementing clear policies and fostering open communication, you can ensure that your most valuable asset — your employees — are happier, healthier, and more engaged. It’s an investment that’s well worth the effort.

Pet Perks Why It's Paws Up For This Hot Benefits Trend

Pet Perks: Why It’s Paws Up For This Hot Benefits Trend

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In the wake of the Covid pandemic, employee benefits have experienced a significant transformation. Increasingly, employers are focusing on benefits that enhance individual wellbeing and are easy to customize. Also, as budgets tighten, affordability is becoming a key factor. This is why pet perks continue to gain popularity.

How exactly are pet-friendly solutions adding value to employee benefits? Let’s take a closer look…

Why Pet Perks Are On The Rise

Employers invest in benefits because they want to attract top talent, foster a positive company culture, enhance employee engagement, increase inclusion, boost workforce wellbeing, and encourage retention. That’s a tall order for traditional benefits to fill.

So now, more employers are integrating innovative options like pet-friendly perks into their workforce benefits strategy. Compared with standard workplace benefits, pet perks may seem like a fringe concern. But they can be highly effective as part of a holistic approach that enriches the employee experience by recognizing individual needs, preferences, and values. Here’s why:

During the pandemic, pets became office mates for many people working from home. At the same time, interest in cat and dog adoption grew by 250%, with nearly 1 in 5 households adding a four-legged friend to their family.

People naturally want these companions to be happy and healthy — especially now, when many employees are returning to the office on a part-time or full-time basis. Pet-related benefits can provide financial and moral support that gives employees peace of mind and tells them you genuinely care about their quality of life.

How Pet Perks Work

One way to cover pet-related costs is through a specialty benefits account that each employee can personalize for their unique needs. This account can include a variety of options, such as:

  • Pet insurance
  • In-person and mobile veterinary services
  • Medicine/prescriptions
  • Obedience classes
  • ​Dog walkers
  • Grooming services
  • Pet food (including prescription food)
  • Pet sitters

How Pet Benefits Enhance the Employee Experience

Engaged employees are the key to a strong culture and a successful organization. When employees feel connected and cared for, they’re more committed, satisfied, and productive. One way to show you care for employees is by investing in what matters to them — including cherished pets.

Often, people think of their pets not just as animals, but as part of their family. Supporting employee pets with insurance, as well as pet-friendly policies and activities, demonstrates a genuine commitment to workforce wellbeing.

As a result, employees are likely to feel appreciated and valued as team members. Ultimately, this emotional connection can translate into improved job satisfaction, productivity, and willingness to go above and beyond in their work.

3 Ways Pet Perks Build Better Organizations

Pet-friendly policies, practices, and benefits help employers in a variety of ways. For example, this strategy can:

1. Attract and Retain Top Talent 

Finding and keeping qualified talent can be challenging, especially in a tight labor market. Today’s job candidates are drawn to companies that actively support their growth, health, and overall quality of life. They’re also more inclined to choose an employer that appreciates and supports them as individuals.

Offering pet perks can help your organization stand out and tip the hiring scales. What better way to show applicants you care for your team than by actively supporting the health and welfare of their pets? And with a comprehensive pet-friendly strategy, you can appeal to a broader spectrum of candidates and strengthen your position as an empathetic employer.

A pet-friendly environment also can have a direct impact on retention. Research says employees are less likely to resign if they believe their boss values their pets and cares about their wellbeing. In fact, over half of dog owners say they would stay on board if they could bring their pets to work. This means pet-friendly policies and practices can lead to lower turnover and recruitment costs.

2. Foster a Positive, Diverse Company Culture 

Collaboration, creativity, and innovation are hallmarks of thriving work cultures. One way to promote an atmosphere of camaraderie and belonging is through pet-friendly policies and practices.

For example, encouraging people to exchange pet-related stories and experiences can build common ground that brings team members closer together. What’s more, by welcoming pets to the workplace, you can foster an even stronger sense of companionship and community.

Inclusion is the secret to a rich company culture, so keep this in mind when developing pet benefit options. Ask everyone to participate in defining their interests and requirements. This encourages a sense of ownership and buy-in among the pet owners on your team.

3. Boost Wellbeing and Retention

Employee wellbeing is essential for job happiness, productivity, and longevity. A pet-friendly environment can improve physical, emotional, and financial wellbeing in multiple ways.

For instance, bringing pets to the office and participating in pet-related activities can create a more relaxed, fun work atmosphere. In fact, when one survey asked employees about the benefits of dogs at work:

  • 58% said it boosts happiness
  • 57% said it relieves anxiety or stress
  • 55% said it encourages healthy breaks
  • 52% said it increases social interaction

Other studies show that workplace pets help reduce stress and enhance mental health. This can lead to a more positive, productive environment.

In addition, by assisting with insurance and other pet-related services, you can make it possible for employees to give their pets the care they deserve without worrying about extraordinary costs. This financial security can reduce overall stress and improve emotional health.

Are You Ready to Run With Pet Perks?

For any company where staff wellbeing and cost efficiency are top priorities, pet benefits are a unique opportunity to put an “experience-first” benefits strategy in motion.

By embracing pets as a natural part of employee wellbeing, you can get a leg up in attracting talent in today’s competitive hiring market. Pet perks can distinguish your company as a progressive employer that cares about the unique needs of individual employees in a more holistic way. By welcoming pets, you can open the door to an environment that’s more fun and engaging for all.

What’s more, by financially supporting employee pets with personalized benefit options, you’re likely to boost retention, productivity, and performance. And getting started is easier than you might think.

 

How Can Employers Better Support Working Parents

How Can Employers Better Support Working Parents?

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Currently, about 40% of people in the U.S. workforce are parents whose kids are under 18 years old. With soaring childcare costs and limited government assistance, many organizations know it’s important to support working parents more fully. However, no standards have been established that define the kind of benefits these employees should receive.

While some companies provide comprehensive perks like paid family leave, free on-site childcare, lactation support, and family health care, others offer nothing. And sadly, research reveals that 44% of working parents think their employer does not care about their family’s financial wellbeing.

Still, one question remains on employers’ minds: Will providing more benefits and policies for parents lead to better business outcomes? New research says yes.

Key Facts About Today’s Working Parents

Earlier this year, an UrbanSitter study explored the challenges working parents are facing. These findings underscore the impact of seismic changes that are redefining modern organizations.

1. Parents Are Struggling to Adjust

From pandemic health concerns to remote work demands — and now return-to-office requirements — working parents continue to struggle as they navigate ongoing work trends. Now, unfortunately, the situation has reached an abysmal low:

  • Last year, 46% of working parents missed 10 or more work days to address caregiving issues.
  • Many attribute these missed days to family needs arising from a particularly strong surge in cold, flu, RSV, and COVID-19 cases during the previous fall and winter.
  • Additionally, an alarming 52% of working parents say they or their partner have had to make career changes due to caregiving issues.

2. The Stress is Showing

Hands down, for working parents, the need to juggle work and home responsibilities is the number one cause of stress. Caregiving issues and financial strain round out the top three sources of stress. No wonder nearly half (46%) of working mothers, a quarter of their partners, and more than 1 in 10 children are currently seeking therapy.

3. Federal Funds Are Running Dry

Adding further fuel to the fire, the government pull-back of pandemic relief childcare assistance in September is projected to cause 3.2 million children to lose childcare due to program closures.

This so-called “Childcare Cliff” and its ripple effects will have widespread implications. From parents being forced to quit or reduce hours so they can care for their children, to the financial impact it will have on organizations that lose valuable contributors, the drain on U.S. talent is bound to be felt across the employment landscape.

What Working Parents Need

Despite these gloomy statistics, our research suggests a clear path forward. When employers invest in benefits and policies to support working parents the situation improves. Specifically, absenteeism declines, productivity increases, employees feel supported, loyalty improves, and company culture gets a boost.

For example, when caregiving benefits are available:

  • Working parents miss 68% fewer workdays.
  • 77% of new parents return to work after childbirth, significantly surpassing the industry average of 57%.

What’s more, 87% of survey participants said they would be more likely to stay with their current employer if they had access to caregiving benefits.

Ignoring the data – and the resounding call for comprehensive support – is no longer an option. Simply put, businesses that prioritize working parents’ needs will attract top talent and retain a more dedicated workforce.

5 Strategies for Employers to Support Working Parents

1. Prioritize Childcare Benefits and Stipends

Studies show that working parents desire childcare benefits more than any other financial reward — even performance-based bonuses or 401(k) contribution matching. This means employers should offer whatever childcare options they can reasonably afford.

Programs can include access to trusted in-home care or third-party centers, or even stipends managed through a reimbursement program. Various solutions are available to employers, so any company can implement a program that aligns with its budget and workforce preferences.

2. Embrace the Power of Flexibility

Employers can make a tremendous difference by offering working parents more freedom to determine the best way to balance work and family demands.

For instance, offering flexible schedules enables parents to choose work hours that suit their family’s needs. This gives them the ability to participate in school activities and manage doctor appointments without jeopardizing their work commitments.

3. Respond to Remote Work Preferences

Many parents strongly prefer remote work options over full-time return-to-office mandates. When this is the case, hybrid work models can be a viable compromise.

Numerous companies are finding success with flexible schedules based on 1-2 days per week in the office. Others are experimenting with more creative structures. For example, some alternate 1-2 in-office weeks with 1-2 remote weeks, so parents can more closely align their schedules with school holiday weeks.

4. Innovate with a 4-Day Workweek

Other non-traditional work arrangements are highly attractive to talent right now. For example, the 4-day work week is gaining momentum among many employers.

To understand why this strategy is becoming more mainstream, consider the case of online thrift store, ThredUp. Since the company moved to a 4-day workweek in 2021, the response has been overwhelmingly positive.

A year later, 93% of the company’s workforce said their overall productivity had increased. In addition, the retention rate among corporate employees reached 96%. Plus, 60% of newer employees said the shorter workweek “tipped the scale for them” when choosing to work for ThredUp over other companies.

5. Offer More Holistic Support

Expanding care benefits to include a broader spectrum of services can further ease the burden working parents face. For example, assistance with tutoring, pet care, senior care, and household needs such as housekeeping and errands helps parents stay focused and more productive when they’re working.

What’s more, this more expansive approach not only benefits working parents, but also non-parent employees who are caring for pets or elderly family members.

A Final Note on Supporting Working Parents

In a world where the demands of home and work have intensified, employers must acknowledge the critical role they play in working parents’ lives. By taking tangible steps to provide comprehensive support, businesses can create an environment that nurtures the wellbeing of working parents and also helps their organizations thrive.

Employers that invest in these strategies are seeing tangible benefits, with increased employee retention, productivity, innovation, and overall business performance. The choice is clear. Now is the time for employers to set the course for a brighter future by empowering working parents to succeed.

Toxic Cultures Are Crushing Workforce Wellbeing. What Can Employers Do

Toxic Cultures Are Crushing Workforce Wellbeing. What Can Employers Do?

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Toxic cultures are like dark clouds looming over the world of work. Wherever they go, they wreak havoc with employee wellbeing. That’s not an overstatement. For example, consider what one recent technology industry survey revealed:

  • 45% of tech employees said their work environment is so toxic it affects their mental health, while 48% said it takes a toll on their physical health.
  • Among those who work in toxic cultures, 43% use sick days or personal time off to take a break from all the negativity.
  • 45% of employees in these environments say they’ve been pushed into “quiet quitting.”

Statistics like these are alarming, especially for organizations that are struggling to attract and retain qualified talent. To understand the issue better and find out how to create a happier, healthier workplace for all, read on…

How Toxic Cultures Erode Employee Mental Health

Today’s work environment is so fast-paced and demanding that it’s easy to overlook signs of toxicity. But left unchecked, these symptoms can cascade into serious consequences that harm individuals as well as overall workplace wellbeing.

Recognizing key issues is the first step toward developing a healthier culture. Here are four common warning signs you don’t want to ignore:

1. High Stress Levels

Toxic workplaces are a breeding ground for stress. Often, employees find themselves constantly navigating through a minefield of negativity, unrealistic expectations, and hostile interactions.

Stressful environments are more common than you may think. In fact, 79% of U.S. workers struggle with work-related stress, according to the American Psychological Association.

The persistent pressure to meet unattainable goals — coupled with a lack of support or recognition — leaves employees grappling with chronically elevated stress levels. This prolonged exposure to stress not only takes a toll on mental health, but also contributes to physical health issues such as hypertension, insomnia, and intestinal tract disorders.

2. Burnout

A combination of stress, overwork, minimal autonomy, and a lack of appreciation create a perfect storm that fuels employee burnout. Constantly pushing people beyond their limits to meet unreasonable demands can leave them emotionally exhausted, disenchanted, and disengaged from their work.

Because it diminishes mental and physical wellbeing, burnout goes hand in hand with absenteeism and employee turnover. As a result, team productivity and organizational performance also suffer.

3. Poor Work-Life Balance

Toxic work cultures often blur the boundaries between work and personal life. Employees may find themselves constantly tethered to their jobs, with little time or energy for personal life.

A lack of boundaries between work and life plays havoc with mental health. It can compromise an individual’s quality of life and leave them feeling overwhelmed and isolated. This inability to detach from work-related stressors can also contribute to sleep disturbances and anxiety, further intensifying mental health challenges.

4. Low Job Satisfaction

One of the most obvious symptoms of a toxic workplace is low job satisfaction. This usually develops when people don’t feel respected or appreciated, and they aren’t offered opportunities to develop and grow. This means enthusiasm and motivation slide, and engagement follows.

Over time, a lack of job satisfaction can erode employee mental health. When this reaches across a team or an organization, it also puts workplace harmony, productivity, and innovation at risk.

How to Heal Toxic Cultures

Creating a workplace that puts employee wellbeing first is not just a corporate responsibility — it’s a necessity. By fostering a healthy, supportive work environment, companies can safeguard mental health across their teams, which translates into high job satisfaction, productivity, and talent retention.

Here are some strategies and tactics to help develop a work environment that is more respectful, inclusive, and supportive:

1. Promote Open Communication

Encourage employees to speak up when they encounter toxic behaviors or instances of workplace misconduct. Create formal and informal processes and channels where people can openly discuss issues. Also, for situations that require discretion, provide a safe platform where anyone can report a problem and know that leaders will act on their input.

2. Implement Feedback Mechanisms

Establish processes and tools to gather and assess regular feedback. For example, conduct periodic anonymous surveys and informal one-on-one sessions. This gives employees multiple ways to express their thoughts, feelings, and concerns about the work environment. By seeking input on workplace culture, policies, and practices you’ll have a foundation for meaningful change.

3. Prioritize Leadership Training

Invest in leadership and management training programs that underscore the importance of creating a respectful, inclusive work environment. Equip leaders with the skills they need to identify and address toxic behaviors. Also, focus on helping them develop emotional intelligence so they can be role models for a positive workplace.

4. Offer Mental Health Support

Provide resources and programs aimed at supporting employee mental health. Include access to counseling services, stress management workshops, and initiatives that promote work-life balance. By showing a serious commitment to workforce wellbeing, you’ll elevate employee trust and commitment.

5. Emphasize Employee Recognition

Implement employee appreciation programs to acknowledge and reward employees for their efforts and contributions. When executives, managers, and peers express genuine appreciation for hard work, it boosts morale and contributes to a more positive work environment.

6. Provide Professional Development Opportunities

Show you care about the future of your employees. Proactively invest in their skill development and career growth. When people feel that their employer actively supports their aspirations, they’re more likely to remain loyal and view their workplace in a positive light.

7. Offer Flexible Work Arrangements

Open the door to flexible work options, such as remote/hybrid work models or flexible hours. This kind of flexibility can help employees better balance their work and personal lives. As a result, it helps reduce work stress, avoid burnout, and enhance job satisfaction.

8. Don’t Forget Conflict Resolution Processes

Establish clear and fair methods for conflict resolution. This ensures that you can address workplace issues or disputes in a timely, effective way. A structured approach can prevent problems from escalating and negatively affecting the work environment.

Encourage Self-Care Education

Toxic cultures can be overwhelming in many ways. Although it’s important for organizations to implement employee wellbeing initiatives, it’s equally important for employees to learn how to take care of themselves.

Educating individuals about mental health and wellbeing can empower them to build the resilience they need to more effectively navigate today’s challenging work world. Consider a curriculum that focuses on topics like these:

1. Coping With Stressful Situations

Training sessions that teach employees how to identify stress and cope with it are extremely useful. During training, focus on techniques for managing work stress, such as mindfulness, time management, and brief relaxation exercises. For example, teach people to recognize their own stressors and develop personalized strategies for dealing with them.

2. Prioritizing Self-Care

Educate employees about the importance of self-care and how to incorporate it into their daily routine. Emphasize the value of maintaining a healthy work-life balance, getting adequate sleep, engaging in regular physical activity, and practicing healthy eating habits. Provide resources and tips for self-care practices that improve mental and emotional wellbeing.

3. Resolving Conflict

Be sure to help employees develop effective conflict resolution techniques that emphasize open, respectful communication. This can help participants discover how to identify and address workplace conflicts constructively — whether it involves colleagues, supervisors, or clients. Through your employee training system you can offer guidance on negotiation skills, active listening, and finding common ground during regular 1:1 meetings.

4. Building Mental Health Awareness

Plan workshops or events to raise awareness about mental health issues and reduce the stigma surrounding this topic. Employees need to recognize signs of mental health challenges in themselves, as well as their colleagues. Make sure you provide information about available mental health resources and how to seek help when needed.

5. Boosting Emotional Intelligence

Emotional intelligence training can enhance an employee’s ability to understand and manage their own emotions while affirming others. Effective training often includes strategies for developing adaptability, problem-solving skills, and a growth mindset. All of these contribute to increased resilience while on the job.

6. Setting Goals

Everyone can benefit from learning how to set and achieve personal and professional goals. A great way to do this is by guiding employees through the process of creating actionable plans, tracking progress, and celebrating successes. Ultimately, this fosters a sense of accomplishment and motivates people to dig deeper and aim higher.

It’s Time to Let Go of Toxic Cultures

Bottom line: Workforce wellbeing is the key to a loyal, thriving, high-performing workforce. When you commit to building a positive culture that genuinely cares for team members, you’ll benefit in multiple ways:

  • Happy, healthy, well-supported employees are more content and effective in their roles. They’re also significantly more valuable team players who are willing to embrace business goals.
  • When employees are equipped to face the challenges of modern work life, they engage more fully, work more productively, contribute more creative ideas, and are more eager to share in their organization’s success.

Ultimately, fostering a culture of wellbeing is a win-win proposition. A workforce that is mentally, emotionally, and physically present and engaged will thrive — and will help your business thrive, as well.

Employee Experience 5 Paths to a More Human Work Culture

Employee Experience: 5 Paths to a More Human Work Culture

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Anyone who says being a leader is easy is simply not being honest. Leadership is hard. Yes, I said it. And that shouldn’t shock anyone. After all, modern managers are expected to be nearly super-human. They’re responsible for inspiring people, bringing out the best in their teams, and getting positive results. And naturally, they play a crucial role in shaping the employee experience.

Effective leaders create a positive work culture that fosters engagement, enhances job satisfaction, and increases productivity. Innovative work processes and technology can help. But the most influential leaders rely on more than KPIs, annual performance reviews, and cool digital tools to shape individual and organizational success.

Instead, these enlightened leaders put wellbeing and productivity at the center of their employee experience strategy. All of this sounds good, doesn’t it? But it is much easier said than done.

This article challenges leaders to focus on five factors that drive employee experience in today’s complex work environment: 

  • Empowerment
  • Purpose
  • Recognition
  • Positivity
  • Growth

To uncover areas for improvement, consider these questions…

1. Do Employees Feel Empowered as Individuals and Part of a Team?

For any organization, balancing individuality and teamwork is a delicate art. Do you provide an environment where employees feel free to express themselves openly and authentically, as members of a cohesive, supportive team?

Aim for a Sense of Belonging

The desire to feel connected with others is part of the human condition. In childhood, we begin to fulfill this need by forging relationships with family members and groups of friends who accept us for who we are.

Similarly, at work, a sense of belonging develops when we feel free to show up and contribute as ourselves. In fact, extensive research reveals a strong relationship between authenticity, psychological safety, trust, and a sense of belonging. By behaving openly and authentically, you give peers and team members unspoken permission to do the same. What’s more, by letting go of unnatural roles, everyone has more energy to focus on what really matters.

Breed Trust Through Authenticity

As a leader, you can set a powerful example for others by sharing your own personal and professional setbacks and successes. This lays the foundation for a more genuine, relatable team atmosphere. Employees who see their leaders as real people with strengths, weaknesses, and a desire to learn, they’re more likely to open up, collaborate, and take calculated risks. Ultimately, this can drive creativity, innovation, and growth.

2. Do People See Purpose in Their Work?

How well do employees understand the significance of their efforts? When people understand how their jobs support an organization’s broader mission, they become more motivated, engaged, and committed to their work.

Connect Tasks With Meaning

We’ve all had moments of reckoning at work when we suddenly wonder, “Why am I doing this? Why does this matter?” Don’t wait for this to happen to your employees.

When assigning projects or responsibilities, you have a unique opportunity to share meaningful context. Don’t hesitate to underscore the impact you believe your team members will have on your department, your organization, your customers, or the community at large.

Frame Work as a Fulfilling Endeavor

We all want our efforts to mean something. In fact, research confirms that when employees understand how their daily efforts fit into the bigger picture, they’re more motivated and fulfilled.

Speaking to the value employees bring to the table can deepen their commitment to their job, their team, and the organization as a whole. So, remember to regularly remind people about their significance and acknowledge their contributions.

3. Do You Make Recognition Integral to Work Life?

Celebrating employee contributions strengthens their connection to the organization. Ultimately, this leads to better performance, higher profits, and stronger retention rates. How well do you respond to this need?

Acknowledge Excellence and Effort

Recognition is a core pillar of employee experience. That’s why you’ll want to acknowledge team members on a regular basis.

We all crave validation, but every situation is unique. So take time to think about the most effective approach. Some public acknowledgments resonate for some people, while others prefer a personal note or private 1-on-1 conversation.

Acknowledging excellence boosts morale, builds engagement, and reinforces a sense of value. So don’t hesitate to share a simple “thank you” or reward people formally through a recognition program, 

Encourage Everyone to Participate

At WorkRamp, we’ve created a #Props Slack dedicated to employee recognition. We encourage all employees to use this space to express gratitude, brag about team members, share accomplishments, and celebrate work wins. It’s one of our most popular Slack channels, and team members of all levels regularly contribute. 

4. Is Your Environment Positive and Inclusive?

Company culture directly affects employee employee wellbeing and productivity. A supportive, collaborative workplace attracts and retains top talent, motivates people to excel, drives job satisfaction, and leads to organizational success. How can you build a better culture?

Cultivate Positivity

A positive culture helps employees feel comfortable and supported, which boosts job satisfaction and wellbeing. As a leader, you can set the tone for this kind of environment. To move the meter, you’ll want to embrace change, champion open communication, and ensure fairness whenever possible.

Promote Work-Life Balance

Work-life balance can be elusive, especially these days, when more employees are working remotely or in a hybrid mode. However, by helping team members balance personal and professional priorities, you can help employees gain a stronger sense of wellbeing. 

There are multiple ways to encourage self-care. For example, you can remind people to take breaks, use their vacation time, and unplug during off hours. By supporting healthier habits, you can help team members become more focused, motivated, engaged, and productive teams.

Prioritize Diversity and Inclusion

Promoting workplace diversity and inclusion is not just a moral imperative — it’s a strategic advantage. Embracing diverse perspectives and backgrounds enhances employee engagement. It also fosters creativity, problem-solving, and innovation, all of which can lead to better business outcomes.

By building a diverse environment where all voices are heard, you can avoid bias and foster a more inclusive workplace where employees feel valued and respected. Organizations that excel at this tend to attract and retain talent much more effectively than their counterparts.

5. Are You Committed to Employee Career Goals?

Do you emphasize employee growth? Research consistently shows that employees prefer to work with employers that invest in their future by offering professional development opportunities. This boosts employee morale and job satisfaction. At the same time, it means employers have a more skilled, motivated workforce, with people who are prepared to contribute to the organization’s future success.

Commit to Ongoing Growth

When you actively help team members work towards their professional goals by providing continuous learning and growth opportunities, you can expect to see improved morale, satisfaction, loyalty, and retention.

These opportunities can take various forms. Initiate regular conversations to understand each team member’s aspirations. Then work with them on an ongoing basis to identify relevant educational paths, stretch assignments, cross-skilling and upskilling opportunities, and mentoring relationships that will enrich their daily work lives and expand their capabilities portfolio.

Employee Experience: A Top-Down Imperative

No doubt about it. Leaders have a direct impact on employee experience — for better or worse.

If you have a leadership role, you can help improve your organization’s culture. It won’t happen overnight. But by focusing on building an environment of authenticity, purpose, recognition, inclusion, and career growth, you can help team members feel more valued, fulfilled, and engaged. And over time, with a consistent commitment to these elements, your organization can improve productivity, retention, and overall organizational success.

It’s not easy. But I assure you, it is worth the effort.

What Can HR Do to Prevent Insider Threats? - TalentCulture

What Can HR Do to Prevent Insider Threats?

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Every day, businesses contend with all sorts of threats. Like it or not, these risks have become a fact of organizational life in the modern digital world. While some dangers come from external sources — like cybercriminals — insider threats are also surprisingly prevalent. In fact, insiders are the biggest risk some companies face.

Fortunately, many HR teams are stepping up to play a critical role in locating and mitigating these dangers. To learn more about these threats and how HR can help prevent them, read on…

What Are Insider Threats?

Anyone who currently or previously worked for an organization can pose an insider threat. Employees, contractors, business partners, and others can put your company or staff at risk. These instances include intentional and unintentional attacks that are physical or digital in nature (such as cyberattacks).

Organizations are feeling more vulnerable lately, and these concerns are not unfounded. In fact, 60% of companies say they experienced at least one insider threat during the past year.

Why Do Attacks Happen?

Insider threats can develop for various reasons. A member of your workforce may be struggling with a health condition, financial challenges, family issues, or other personal problems. Business changes can also trigger an attack. For instance, organizations are likely to be more exposed during a reorganization, a merger or acquisition, or as the result of staff layoffs.

However, unintentional threats can arise during daily work activities, as well. Often, when people are anxious, fearful, unaware, or distracted, they may not rely on security best practices. This can open the door to phishing attacks or data breaches that inadvertently harm your organization.

For example, in 2019, 885 million personal accounts were compromised when systems at First American Financial Corporation accidentally leaked customer data. Also during that same year, a third-party data breach at WhatsApp exposed 1.5 billion user accounts.

Although insider threats can occur anytime, multiple warning signs usually build up in advance. Behavioral indicators like these deserve attention:

  • Is an individual refusing to participate in mandatory security audits or training activities?
  • Is the individual threatening staff members or your company in social media posts?
  • Do disputes with colleagues and managers occur frequently?
  • Has disciplinary action been required — suspensions, demotions, or removals?
  • Are personal difficulties apparent? (For example, obvious frustration from work stress, financial issues, or other problems.)

Types of Insider Threats

It’s important for HR professionals to know about common types of insider threats. Here are a few scenarios to keep in mind:

  • Workplace Violence
    Any physically aggressive acts or threats that harm on-site employees or company property. This includes intimidation, hazing, assault, or harassment.
  • Property Theft
    When employees or others steal company devices, equipment, data, or materials, especially assets involving proprietary information or national security.
  • Sabotage
    Damaging, destroying, or modifying company property to harm employees, customers, business allies, or the organization overall.
  • Insider Fraud
    When someone changes, removes, or uses company information or systems for self-gain, including insider trading or embezzlement.
  • Accidental Insider Threat
    An unwitting oversight or operational negligence that harms colleagues, customers, or the company. This includes actions that lead to unintended security breaches, phishing attacks, or lost/misplaced confidential information.

5 Ways HR Can Help Prevent Insider Threats

HR can play a key role in preventing these threats throughout every stage in the employee life cycle — including hiring, ongoing performance management, job changes, and offboarding. Here are five ways HR professionals can minimize these issues:

1. Conduct Thorough Background Checks

Smart organizations take every precaution to anticipate and mitigate insider threats from the start. Before extending an offer to any potential employee, conduct an extensive criminal background check and verify the candidate’s resume by calling listed references.

Careful screening can identify past behavior, such as workplace violence, fraud, or criminal actions. If red flags arise, the interview process is a perfect opportunity to clarify and understand the story behind any situation.

2. Implement Mandatory Security Training

Newly hired employees should participate in security training and activities. This helps educate people about cybersecurity risks and gives you a forum to clearly explain company policies and best practices. It’s also an opportunity to reinforce your company’s commitment to security as a top priority.

3. Define a Baseline for Normal Behavior

By working closely with IT leaders to determine standards, you can specify behavior that is normal/acceptable versus abnormal/unacceptable. Establishing this baseline enables your IT teams to monitor network activity, so they can identify potential dangers. When incidents are detected, IT can alert appropriate departments for necessary action.

It’s worth noting that when employees believe policies are overly strict or unfair, they may choose not to comply. This only increases the likelihood of insider threats. To avoid this, be sure you clearly communicate relevant standards and explain why those standards are in place. Also, be transparent about how IT teams monitor behavior, and what kind of actions they consider unacceptable or out-of-the-ordinary.

4. Foster a Supportive Workplace

Employees should feel comfortable and supported at work. A toxic environment where people are regularly embarrassed, belittled, humiliated, or forced to work under excessive rules only increases the potential for insider threats.

Successful workplaces cultivate a culture of trust, respect, and support where employees feel comfortable discussing personal or work issues. In this type of environment, managers and supervisors take discretion seriously.

Employees should know that co-workers with behavioral issues will be helped and not punished. This ensures that everyone will feel more comfortable sharing concerns about others.

For this reason, consider implementing an employee assistance program where anyone who is struggling can receive support and counseling. Make it a priority to help anyone who is at risk, and also address any grievances brought to your attention.

5. Terminate Employees With Respect

When employees depart, it’s vital to make the offboarding process as smooth as possible. Regardless of whether an employee chooses to resign or is terminated, thoughtfully managing the offboarding process can significantly reduce security risks.

If termination is required, proceed with care, so you preserve a sense of dignity. If possible, conduct the termination meeting in a room that lets the employee leave the premises quietly, without public embarrassment or shame.

Also, plan to remove the individual’s access to devices and systems as quickly as possible. In addition, remember to collect all company property and review nondisclosure agreements to avoid any misunderstanding about rules the employee previously agreed to follow.

A Final Word on Avoiding Insider Threats

HR plays a critical role in minimizing exposure to insider threats throughout the lifecycle of every employee. Proper planning, precautions, and proactive communication can make a tremendous difference. Above all, focus on creating and sustaining an environment where employees feel respected, trusted, empowered, and supported.

How to Boost Workforce Mental Health, Even on a Budget - TalentCulture

How to Boost Workforce Mental Health, Even on a Budget

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In today’s fractured, post-pandemic world, workforce mental health has emerged as a critical concern for business and HR leaders — and with good reason. The urgency of this issue is reflected in staggering statistics from multiple sources. For instance:

  • Last year, 56% of global employees told Gallup they struggle with stress and wellbeing, while another 9% said they were suffering.
  • That same Gallup research reveals particularly troubling trends in the U.S. Since 2021, the proportion of those who are struggling increased from 38% to 45%, while suffering rose from 2% to 4%. At the same time, those are thriving dropped from 60% to 52%.
  • The business consequences of this malaise are significant. In fact, according to the Centers for Disease Control and Prevention, depression is estimated to cause 200 million lost workdays a year, at a cost to employers of $17 to $44 billion.

No wonder workforce mental health has become a pressing concern among business leaders. For instance, when Willis Towers Watson asked U.S. employers to identify their top priorities for the next three years, a whopping 67% replied, “Enhancing mental health and emotional wellbeing programs and solutions.” This means leaders are just as concerned about this as they are about the cost of managing their company’s healthcare plan!

Unfortunately, despite widespread interest in addressing this challenge, many organizations are operating on tighter budgets these days. As a result, it’s difficult for employers to offer effective workforce wellbeing solutions.

However, cost issues aren’t stopping resourceful HR teams from moving forward. In my role at HealthFitness, I work with a variety of companies that have developed budget-friendly strategies to address employee mental health challenges. To learn about some of the most successful approaches I’ve seen, read on…

5 Low-Cost Ways to Support Workforce Mental Health

1. Innovate to Avoid a High Price Tag

Some companies are relying on their creativity to support mental wellbeing without breaking the bank. For instance: One tech firm has introduced a “Days for Me” program that lets every employee choose four days a year to focus on self-care.

Another company in the biopharmaceutical industry has implemented a “Mental Health Ally Program.” The program features Mental Health First Aid training that helps employees recognize and respond to colleagues’ needs. Specficially, through scenarios and videos, this skills-based certification course teaches employees a 5-step action plan, so they can identify and address signs of mental health and substance use issues. The certification is valid for three years and can be renewed online. This makes it easy for people to develop important knowledge and skills they can continue to apply as they move forward in their careers.

2. Optimize Employee Assistance Programs

I also see organizations expanding existing employee assistance program (EAP) benefits so they can improve access to valuable mental health support. For example, some employers are shifting to on-site EAP services so access to help is more convenient.

Others are increasing the number of covered EAP appointments they offer each year. One energy company we work with has increased covered EAP appointments from 5 to 8 per year, per household. This simple step gives employees more options at a minimal additional cost to the company.

3. Sponsor Company-Wide Time Off for Wellness

Dedicating paid time off for all employees to focus on mental health is a particularly powerful way to encourage workforce wellbeing. Plus, when everyone is out of the office at the same time, people are less likely to become anxious about work piling up in their absence.

You may be familiar with some tech industry companies that have implemented variations on this concept, such as Global Wellness Days, Global Shutdowns, or No Meeting Fridays. The options are endless, but the point is to provide the entire workforce with designated opportunities to recharge and prioritize self-care. By encouraging this kind of behavior across the organization, employers are cultivating a culture that values work-life balance and mental wellbeing.

4. Design Stress-Reducing Spaces

Another low-cost idea — establish special areas in the workplace that help employees decompress and mitigate stress. For instance, some employers are setting up de-stress stations in common areas with puzzles, games, and mindfulness activities. These spaces offer employees a convenient place to relax and unwind when they need a break.

One company provides an on-site dog park for employees, so their trusty companions have room to roam during the workday. Other organizations offer designated meditation areas with comfortable seating, restful lighting, and minimal distractions, so people can take some time to calm their minds when they feel anxious or overwhelmed.

These simple measures are effective at enhancing employee wellbeing and productivity. Yet they don’t require a significant financial investment.

5. Lead by Example

Finally, it probably goes without saying, but HR and business leaders play a crucial role in championing workforce mental health. Of course, offering mental health benefits is important. But the most compelling way to advocate for wellbeing is to lead by example.

Increasingly, leaders are engaging people in honest discussions about mental health at work. By sharing their own stories, they can inspire employees to prevent, detect, manage, and resolve work-related stress, anxiety, burnout, and other challenges. And by making mental resilience and self-care a personal priority, they help others recognize how important these issues are.

Ultimately, by demonstrating a genuine commitment to wellbeing and fostering a supportive work environment, leaders can set the tone for the entire organization.

A Final Note on Workforce Mental Health

Addressing mental and emotional wellbeing on a limited budget is an ongoing challenge — there’s no doubt about it. However, smart organizations are seeing results by making the most of the resources they already have. It may involve something as simple as establishing spaces for stress reduction, adding a new course to educate employees about mental health support, or offering designated time off for self-care. Regardless, even small steps can help organizations make big strides.

Mental health challenges may be on the rise. But many organizations are discovering that it’s possible to develop a healthier, happier, more productive workplace, even when budgets are tight. Real progress starts when HR and business decision-makers take the lead in demonstrating a commitment to workforce mental health and building a supportive culture. How is your organization responding to this need?

Belonging Where Does it Fit Into Your Work Culture - TalentCulture

Belonging: Where Does It Fit Into Your Work Culture?

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We all share a deep desire for belonging. From Abraham Maslow to Brené Brown, experts agree that this “indescribable feeling of being welcomed” is a fundamental need. Even the earliest behavioral scientists recognized that the need to belong is an integral aspect of the human experience. 

Cut to today. The year is 2023, and the state of the global workplace is … confusing. For example, in the United States, people spend a massive portion of each week at work. And increasingly, we’re questioning the way we manage our careers.

All around us, full-time employees are shifting to part-time work, office workers are becoming digital nomads, and teams are dissolving. The apple cart has been tipped. And frankly, no one is really sure where all these changes will lead.

Despite this season of flux and indecision, employers can help people find clarity. By prioritizing an inclusive work environment, leaders can create an authentic culture of belonging that attracts talent from all walks of life.

Belonging is not just a powerful talent acquisition strategy. It’s also an effective way to engage people, whatever their values may be. It appeals to everyone, from full-time employees to contingent workers, no matter whether they work onsite, offsite, or in a hybrid capacity.

How Inclusion Impacts Employee Retention

Workforce inclusion and retention are deeply intertwined. According to a Deloitte survey, 80% of full-time employees consider inclusion an important factor when choosing where to work. It also remains significant throughout the entire employment relationship. In fact, 23% of respondents told Deloitte they’ve quit a job where inclusion was lacking.

These statistics speak not only to inclusion’s influence on recruitment, but retention, as well. When people feel included, they’re naturally more engaged. And although engaged people care more about their work, they’re less likely to suffer from anxiety or burn out.

A genuinely inclusive work environment promotes a sense of belonging. And a sense of belonging lifts team morale. As a result, businesses benefit in multiple ways. For example, inclusive organizations tend to be more productive and more profitable. This means fostering an inclusive work environment is not just a good thing to do. It’s also a good business move.

All of this ties back to people who feel included and engaged. So the message is clear: If your culture is inclusive, people will feel more connected to your organization and invested in your success throughout their relationship with you.

How to Foster an Inclusive Work Environment

What strategies and practices help build a culture of inclusion and belonging? Focus on these fundamentals:

1. Educate Around Diversity

Diversity and inclusion are closely linked. But diversity alone is not enough to move the needle. After all, what’s the point of creating an inclusive environment only for one kind of person?

Instead, ensure every member of your workforce is welcome to bring their authentic selves to work. This starts by consistently communicating your commitment to diversity, and illustrating that commitment with action. In other words, look for ways to openly support and celebrate different skill sets and abilities, backgrounds, accessibility needs, gender identities, and ethnicities.

Leaders can also educate employees by raising awareness and encouraging people to interact in appropriate ways with co-workers. For example, neurodiverse team members may need noise-canceling headphones to stay focused and productive at work. Or on Zoom calls, hearing impaired participants may need to rely on captioning. Educating teams about these adaptations and how to apply them will help everyone feel more receptive and comfortable.

2. Prioritize Inclusion, Even in Stormy Weather

In this time of reshufflings and resignations, your commitment will be tested. Maintaining a culture of inclusion and belonging is essential, even when your business is facing a downturn.

In times of crisis, many leaders may default to outdated practices, especially when managing reductions in force and communicating about these decisions. But remaining open and intentional about layoff practices can help you keep your inclusivity promises.

Above all, insist upon treating all employees with an equal level of respect and appreciation throughout disruptive organizational changes. This tells everyone that the way you let go of team members is just as important as how you hire and retain them.

3. Offer an Environment of Care

Inclusion not only means people feel welcomed at work, but also that your organization cares about the quality of their employee experience. Demonstrating care can take numerous forms. For example, you could:

  • Reserve time each day for wellbeing check-ins or social activities that promote team care and bonding.
  • Reward employees for inclusive, caring actions toward others.
  • Ensure that everyone receives training on how to develop emotional intelligence skills and put them into practice at work.

The possibilities are limitless. But whatever mix you choose for your organization, keep in mind that creating an environment of care reinforces a sense of belonging. So the sooner you craft this agenda, the better. Also, the sooner employees experience a sense of caring, the better.

Start with the onboarding stage, or even earlier. Think about how you can help applicants and news hires understand how much your company values and prioritizes inclusion. Then consider how you can keep checking in periodically to ensure employees’ needs are being met and they’re actually developing a sense of belonging.

A Final Note on Inclusion, Belonging and Employee Retention

For better or worse, the nature of your work environment directly influences workforce recruiting and retention. If you learn how to foster a culture of belonging, you’ll attract, engage and retain people who appreciate sharing their talent with an organization that makes them feel wanted.

Making a meaningful impact on your culture may require you to invest more time, attention and funding to inclusion. But, as many employers have discovered, it is well worth the effort.

Menopause at Work What We All Should Know - TalentCulture

Menopause at Work: What We All Should Know

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Sponsored by Peppy Health

When you think of menopause, what comes to mind? If you’ve already experienced this transition, you know the symptoms can disrupt your work life in unexpected ways. (Imagine a hot flash suddenly coming on when you’re leading an important team meeting. Didn’t your body get the memo?)

Concerns like these are causing far too many mid-career women to leave their jobs at a critical stage in their work journey. In fact, research says 1 in 4 menopausal women consider resigning, while 1 in 10 actually do walk away.

This is a double whammy for the world of work. It damages the earnings potential of women in their prime, while simultaneously jeopardizing business momentum for employers. After all, replacing experienced talent is tough — especially in today’s competitive market.

What to do? Let’s dig deeper…

Meet Our Guest: Barb Dehn

Please join me in welcoming Barb Dehn, VP of Menopause and Women’s Health Services at Peppy Health — specialists in gender-inclusive healthcare. Barb is a practicing nurse practitioner, award-winning author and nationally recognized health educator. She is certified by the North American Menopause Society (NAMS), and is also a Fellow of the American Association of Nurse Practitioners (FAANP).

We’re so fortunate Barb is bringing her expertise to us today, so we can learn about the all-too-often underestimated impact of menopause on today’s workforce. So let’s dive in!

The Stigma of Menopause

Welcome, Barb. Why don’t we start by discussing the stigma surrounding women and menopause. Do you think this is a byproduct of ageism?

Absolutely, there’s a stigma. And it directly affects a lot of women for several reasons:

First, we don’t want to let our biology telegraph that we’re getting older. So if you’re having a hot flash or a night sweat, or maybe you’ve noticed a little chin hair, you may feel like you’re not in control of your biology.

Also, you may wonder if others notice you’re not as young as you used to be. You may suddenly go blank in a presentation because you’re one of the 67% of menopausal women who experience brain fog.

We want to be part of a team and we want to be super productive. But that can be difficult if we’re not sleeping well. And sleep issues can last for 3-7 years before menopause even begins.

Linking Menopause With Wellbeing

Since the pandemic, wellness has taken center stage at work. What kind of menopause support can employers provide?

There’s so much companies can do. They may offer health insurance, but it can be difficult to get an appointment with a specialist about menopause-related issues. Even then, specialists sometimes dismiss people or minimize their symptoms.

So employers are stepping up and offering easy access to specialized health-related services for women, men and the LGBTQ community.

The Impact on Midlife Careers

I was surprised to see that 25% of menopausal women have considered leaving the workforce. Why is that?

Women may struggle because they’re juggling other stressors. Perhaps they’re caring for family members — elderly parents or maybe teenagers at home.

But then if their sleep cycles are disrupted by hot flashes or night sweats, they’re up all night. So it’s not surprising when they feel they can’t function.

Resources for HR

So, what kind of resources are available to managers and HR?

Well, listening to this podcast is a start. We need to be open and more curious about this.

Also, an anonymous survey might help you find out what people are experiencing so you can respond to their needs, rather than making assumptions.

Plus, you don’t need to be an expert to offer a safe, open door policy and give people some flexibility when they need it.

And of course, I invite everyone to visit Peppy.Health online, because we have all sorts of free resources, from anonymous surveys to downloadable PDFs you can use to help people talk with their managers about this…

For more insights from Barb about how to help people manage menopause at work, listen to the full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

Change management is tricky. How do you handle it? 9 business professionals weigh in

Change Management is Tricky. How Do You Handle It?

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Change is an integral aspect of every organization — especially in today’s volatile environment. But managing change is challenging. That’s why it sometimes helps to rely on change management specialists for guidance or support. But when? It depends on the situation.

To better understand how leaders tackle change successfully, we asked business professionals to tell us how they approach this process. Nine people shared their recommendations. And despite their diverse experiences, some common themes emerged:

  • Help Employees Adjust
  • Include Employees in Decisions
  • Facilitate a Culture Shift
  • Encourage Two-Way Communication
  • Gamify Change Initiatives
  • Deliver Readiness Bootcamps
  • Involve Everyone in Training Curricula Updates
  • Build Skills for Collective Change
  • Keep Remote Teams in the Loop

To learn more about when and how your organization could benefit from these change management methods, read the full responses below…

9 Ways to Lead Change Management

1. Help Employees Adjust

Our direct managers’ plates are already full, so they don’t have enough time and energy to communicate about every change and seek continuous feedback from across their teams. That’s why we rely on dedicated change managers. They ensure that employees get the kind of support they need throughout any change process, and anyone with a question or idea has access to the right forum where they can speak their mind.

Sometimes, employees prefer to discuss these issues with change management specialists, especially if they’re worried about overloading their direct manager with more work. But the change management team is always available as an employee resource.

Their mission is to ensure a seamless adjustment — whether that includes taking ample time to listen to employee concerns, or to address suggestions that might make the implementation process better.

Jack Underwood, CEO and Co-Founder, Circuit

2. Include Employees in Decisions

Our organization isn’t big enough to require a change management team, so whenever a significant change is required, it’s imperative that we include employees in the process. Change can be daunting, stressful and scary, so it’s essential to mitigate any negative impacts, if possible.

Even if you’re just starting to consider a change, employee input is invaluable. People are much more likely to get onboard with new initiatives if they feel a sense of agency. Plus, they often have interesting insights and ideas to contribute.

And when you do move forward, respecting employees’ feelings and involving them in decision-making means you’ll have a smoother journey. Offering opportunities throughout the process to ask questions, raise objections and make suggestions is crucial.

These actions are not just about supporting change. They also reflect a spirit of inclusion. By seeking input and responding to ideas, you demonstrate that your employees are respected and valued, and they matter to your organization. Working together towards a shared vision and collective responsibility reinforces a sense of teamwork and helps employees feel more in control. This encourages engagement and helps employees embrace change.

Martin Gasparian, Attorney and Owner, Maison Law

3. Facilitate a Culture Shift

Our organization is tiny, so we do not have a dedicated change management team. However, we do have a culture committee composed of members from each department, and this group often helps navigate organizational change.

These representatives can act as liaisons and report on general workforce sentiments that might otherwise go unheard for fear of upsetting management. Members can also help their departments understand the reasoning behind a change decision and model a positive example of embracing and adapting to that decision.

A large part of change management is a cultural shift. So, the culture committee can help employees feel like they’re part of the process and help them view change as an evolution of company culture, rather than abandonment of the status quo.

Grace He, People and Culture Director, TeamBuilding

4. Encourage Two-Way Communication

We have a dedicated change management team at Brosix. That’s because change is an inevitable part of any business, and being prepared for it is crucial. One way we handle change is by empowering employees through communication. But change management communication involves more than just sending out a one-time email notice. It requires ongoing interaction with employees. And that demands dedication, clarity and consistency.

Effective two-way communication techniques like surveys, focus groups and informal feedback gathering give employees a voice in change-related decisions. When leaders involve their team in this process, people feel heard and appreciated. And when people feel valued, they’re more likely to welcome change and participate in making it happen.

Proactive two-way communication has other benefits, as well. Leaders can identify and resolve issues that are likely to cause resistance. And the organization can potentially avoid obstacles and pitfalls before they become a problem.

Stefan Chekanov, CEO, Brosix

5. Gamify Change Initiatives

At TechAhead, we have a dedicated change management team that is highly skilled in collaboration, communication and critical thinking. This team analyzes the potential risks and challenges that come with change and develops effective strategies to mitigate them.

To make the change process more engaging, accessible and effective, we use a unique “Gamification of Change Management” approach. Specifically, we’ve developed a game-based change journey that rewards employees with points and badges for completing challenges such as attending training sessions, participating in feedback surveys and collaborating with team members.

We also offer a “Change Management Cafe,” where we invite stakeholders to openly discuss their concerns, suggestions and feedback about changes we’re planning or implementing. This helps create a culture of transparency and collaboration, which makes the entire change process more inclusive.

Vikas Kaushik, CEO, TechAhead

6. Deliver Readiness Bootcamps

Throughout my career, I have seen many organizations struggle with change management. However, my current employer has implemented highly effective “change boot camps” for employees.

These boot camps are training sessions that focus on teaching people how to accept change and move through it with a positive mindset. They also receive resources and tools to make necessary transitions smoother.

With this structured approach to developing employee change capabilities, our organization is better prepared to handle change more efficiently, while maintaining morale, and ultimately achieving success in the transformational process.

Derek Bruce, First Aid Training Director, Skills Training Group

7. Involve Everyone in Training Curriculum Updates

The healthcare industry is a fast-paced, stressful environment where staying on top of constant change is critical. We don’t have a dedicated change management team, but we do have medical educators whose roles include change management. This comes into play for us when we introduce a new curriculum for medical certifications we offer.

Every two years, we need to incorporate best practice updates into our certification programs for medical skills such as CPR and BLS (Basic Life Support). It is our education team’s job to make sure our instructors and clients (nurses and healthcare workers) are up-to-speed with all these curriculum adjustments.

Because this change process focuses on our curriculum, it’s a business priority. That’s why it’s a central part of our education team’s ongoing responsibilities, rather than a standalone activity.

Brian Clark, CEO and Marketing Director, United Medical Education

8. Build Skills for Collective Change

Change management is central to our organization’s mission. We educate others about the power of facilitation in change management and we equip them with tools to transform the process by replacing traditional methods with facilitation.

Within our organization, we embrace the same philosophy. Rather than relying on a dedicated change management team, we focus on equipping individuals across the organization with facilitation skills to address change collectively.

By engaging stakeholders and empowering them to actively participate in the process, we are fostering a culture of change, adaptability and resilience. Ultimately, this means we can achieve change outcomes that are more enduring and effective.

Douglas Ferguson, President, Voltage Control

9. Keep Remote Teams in the Loop

We don’t have a dedicated change management team because our organization is a relatively small remote team. My partner and I oversee necessary changes. Currently, we’re focused on work to be done so we can boost our sales and generate business results.

However, for change management, we keep our employees in the loop by conducting frequent video calls and arranging online meetings so we can communicate our expectations and discuss any questions people may have.

We ensure that employees are satisfied with the volume and nature of their work, so no one feels overloaded. We also consider their feedback about the company’s operations, so we can incorporate changes they will appreciate and feel comfortable adopting.

Harman Singh, Director, Cyphere

 

How can employers avoid employee survey fatigue? Check these expert tips - including an idea you probably haven't thought about

Avoiding Survey Fatigue: 4 Tips and a Breakthrough

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Without a doubt, employee surveys are the most widely used employee engagement tool. Surveys make it possible for employers to gather workforce feedback quickly and easily in a form that’s convenient and comfortable for participants. They are often easier to set up and manage than other feedback mechanisms. Plus, acceptance rates show that employees prefer surveys over other tools. However, you can have too much of a good thing. In fact, research indicates that a constant flow of surveys can be costly and self-defeating. That’s because it leads to survey fatigue.

What is Survey Fatigue?

Survey fatigue is a common issue that HR and business leaders should keep in mind when seeking employee feedback. On one hand, people tend to appreciate being asked for input. On the other hand, surveys can reach a point of diminishing returns when employees become emotionally tired and disengage from the process. This happens for multiple reasons:

  1. When people receive too many survey requests within a short timeframe,
  2. When survey logic, structure, or content is overly complex,
  3. When surveys are unnecessarily long or repetitive,
  4. When people feel their feedback isn’t seriously received.

Survey fatigue decreases participation rates. This, in turn, can reduce data accuracy and understanding of employee community sentiment.

How Does Survey Fatigue Affect Employee Satisfaction Programs?

The goal of a good survey is to obtain the most reliable insights from a representative cross-section of your employee base. The higher the participation rate, the more accurate your response data is likely to be.

Survey fatigue can translate into lower overall response rates that jeopardize data quality. This seriously threatens your ability to gather valuable information about workforce satisfaction, morale, cultural health, and overall employee experience.

Can you conduct an effective survey with a low response rate, if the data is representative of your overall employee community? Yes. But only if you are very sure that the lower number of respondents is actually statistically representative of the larger group. And that is difficult to accomplish.

Here’s one reason why: People with strong opinions or extreme positions aren’t affected by survey fatigue, so they’re more likely to respond. That’s because they’re highly motivated to make their voice heard.

As a result, the survey data will reflect only the most extreme views. It won’t accurately represent the majority view because survey fatigue caused other employees to abandon the feedback process. This is a type of survey bias called non-response bias.

How to Avoid Survey Fatigue

It’s important to understand the most frequent causes of survey fatigue, as well as best practices to avoid it. While there’s no single way to prevent fatigue in employee surveys, combining multiple methods can help you develop engaging, accurate surveys that yield high response and completion rates.

Here are 5 strategies to try (including one you’ve probably haven’t yet considered):

1. Limit Survey Frequency

One of the most important ways to avoid survey fatigue is to carefully time the cadence. Some organizations assume “more is better,” so they send multiple surveys every month. But that kind of pace can overwhelm employees, and may overwhelm your staff, as well. Instead, step back and consider your goals. Then develop fewer surveys, each with a specific objective. For example, you can use pulse surveys to get a quick snapshot of employee sentiment about key topics of interest. On the other hand, a full-scale engagement survey is more appropriate for measuring overall employee satisfaction and commitment.

2. Keep Surveys Concise

Long, complex surveys can be overwhelming. They’re likely to discourage employees from participating. It’s important to keep every survey targeted, concise, and to-the-point.

3. State Your Purpose Every Time

You’ll want to be sure employees understand each survey’s objectives and importance. When people know how their participation can affect their work life, they’re likely to take the time to share their opinions. For example, let’s say you want to know how employees feel about your return-to-work policy before you adjust it. Tell them upfront you’re gathering feedback about this because you’re planning to implement changes next quarter.

4. Remember, Timing Is Everything

Survey timing can have a significant impact on response. For instance, surveying employees during busy or stressful timeframes may produce inaccurate results, because people may not have the time or energy to respond as fully or thoughtfully as they normally would. Instead, distribute the survey when employees are likely to provide meaningful feedback. And be sure to keep the response window open long enough to collect data from those who want to participate.

5. Tap Into the Power of Passive Listening

Here is one feedback strategy you probably haven’t considered yet — passive listening. Thanks to new technology, these capabilities are revolutionizing the traditional survey process. By leveraging AI technology, passive listening can improve your understanding of employee morale, work culture, and trending topics in work conversations. All of this intelligence is gathered automatically in real time, and is continuously available for deeper analysis and action.

By working in the background, passive listening gives HR teams a wealth of employee sentiment insights without forcing people to respond directly to a survey. In addition, passive listening helps HR and business leaders make future surveys even better by providing a head start in understanding what employees already think about key issues.

Final Notes

Survey fatigue can harm your organization’s efforts to gather valuable information about retention, satisfaction, morale, cultural health, and the overall employee experience. But you can avoid fatigue by reducing the frequency of feedback requests, keeping surveys concise, clarifying your purpose, carefully scheduling delivery timeframes, and relying on passive listening tools to gather helpful intelligence without having to develop and distribute surveys.

By following these guidelines, you can increase overall feedback and improve data accuracy, while gathering more valuable workforce insights.

Which benefits do onsite workers like the most?-Learn what works for modern employees in the post-pandemic era

Which Benefits are Best for Onsite Employees?

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Numerous jobs can be performed remotely or on a hybrid schedule. Still, more than 70% of full-time roles require people to work onsite. For instance, consider those involved in transportation, manufacturing, construction, and agriculture, as well as frontline workers in healthcare, education, retail, hospitality, and other service industries. How can companies in these sectors attract and retain talent more effectively? This article looks at how specialized benefits for onsite employees can help.

Demand for Onsite Employees Remains High

Employers have been reeling from a series of one-two punches in recent years. It all started with the pandemic quarantine in 2020. Then in 2021, more than 47 million people left their jobs during the so-called “Great Resignation.” Soon after that, the notion of “quiet quitting” caught fire, when many who remained in their jobs decided it was no longer worth the effort to go above-and-beyond.

By the start of this year, work trends hit a low ebb. On average, 4 million U.S. employees were resigning each month, and at least 50% of the workforce was doing no more than the bare minimum. Yet job openings remained at historic highs. No wonder companies continue scrambling to engage and retain talent — especially frontline workers.

How Targeted Benefits Help

With inflation already cutting into profits at many companies, higher wages aren’t in this year’s budget. So instead, they’re developing special benefits packages for onsite employees.

Of course, benefits have always been a factor in every candidates’ decision to accept a job offer. But now, attractive benefits are even more important —  especially when remote or hybrid work arrangements aren’t an option.

Thoughtful benefits that address the interests of onsite employees can make a big difference in an environment where employers offer remote and hybrid workers  35-hour workweeks, unlimited PTO, gym memberships, and a host of other creative options.

Here’s how a solid benefits package can help tip the scale in your favor in today’s talent market…

Which Benefits Do Onsite Employees Value Most?

1. Flexible Schedules

When remote work isn’t an option, flexibility is a must. In fact, 95% of workers think flexible hours are more attractive than remote work, according to a recent Future Forum survey. An Adobe survey echoes this finding, with 84% of respondents saying they desire a more flexible work schedule.

2. Flexible Personal Time Off

Flexibility in PTO has also been gaining traction. In the wake of the pandemic, traditional ways of allocating time off no longer appeal to onsite employees. For example, imagine a parent sometimes volunteers at their child’s school for several hours during the work day. That employee should feel empowered to adjust their schedule accordingly.

The same concept should apply for people who need PTO when they need time off to focus on their mental wellbeing. In fact, a recent Harris Poll found that 23% of workers are receiving new mental health services from their employers.

3. Childcare Assistance

Childcare benefits have also become more popular. Whether it’s a stipend to help cover ongoing costs, discounts on daycare center services, or onsite childcare options, these benefits can make a significant difference. In fact, childcare costs increased more than 40% during the pandemic, and they continue to rise. This is why onsite employees consider childcare assistance a highly valuable benefit.

4. Career Development

For many workers, professional growth is a primary concern. That’s why learning and development opportunities can elevate your benefits package for onsite employees.

If your budget doesn’t support a full-blown educational initiative, even a simple lunch-and-learn event series can help. Topics can reach beyond work-related skills and knowledge. For example, workers might find it helpful to learn about personal financial planning, healthy eating, time management or other life skills. By gathering input about employee interests, you can co-create a curriculum.

Building a Better Benefits Packages

How to attract and retain employees with benefits is a question for the ages. Many types of incentives can enhance recruitment and improve engagement, productivity and performance. But whatever you choose to offer, the overall package must make sense for your company and your culture, as well as individual employees. These guidelines can help you make better decisions:

1. Conduct Focus Groups

Involving employees in planning discussions is always a good idea. It’s the most logical way to arrive at reliable answers about the benefits people value most.

You’ll want to schedule at least several different sessions, each with a representative sample of onsite employees. You’ll also need to prepare a series of carefully designed questions, along with discussion prompts to keep the conversation going. Additionally, be sure to choose moderators who are skilled at leading discussions, probing for details, and gathering feedback from all participants.

2. Send out Surveys

If you don’t have time or energy to conduct focus groups, you can rely on the tried-and-true method of distributing an anonymous survey to gather honest input. This process may uncover certain employee benefits and incentives you wouldn’t learn about in group discussions. That’s because some people aren’t comfortable sharing their ideas in a small group  setting, so an anonymous survey can be an effective way to give more employees a voice.

3. Establish an Employee Resource Group

Employee resource groups (ERGs) are voluntary, employee-led groups that share a common interest and/or characteristic. They generally focus on accomplishing specific goals that tie-in with organizational culture and work life. Most groups exist to help cultivate inclusion and a healthy work environment, so this can be an ideal way to bring together voices that can speak and act on behalf of onsite employees.

4. Monitor the Competition

Even if you have strong internal input, you’ll find that studying industry competitors offers a wealth of information about how to build an attractive benefit plan for onsite employees. Look at standard practices and benchmarks — both inside and outside of your industry. With this kind of contextual insight, you may even find that you can expand and improve upon what others offer.

The Bottom Line on Benefits for Onsite Employees

Money may be one of the fastest ways to motivate employees, but even  employers with deep pockets can’t compete on price alone. Another company will inevitably find a way to offer people more. This is why a thoughtfully designed benefits package can be your strength. People are motivated by more than compensation. It all comes down to finding the right mix of benefits to attract and retain onsite employees.

For the best solution, start with your organization’s culture, values, and business realities. Then craft a benefits package that fits that framework.

How can proactive support lift employee engagement? Check this advice for HR and business leaders

How Proactive Support Lifts Employee Engagement

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For more than two years, employees have slowly — and sometimes reluctantly — returned to their workplaces. Leaders have been trying to instill a sense of normalcy within their organizations, even as team members grapple with new and ongoing challenges. But in many situations, a critical element is still missing: personal, proactive support. Let me explain…

Today’s world is a challenging backdrop for us all. Inflation is hitting everyone’s pocketbook. The economy isn’t healthy. And geo-political instability remains a constant. Meanwhile, daily life goes on. No wonder employees sometimes seem distracted. Whether people are dealing with challenges with work, family or other areas of their lives, they often need support from their employers.

But today’s workers expect more than just generous healthcare plans and personal time off. They are looking for flexibility — not only to work from home, but to focus on family matters when necessary. They’re interested in professional guidance. And they want the kind of transparency and feedback that will help them thrive professionally and personally. In short, they’re looking for genuine, proactive support.

Where did this start? Let’s take a closer look:

The Rise of Quiet Quitting

The tumult of recent years led us all to re-examine professional norms. Workers began openly asking deep questions like these:

  • “Do I need to commute to an office each day, when I can accomplish more by working from home?”
  • “Is my current job as personally fulfilling as I would like it to be?”
  • “Does my employer give me what I need to excel in my role?”

Not surprisingly, we saw the Great Resignation wave in 2021. And that gave way to last year’s “quiet quitting” surge, when some workers decided to contribute only the minimal level of effort necessary. This trend caught-on fast. In fact, by the second half of 2022, more than 50% of U.S. workers had joined the “quiet quitter” ranks, according to Gallup.

The Next Wave: Conscious Quitting

But dissatisfied workers can’t remain quiet for long. Indeed, as former Unilever CEO, Paul Polman predicted early this year, “An era of conscious quitting is on the way.”

To get a handle on this shift, Polman commissioned a survey, called the Net Positive Employee Barometer. The results reveal that a majority of U.S. and U.K. employees are dissatisfied with corporate efforts to improve societal wellbeing and the environment.

Nearly half of respondents said they would consider quitting if their employer’s values didn’t align with their own. In fact, one-third have already quit for this reason — with even higher resignation rates among Generation Z and Millennial workers. Here’s why:

  • Younger workers believe they should rethink their commitment to an employer if the organization doesn’t demonstrate important values. Primarily, this includes Generation Z employees (born between 1997 and 2012). They’re highly socially aware. And by 2025, they will comprise almost 30% of the global workforce. They have also normalized the idea that workers can make demands on their employers.
  • Boomers and Generation X workers are also questioning workplace norms, although they’re less vocal about it. These workers were raised to “dress for the job you want”, “go above and beyond,” and “always be respectful.”

So we’re seeing a natural generational transition, hyper-accelerated by COVID and the Great Resignation. Workers are challenging the status quo. They’re looking for employers to meet them where they are and give them what they want.

But employers need to realize engagement is not one-size-fits-all. Multiple generations are involved, with different people at different points in their careers.

Proactive Support Starts With Awareness

If an employee is tuning out, do you know why? If you’re unsure, it’s time to dig deeper. When an employee performs at 85% capacity, their behavior could be about your organization, about their own circumstances, or a combination of factors. Regardless, it deserves an honest assessment. For example:

  • Is your infrastructure designed to encourage employee success?
  • Do you provide the kind of culture and resources that help people perform at their peak?
  • How well do the employee’s skills and knowledge fit their role?
  • Is the individual struggling with a personal crisis, such as a divorce?
  • What other factors may be influencing the employee’s behavior?

Employee engagement depends on an environment that promotes work-life integration. Unlike so-called “work-life balance,” work-life integration acknowledges each employee as a whole person (not just a 9-to-5 version). In daily life, this means employees are free to run an errand or tend to a family member during work hours, if needed.

This kind of freedom comes when employers trust their people to make wise choices about how to get the job done.

Mapping the Work-Life Territory

To empower people this way, HR and business leaders must clarify employee roles and responsibilities, and be sure they’re aligned with broader objectives. To get started, consider questions like these:

  • What are your company’s goals?
  • Do these goals cascade down and across your organization, so teams and individuals understand how their role (and associated responsibilities) contribute?
  • How do employees feel about their objectives?
  • Do you sense a gap between expectations and employee buy-in?
  • Are you actively listening to employees? Do you understand their mood, morale and daily experience?
  • How do you gather input and confirm employee sentiment?
  • Do you demonstrate that you’re paying attention?

How Proactive Support Works

Engagement is never perfectly consistent. In any given year, engagement will dip at some point for some people — even among high performers. This may be a response to work challenges, the organizational environment, or even personal issues, such as caring for an ill parent.

An environment of open, honest communication and support should offer enough elasticity to account for these dips.

Likewise, an individual’s capacity for engagement evolves and changes over time with their role. For example, a recent college graduate’s engagement “peak” is likely to look different than someone with 20 years of business experience.

If a dip in engagement does require intervention, start by gathering input from the individual, so you can identify the root of the problem. Often, you’ll find that an engagement drop coincides with an energy drain in the work environment. For instance:

  • Is the employee’s valuable energy being spent on the wrong things?
  • Are people required to do “focus work” in a noisy, chaotic office?
  • Have collaboration or communication tools become a distraction?
  • Are low performers or disgruntled team members creating a dysfunctional group dynamic?

Look for other signs that deserve further investigation. If a vocal person is suddenly quiet during meetings, take note. If someone stops volunteering for projects, take note. If someone is less responsive to requests than usual, take note. Talking with a core group of people (including an employee’s manager, the HR team, and co-workers) can provide a view into an employee’s contribution to the company and can shed light on issues that may not be obvious.

During the Dips: Stay Flexible, Observe, and Act

Whenever you diagnose disengagement, you’ll want to treat it with a direct approach. Earlier, I mentioned keeping a pulse on employee experience. One-on-one employee/manager meetings are key here.

A manager might say to a remote employee, “I’ve noticed a change in your availability recently. It’s been difficult to reach you over the past few weeks. Is something happening that I can support you with?”

Keep probing. Does the employee seem unaware of an issue? Is contact or communication eroding with others on the team? Could the organization take steps to help the individual re-engage? If not, does the employee no longer seem to believe in the company’s mission?

Once you know the answers to questions like these, it’s important to follow-through quickly with affected employees and leaders. The worst thing you can do is nothing at all. Unanswered issues tend to arise in pockets. But negativity can be contagious, and it can spread rapidly across an organization.

Final Thoughts on Proactive Support

Success in the future of work requires more buy-in than ever. Workers want to feel good about supporting their company’s mission. They want to believe their company trusts them and supports them, in return.

Relying on a holistic, proactive approach to the employee-employer relationship will earn you the kind of buy-in that keeps your team members engaged and motivated.

More people are tuning in to music at work. Why is shared music becoming more popular at the office?

More People are Tuning in to Music at Work. Why?

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TalentCulture Content Impact Award Winner - 2023
Music is a great unifier. In our private lives, shared tunes always have a way of bringing people together to sing, dance, laugh and socialize. Now, we’re hearing more music at work, as well. Why? Multiple factors are driving this increasingly popular way of enhancing today’s work environments.

In the past, employees became accustomed to hunkering down at their desks and “Takin’ Care of Business,” as the 70’s song says. But things are different now. These days, employers are looking for fresh ways to draw employees back to the office, get them connected, and keep them engaged with work.

This is why we see growing interest in interactive jukebox music experiences like TouchTunes Unlimited. By offering easy access to a customized work soundtrack, employers can improve performance while simultaneously enhancing company culture.

Imagine how you could boost morale by inviting employees to collaborate on a digital jukebox playlist. And then think about how uplifting it would be when teams gather and connect around this modern workplace watercooler.

It’s a simple way to lighten the mood, while improving productivity throughout the workday. Here are the top ways music in the workplace can leave a lasting impact on your employees and your company culture:

Biggest Benefits of Music at Work

1. Music Boosts Productivity

With 8 hours in a traditional workday, 40 hours in a typical work week, and 52 weeks in each year, staying productive at work can sometimes feel like an uphill climb. Even with flexible work schedules and hybrid work models, many people are back in the office on a regular basis. But staying focused and on task for hours each day isn’t easy.

Interestingly, the 8-hour workday hasn’t always been a standard. In fact, similar to the current push for a 4-day workweek, the 8-hour workday started in the early 1900s as a way to make work more sustainable for factory employees who often worked 10-16 hours a day.

Of course, no matter how much time people spend at work, it’s important to make every hour as productive as possible. And sometimes, it takes extra creativity to keep teams energized and motivated. This is where it helps to play music at work..

For instance, pop songs not only spark a little toe-tapping, but they also motivate us to step up our work pace. In fact, research shows that 58% of data-entry team members work faster when listening to pop music.

Also, playing music in a shared workspace encourages more frequent breaks throughout the day. A quick dance break fills the moments between meetings. A certain song sparks a bit of chatter about fond memories. A brief discussion about which song the jukebox should play next. Then, people get back to business.

These “microbreak” moments aren’t a waste of time. They’re an easy way to boost productivity without disrupting work flow. In fact, research shows that our minds perform better when we switch between focused and unfocused mental states. This can actually spark more creativity and improve decision-making.

2. Music Reduces Stress

Creating a business environment where employees have a healthy work-life balance is crucial now. In the aftermath of the 2020 pandemic, millions of workers have walked away from jobs, searching for something different.

In response, employers are stepping up and focusing on workforce retention. Mental health has become a top priority because it directly influences employee wellbeing and job satisfaction. In fact, 78% of survey respondents told Mental Health America that work stress affects their mental health.

Music is proven to have a profound effect on mind and body. For example, Stanford researchers found that slow, soothing melodies and tempos reduce stress levels by quieting the mind. This kind of music also relaxes our muscles and shifts our mood away from feelings of anxiety.

3. Music Combats Isolation and Fosters Connection

We live in a world where digital tools, social media and instantaneous communication surround us. Yet, with many people still working remotely or on a hybrid schedule, employees are experiencing more loneliness than ever. In fact, one study found that 72% of workers feel lonely at least once a month, and 55% experience loneliness on a weekly basis.

It’s time to encourage human connection and collaboration by using technology more creatively. This is especially important now, because many people are seeking more meaning from their work. For instance, McKinsey says 70% of employees believe their work should bring a significant sense of purpose to their lives.

Increasingly, people are turning to collaboration tools to stay more connected with others. In fact, Gartner found 80% of workers rely on collaboration tools, up 44% since 2019. But as your organization implements new software and systems to keep employees connected and engaged, consider looking beyond the computer screen.

Music at work has the power to bring people together in meaningful and memorable ways. The sound of favorite tunes from a blend of genres — rock, country, pop, Latin and hip hop — do more than stir our emotions. They create a common language that can define and reinforce any company culture for the better.

This is why I suggest that employers ditch the isolation of earbuds and hiding in cubicles for hours on end. Instead, invite teams to participate in selecting music that will motivate them throughout the day.

What better way to foster genuine human connection than a digital jukebox, available to all whenever the mood strikes? The fun of music at work can revitalize coffee breaks, lunch time and group meetings, when employees come together and bond over their favorite songs.

Final Thoughts on Music at Work

Music certainly has its place at work. It deserves to be shared, enjoyed and powered by employees who sometimes spend 40 hours (or more) each a week together in an office, warehouse, retail store, or other work environment.

Digital entertainment solutions are bringing the music people love to the modern workplace. The concept is simple. The impact is real. When you invite music into your workspace, everyone who listens can benefit.

After Layoffs, How Can Employers Handle Survivor Guilt?

After Layoffs, How Can Employers Handle Survivor Guilt?

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We may or may not be heading for an economic downturn this year, but we certainly are seeing a slew of layoffs. The technology industry has been most heavily affected, with more than 224,000 jobs eliminated since the start of 2022. Although many small companies are affected, we’re also seeing announcements from big names like Alphabet, Amazon, Microsoft, Salesforce, and Meta.

Now, layoffs are spilling into other sectors as well. For instance, Disney, Goldman Sachs, and FedEx recently announced job cuts. Even McDonald’s is downsizing.

But no matter where and when layoffs happen, we can’t help wondering about the people who’ve lost their jobs. How will they cope financially? How will their mental health be affected?

It’s natural to be concerned about their wellbeing. But what about employees who remain onboard? We shouldn’t forget about them.

Many of these layoff “survivors” are likely to be suffering as well. They may be expected to put in extra effort or take on additional tasks to cover for those who are gone. All the while, they’re worrying about whether their own job will vanish next. Survivor guilt only compounds their problems.

Recognizing the Trauma of Layoffs

When lives are lost in a traumatic event, survivors sometimes feel guilty because they didn’t die. Or they may obsess about what they could have done (but didn’t) to help save others. This survivor guilt phenomenon also emerges in the aftermath of work layoffs. Although the situation is less dire, employers should take it seriously.

Remaining employees may feel guilty because they still have a job when others lost theirs. They may believe they’re less worthy or less skilled than those who were laid off, which further compounds feelings of guilt. This is one reason why layoff survivors typically don’t perform as well as predicted, which can ultimately harm business performance.

Learning From Covid Layoffs

The last big wave of layoffs happened during the Covid pandemic. At that time, my organization conducted research to understand the impact on employees. Specifically, we asked people how much they agreed or disagreed with these questions:

  • I am annoyed or angry that I am still working, when others have been laid off or furloughed.
  • I feel guilty about having a job, when others have been laid off or furloughed.

We found that remaining employees were much more likely to feel guilty than annoyed. In fact, only 5% agreed or strongly agreed that they felt annoyed or angry. In contrast, 33% agreed or strongly agreed that they felt guilty. This means a third of respondents were experiencing survivor guilt.

Upon closer inspection, we found that the extent of this guilt varied considerably from person to person. In part, it was due to differences in personality preferences for either Thinking or Feeling, a dimension included in the Myers-Briggs Type Indicator (MBTI) framework.

People with a Thinking personality preference prefer to make decisions based on objective logic. In contrast, those with a Feeling preference favor decisions based on values and how those decisions affect people.

Our research found that individuals with a Feeling orientation were significantly more likely to experience guilt than those who lean toward Thinking. Specifically, 44% of people with a Feeling preference agreed or strongly agreed that they felt guilty, compared to only 21% people with a Thinking preference.

How Guilt Affects Remaining Employees

Given today’s economic pressures, organizations could see a repeat of the 2020 survivor response. It’s important for line managers to pay close attention to this, because survivor guilt can erode job performance.

But here’s a potential problem: Managers and executives are far more likely to have a Thinking personality preference. This means they’re less prone to survivor guilt, themselves. They’re also less likely to notice survivor guilt in others, or take it seriously.

How can organizations bridge this gap? The MBTI assessment and similar tools can help managers understand if their staff members see the world the same way they do. When an assessment reveals misalignment, it can help managers recognize that, even if they aren’t experiencing survivor guilt themselves, they should be open to others who are struggling.

Steps to Minimize Survivor Guilt

Managers and HR specialists can take several steps to mitigate the worst effects of survivor guilt. For example:

1. Let remaining employees know that you addressed all those who were laid off as individuals and you treated them as well as possible. But don’t communicate this message if it isn’t true. People with a Feeling preference have a knack for sensing inauthenticity. So lying will make matters worse than saying nothing at all.

2. Offer to help employees who lose their jobs. For example, you may want to offer outplacement counseling to everyone who is laid off. Providing this kind of support is a moral thing to do. Plus, it can improve morale and engagement among those who remain. So, even though it increases the upfront cost of layoffs, this investment can lead to tangible business benefits.

3. Reassure employees that, even if they had been prepared to make sacrifices themselves, the outcome wouldn’t have changed. Again, don’t communicate this message unless it is true.

4. Clearly explain the rationale for layoffs to those who are leaving as well as those who remain. This helps avoid the appearance of arbitrary decision making.

5. Do not congratulate survivors because they still have a job. This may only increase any guilty feelings they’re experiencing.

6. Establish multiple channels to share information on an ongoing basis. People have different communication preferences, depending upon their personality. That’s why it’s important to offer a variety of methods, especially if your organization includes remote and hybrid workers. Here are several ideas:

Provide opportunities for people to ask questions and submit suggestions. Some people prefer live face-to-face discussions, group meetings, online forums, or instant messaging. Others need to think about questions and submit them in writing. These people may feel more comfortable with on-demand online events, online feedback forms, email messages, or anonymous surveys.

Whatever communication mix you implement, be sure to set expectations for how quickly you’ll respond to questions, ideas and comments. And once those guidelines are in place, be sure to follow through.

Final Thoughts

Whenever employers initiate layoffs, it’s vital to consider the organization’s psychological contract with employees. Unlike a tangible work contract based on things like salary and working conditions, the psychological contract is intangible. It focuses on values and “the way we do things around here.” This contract is an implied agreement between employer and employee.

Organizations must consider if and how layoffs violate this contract. When this is the case, leaders must explain their actions. Otherwise, employees with a Feeling personality preference may walk away from their jobs without any explanation or warning. They’re likely to feel justified because their values have been compromised.

To avoid these unintended consequences, think ahead about the implications of layoffs — not only for those who will lose their jobs, but also for those who will remain. Then act accordingly. If you want your organization to prosper in the long-run, ignoring survivor guilt is not an option.

Cognitive-decline-at-work-Employers-Are-You-Prepared?

Cognitive Decline at Work: Employers, Are You Prepared?

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Cognitive decline is a tricky subject. It can be caused by a variety of factors – from natural aging to hypothyroidism to Alzheimer’s disease. Sometimes, the symptoms are treatable and reversible. But in other cases, cognitive struggles indicate the onset of a serious underlying illness that will eventually become debilitating. Either way, working alongside a person with cognitive issues can be difficult. It’s okay to admit that.

But what can you do to support someone who suffers from increased confusion, memory loss, a shorter attention span, or other cognitive challenges? And how can you minimize safety risks that could harm that individual or others on their team?

Putting People First

Let’s start with mindset. Sweeping generalizations and business rules aren’t helpful when addressing specific cases of cognitive decline. Mental capacity is a sensitive issue. Therefore, tact and prudence are of utmost importance when discussing this topic.

Every situation is complex and unique. It requires awareness of an individual’s industry, organization, job responsibilities, performance history, and work context. Therefore, it makes sense to respond in a personalized way.

Nevertheless, employers can’t deny broader societal factors that are making conversations about cognitive decline much more important and more commonplace.

Coming to Terms with our Aging Workforce

We’re all aging. It’s a fact of life. But now, significant generational shifts are beginning to shape the future workplace. For example, Americans are living longer, and more of us are working later in life.

Although I’m a fan of encouraging older people to participate in the workforce, it’s time for organizational leaders to address age-related cognitive decline. By becoming more educated and cautiously protecting all employees, employers will be better equipped to support our aging workforce.

Here’s why this is so important. Recently, the Harvard Law School Bill of Health newsletter published some staggering statistics in its article, “Managing Cognitive Decline Concerns in the Workplace:“

  • By 2034, about 77 million U.S. residents will be senior citizens. That’s about 21% of our nation’s population.
  • After age 65, the risk of Alzheimer’s disease doubles every five years. And nearly one-third of people over 85 have this disease.

Of course, Alzheimer’s is only one cause of cognitive decline. However, because so many people are touched by its ripple effects — family, friends, and work colleagues — it illustrates how devastating cognitive decline is likely to be as Americans continue to age.

Soon, most of us will know, love or work with someone touched by Alzheimer’s or another form of cognitive decline. So, how can we prepare to handle this professionally, legally, and with grace?

The Impact of Cognitive Decline at Work

When cognitive changes impact reliability – and even trust – it becomes a larger issue for leaders and teammates. Memory loss, difficulty with multi-tasking or problem-solving, and even personality changes can upset and distract colleagues.

It’s important to treat this topic with compassion. But that means care and concern should also extend to co-workers who are directly experiencing these effects. Keep the door open for discreet conversations about their concerns, and invite input on how to improve the situation.

SHRM offers multiple recommendations in its article, “Coping with Cognitive Declines at Work.” These are some suggested priorities for employers:

  • Conduct a Safety Assessment. The need for this is more obvious in certain lines of work, where rapid response is critical. However, it can be a factor in other professions, as well. There are multiple ways to determine if a person is safe to work.
  • Engage Employees. Non-confrontational conversations about specific concerns are an opportunity to find out more about what’s going on and open lines of communication for future dialogue.
  • Keep Thorough Records. Take notes that detail your concerns. Repeated instances of missed deadlines, significant memory lapses, or behavior problems may be helpful down the line. Stick to the facts and steer clear of age-related commentary.

Legal Considerations

Let’s start at the top. There is no reason to draft a policy that defines workability or retirement readiness. Mandated retirement policies are illegal.

Larger organizations with legal counsel are well aware of The Age Discrimination in Employment Act of 1967. However, if you’re a leader at a new or smaller company, you’ll want to familiarize yourself with the basics of this law.

Also, if you need a refresher, be sure to take the time to revisit these regulations. Understanding the legal parameters of hiring, firing, and pushing retirement based on age is a savvy business move. It’s worth your while because the business risks of acting outside the legal lines can be significant.

Cognitive testing is also dicey from an ethical and legal perspective. Harvard says, “Testing older employees who have no job performance deficits, but not testing younger ones, violates the core principles of the ADEA.”

And that’s not all. It also violates the Americans with Disabilities Act (ADA). This law permits employers to test employees only if the assessment is job-related and consistent with business necessity. According to the Equal Employment Opportunity Commission, testing is permitted only if it is “triggered by evidence of current performance problems.”

So, to avoid claims of age discrimination, will employers want to administer cognitive tests to all employees? Let’s not go there, either. It triggers a slew of concerns related to ADA, Title VII, and other discriminatory issues.

Lastly, it’s important to consider the tremendous medical advances that have led to predictive tests and markers associated with cognitive decline. However, it seems logical to leave those medical procedures to employees’ families. That said, if an employee brings these findings to your desk, be prepared to align your discussion with ADA regulations.

Solutions Start With Education

You may wonder why I’ve been investigating this topic. To be honest, it comes from a personal place. Someone dear to me was deeply concerned about a coworker’s cognitive decline.

I am sure I’m not alone. More and more of us are crossing paths with people who display cognitive changes or have been diagnosed with a related condition. Some of you have been caretakers for those who have experienced cognitive impairment.

This is a triggering and heart-wrenching topic. It’s delicate. But it’s important. And if you are an employer or people manager you’ll likely find yourself affected by it more frequently, going forward. My best advice? Educate yourself.

Upon exploring this topic – and then writing about it – I’ve felt some anxiety and dread. But knowledge is power. And fortunately, there is an abundance of reliable information at our fingertips.

It’s important to be curious and forward-thinking about a topic like this. It’s equally important to understand the law, as well as the needs of people who may be unsure and fearful about their own diminishing cognitive capabilities.

If this is new territory for you, don’t be afraid to ask questions, read up, take notes, and admit that you are learning. But watch your language, mind your approach, and make decisions carefully. Err on the side of caution and care. And remember that kindness is always a good move.

Resources

Alzheimer’s Association: This organization offers many resources, including:
10 Early Signs and Symptoms of Alzheimer’s

CDC:
Subjective Cognitive Decline: A Public Health Issue

Mayo Clinic:
Mild Cognitive Impairment

U.S. Equal Employment Opportunity Commission:
Mental Health Provider’s Role in a Request for Reasonable Accommodation at Work

Workplace Strategies for Mental Health (via Canada Life):
Dementia Response for Leaders

Can the corporate fitness center make a strong comeback? Check these insights from a corporate fitness expert

Can the Corporate Fitness Center Make a Strong Comeback?

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These days, many facets of work life are changing. But here’s one trend you may not have been expecting to see: The return of the corporate fitness center. Why is this happening?

Many employers are requiring staff to return to the office for at least several days a week. In fact, 77% of Fortune 100 companies have already adopted hybrid work schedules.

As a result of this shift, employees are expressing interest in reconnecting with colleagues they saw only on Zoom calls during the pandemic. With the days of forced remote work behind us, people naturally want to strengthen work relationships. And smart employers are responding in creative ways that build a sense of community.

This shift opens the door for a corporate fitness center comeback. However, the fitness facility of 2023 looks a bit different than you may recall from the past. Today’s corporate fitness center is becoming a community hub of sorts for employees who share an interest in health and wellbeing.

Inside the New Corporate Fitness Center

You’ll still see employees showing up at the corporate fitness center for individual workouts. But you’ll also see them participating in a variety of other activities such as:

  • Small group training sessions
  • “Buddy Sessions”
  • Wellness challenges of all sorts
  • Educational classes, seminars and series

Some are even involved in workshops with registered dieticians who are helping them embrace a lifestyle of holistic health and wellness.

In the broader health and wellness industry, boutique and specialized fitness gyms are already doing an excellent job of delivering programs like these. In fact, they’ve hit a new gear recently, primarily because they’re able to develop a “tribe” culture, where people work together and hold one another accountable for reaching their goals.

I think we’ll see corporate fitness centers fulfilling that same need in 2023. Here are 3 key ways they’re already rising to the challenge…

3 Fresh Corporate Fitness Center Moves

1. Growth in personal and small-group training

In the fitness centers we manage for clients, we’re seeing a huge surge in employees signing up for personal and small group training opportunities. As I mentioned above, this trend is largely driven by employees’ desire to reconnect and build deeper bonds with their colleagues. But another factor is involved here, too. People are looking for the special kind of accountability and support that comes with peer-to-peer programs.

As an employee at one of our client sites recently explained: “My workout motivation starts in the fitness center. I love my gym friends and the staff! We all need community, and the fitness center community is so important to me. I didn’t realize how much I missed being physically present here during these past few years.”

Requests for personal training are also exceeding pre-pandemic levels at many of the corporate fitness centers we manage. And we’re finding that employees are looking for more than just physical training during these sessions.

We know we’re serving savvier fitness consumers who have clear expectations about what they want to gain from membership in a corporate fitness club. And we’re expanding our scope to incorporate more facets of wellbeing into these programs. For example, we now include education and support for stress management, sleep education, and nutrition basics.

2. More collaboration with employee clubs

Partnering with existing on-campus interest groups is a great way to tap into audiences that are already connected and engaged. For example, we recently helped a technology industry corporate fitness center collaborate with multiple employee clubs for the company’s “Spirit Week” activities and annual 5K run.

Also, for one of our medical technology clients, we partnered with on-campus veterans clubs to engage members in customized fitness challenges. For Navy vets we arranged a rowing challenge, while Marines performed tire flips, and Army vets focused on push-ups. Then we pivoted the military fitness challenge to a 1k/5k run, so hybrid workers could easily participate from anywhere, anytime, depending on their schedules.

3. The rise of hybrid fitness memberships

I think we’ll also see corporate fitness centers get creative in how they deliver services to employees. They’re already doing this with so-called “hybrid memberships.” This relatively new kind of membership model gives employees a chance to tailor their wellness activities to their schedule.

Let’s say your employees work on a hybrid schedule where they’re at the office two to three days a week. On those days, it’s easy to workout at the on-site fitness center, where they get a great club experience as well as opportunities for social interaction. Then, on days when people work remotely, they can participate in virtual fitness activities from home.

This way, they can join live or live-streamed fitness classes, and also tap into on-demand content for convenient access to activities no matter where they’re located. Also, with these new hybrid memberships, they can now visit local yoga, boxing and pilates studios, so they can fit workouts into their schedule whenever and wherever it makes sense for them.

We’re seeing lots of enthusiasm for this model — combining on-site sessions, partner gym networking and at-home workouts — with the corporate fitness center as the hub of all these wellness activities.

Final Thoughts

The overarching theme here is convenience and simplicity. Whether employees are working on-site, remotely or in hybrid mode — we want to help them stay active and maintain healthy habits. Now, corporate fitness centers can support these goals in more ways than ever. Keeping things simple, accessible, and fun is the key to consistency.

I know from experience that with benefits, “more” isn’t always better. It’s really about benefits that are relevant, useful, and easy to apply. And with the advances we’re seeing in corporate fitness centers, I think wellness programs will soon become even more valuable and popular among employers and employees, alike.

Employee wellness has become a top priority for employers in the post-pandemic era. What can your organization do to encourage workforce wellbeing? Here are 12 ideas from business and HR leaders

12 Ways to Prioritize Employee Wellness

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Organizations have long considered employee wellness a priority. But in the wake of the pandemic, it’s more important than ever. Here’s why: 99% of organizations are facing talent challenges. And after years of disruption, workforce wellbeing is on especially shaky ground. Investing in wellness could go a long way to restore employee confidence and commitment.

Indeed, even before Covid, research found that when employers made workforce wellbeing a priority, they could significantly boost productivity and other key business metrics.

That’s why we asked HR and business leaders to answer the question: “What are some effective strategies to prioritize employee wellness?” From simple in-the-moment exercises to formal, ongoing programs, the answers are as diverse as the individuals who responded. Here are 12 of the best ideas we received:

  • Involve Employees in Wellness Program Design
  • Hire a Chief Wellbeing Officer
  • Promote Integrative Breathing Practices
  • Empower People to Embrace Healthy Eating Habits
  • Suggest Simple Mental Fitness Routines
  • Cultivate Better Communication Skills
  • Encourage 5-Minute Clarity Breaks
  • Check-in to Understand Wellness Needs
  • Schedule Regular Health Screenings
  • Train Managers in Soft Skills
  • Conduct Employee Wellness Challenges
  • Include Financial Wellness

To learn more about how your organization can make the most of these ideas, read the full responses below…

12 Ways to Make Employee Wellness a Priority


1. Involve Employees in Wellness Program Design

The most successful employee wellness programs address individual needs while supporting overall workforce health goals. Programs designed without employee input lead to low commitment and participation.

To avoid this, assess employee needs upfront to identify factors that influence their health. This helps you prioritize offerings that employees are likely to find worthwhile. It can also open the door to innovative ideas you might not otherwise consider.

As a baseline, conduct an anonymous organization-wide intake survey that asks employees to identify key wellness issues and objectives, as well as tools and resources they think can help them achieve their goals. If possible, also arrange face-to-face conversations or online public forums so people can discuss ideas with others if they choose.

Then use this input as a guide to define, develop, implement, promote and manage your initiatives. Continue to seek regular feedback. Also, be prepared to make modifications. This collaborative “continuous improvement” approach can lead to a more robust, effective program that both employees and management take pride in.

Monique Costello, Wellness Educator and Functional Medicine Coach, Happy Eats Healthy

 

2. Hire a Chief Wellbeing Officer

Many companies are building more robust, healthy corporate cultures where employees feel valued and respected. But true corporate resilience requires an intentional, integrated effort. It starts with leadership’s commitment to improving and sustaining employee performance and wellbeing. And increasingly, we’re seeing this agenda as the primary responsibility of an emerging role: Chief Wellbeing Officer (CWO).

CWOs are not only the go-to person for all employee wellness issues. They also work in concert with other executive officers across the organization to lead by example, supporting an environment of openness, advocacy, shared values, and collective purpose.

In the wake of the pandemic, many CWOs are focusing heavily on burnout and its effects on individual wellness and performance. To address this complex issue, initiatives often integrate multiple elements, such as adjusted work policies, targeted educational workshops, 1:1 health/resilience coaching, enhanced mental health resources, break rooms, workout facilities, and more.

Viktoria Levay, Corporate Wellness Coach and Resilience Trainer, LÉVAY


3. Promote Integrative Breathing Practices

Excessive stress has a negative impact on every functional system in the human body. So, for organizations to help employees achieve maximum health benefits, wellness efforts should be accessible to all and easy to integrate into daily habits. A thoughtful workforce breathing program can offer that kind of benefit.

Proper breathing techniques can improve physical health as well as productivity, creativity, and mental acuity. A holistic breathing program can improve employee health outcomes on an individual and team level while elevating overall workforce wellbeing. For lasting results, design, implement and maintain this program with a top-down, inside-out approach.

What does this look like? Make a lasting commitment to promoting effective breathing practices. And be sure to share progress so employees will want to continue this habit.

Lisa Charles, CEO, Embrace Your Fitness, LLC

 

4. Empower People to Embrace Healthy Eating Habits

Everyone needs to eat, but some of us make better food choices than others. Educating employees about how to nourish themselves with smart nutritional habits can help them prevent chronic health conditions. It also improves work productivity, performance, and wellbeing.

Here’s a strategy for motivating employees to incorporate a healthy diet into their daily lives: Offer live cooking sessions with a health coach. Participants can taste nutritious alternative foods and learn how easy it can be to cook healthy meals. They can also find out how some foods reverse chronic diseases such as type-2 diabetes and heart disease in as little as eight weeks.

And here are bonus benefits: Research says that employees who eat together feel better, have more sustained energy, and are more engaged and productive at work.

Claudia Grace, Health and Wellness Coach, Claudia Grace


5. Suggest Simple Mental Fitness Routines

Negative thought patterns can increase stress, which in turn, causes attention, engagement and productivity to decrease. But through education, you can help employees intercept these troubling thoughts, and shift to a positive mindset. People who consistently apply these techniques can strengthen their focus, improve their health and achieve peak performance.

When employees feel triggered by a conversation or stressed about a challenging workload, they can take a mental time-out and engage their senses for 10-15 seconds. Anyone can activate this mental “reset” process by focusing intently on a nearby object. Pay attention to its color, shape, texture and small defining details. Then shift focus away to a distant sound, such as a conversation, a ringing phone, or a passing car. Another helpful exercise is to slowly rub two fingers together for several seconds. Notice the temperature and texture of your skin as you move your fingertips.

These micro-meditations help shift your focus away from negative thought patterns and reduce unwanted stress. 

Lisa Hammett, Success Coach, Author, and Motivational Speaker, Success Coaching

 

6. Cultivate Better Communication Skills

As kids, we all learn how to talk. But sadly, very few of us are taught to communicate well. So as adults, we bring bad habits and patterns from those early years into our work lives. Even when we’re aware of these issues, many of us aren’t sure what we can do to achieve better results. 

Neuro-Linguistic Programming (NLP) is one of the best toolkits for improving communication. By investing time to understand NLP, people can begin to recognize why they respond to situations the way they do. It also helps them listen to teammates to improve understanding, rather than listening to reply. 

Everyone wants to be heard and understood. That’s why building these skills can work miracles for organizations that want to encourage better relationships among employees. By strengthening communication, teams can work effectively to grow a happier, more profitable organization.

Christina Beauchemin, Founder, Let My Legacy Be Love, LLC

 

7. Encourage 5-Minute Clarity Breaks

Here’s a simple strategy. Recommend that employees replace a daily coffee break with 5 minutes of meditation. This can reduce stress and anxiety while increasing focus, clarity, and productivity.

The process is simple to teach. Ask participants to set a timer, close their eyes, sit up straight, and keep both feet on the ground. Inhale deeply through the nose, hold that breath, and count to 7. Then exhale slowly through the mouth, relaxing the shoulders, belly, and hips. Keep your attention focused on your breath and repeat this cycle at least 5 times.

Simple, but not easy. The mind may wander, but when it does, just return to focusing on the rhythm of your breath. People who rely on this routine will soon look forward to these relaxing brakes. There is always time to grab coffee later!

Dani Sheil, Wellness Coach, Dani Sheil

 

8. Check-in to Understand Wellness Needs

Do you have a finger on the pulse of wellness in your organization? Take time to survey employees, so you can get a realistic sense of challenges that affect their health and wellbeing, and the kind of support they would appreciate. Even if your organization doesn’t have a large budget, this process can provide information that will help you focus your efforts where you can make the biggest impact. 

If you don’t have resources to conduct a formal survey, start by integrating questions into existing processes, such as team meetings or performance reviews. The more you engage people in conversations about this, the more effective you can be.

Aileen Axtmayer, Career Coach and Corporate Wellness Speaker, Aspire with Aileen

 

9. Schedule Regular Health Screenings

With access to periodic onsite health screenings, employees can easily monitor their health and catch potential issues early on. Screenings can cover a range of health metrics, such as blood pressure, cholesterol, and blood sugar levels. Establishing this kind of baseline for each employee provides the information they need to define reasonable health goals.

Regular check-ins can also help motivate individuals to work toward positive change and remain accountable for managing their habits on an ongoing basis. Ultimately, prioritizing employee wellness through annual health screenings can lead to a healthier, happier, and more productive workforce.

Benan Yuceer, Founder and Head Coach, BeYu Wellness

10. Train Managers in Soft Skills

Managers play a key role in ensuring that teams have a healthy work environment and access to resources that help them stay healthy and thrive. Organizations can help by ensuring that managers develop the soft skills needed to help employees manage their wellbeing.

Training managers in areas such as empathy, emotional intelligence, communication, collaboration, and adaptability helps them better understand team members and help them in their individual wellness journeys. Managers with effective soft skills are able to proactively support employees and provide a sense of belonging — both of which are important components of overall wellbeing.

Sonia Hunt, Health and Wellness Futurist, Speaker, Coach, and CMO, Sonia Hunt

 

11. Conduct Employee Wellness Challenges

Time-based activity routines can help individuals develop their fitness capabilities and create opportunities for friendly competition. For example, you can set-up step tracking tools and challenge employees to walk at least 10,000 steps a day for at least 15 days a month.

Reward participants who achieve this goal with a small perk. For instance, let “winners” leave work an hour early on any day they choose. Create a Wall of Fame to celebrate all monthly achievers. Over time, you can also recognize those who consistently meet challenge objectives.

Because these challenges are time-based, they can help employees structure their schedule more efficiently. They can even lead to improved efficiency and discipline in other aspects of their lives.

Anjan Goswami, Founder, Mynd Your Fitness

 

12. Include Financial Wellness

Few people enter the workforce with a robust financial education. Currently, four out of five workers live paycheck to paycheck. In fact, 76% of workers told PwC that financial worries negatively impact their productivity. And 55% of these employees spend 3 or more hours a week focusing on finances while at work.

For a happier, healthier, more productive workforce, smart employers are adding personalized financial education tools and resources to their overall wellness agenda. An emergency savings program can help. This makes it possible for employees to contribute a portion of their monthly income to a separate account designated for emergency funds. This not only relieves some money management concerns, but also can be a creative recruitment incentive that attracts higher-quality talent to your organization.

Julie Weidenfeld, President and Chief Wellness Officer, Peak Wealth 360

Does Everything at Work Seem Urgent? Let's Fix That. Learn better ways to apply pressure for better time management and performance in today's hybrid work cultures.

Does Everything at Work Seem Urgent? Let’s Fix That

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Three years ago, the pandemic lockdown triggered a wave of relentless workplace change. Over time, we’ve all had to revamp our attitudes, expectations and behaviors when it comes to productivity and how we get work done. Yet, some people treat nearly every action item as an urgent priority. And this mindset isn’t serving anyone well.

Why is workplace urgency still so widespread? And how can we let go of this counterproductive behavior? Experts say progress is possible, if we wake up and deal with the problem when it arises. But that’s not always easy, especially in our new work environment.

What’s Changed? Where We Work

  • Globally, 16% of companies now rely on a fully remote workforce, with 62% of employees saying they work remotely at least part of the time.
  • Employees see multiple benefits from this increased flexibility. Although remote work no longer looks the same as it did in the early days of Covid, surveys say that up to 90% of employees feel they’re at least as productive when working from home.

What exactly is behind this enthusiasm for remote work? It’s not just about less commute time and improved quality of life. It’s also about efficiency and effectiveness. For example, many remote workers experience fewer interruptions and enjoy more freedom to engage in “deep work.” But that’s not all.

Does Distance Diffuse Urgency?

I suspect many people prefer working at a distance because it also helps them feel less susceptible to what #WorkTrends podcast guest Brandon Smith calls “the urgency epidemic.” In other words, too many managers say a task is “urgent” when a rush really isn’t required. This is an especially irritating aspect of office life. And it’s all too common.

Think about it: When was the last time you faced an unnecessarily urgent work demand based on a leader’s unrealistic expectations? Yesterday? Last week? How did you respond?

Brandon sees this pervasive sense of urgency as a sign of managerial dysfunction. He should know. He’s an expert on leadership communication. So that’s why he wrote the book, The Hot Sauce Principle. He’s on a mission to help managers recognize this problem and help their teams heal from its toxic impact.

An organization’s most precious resource isn’t money. It’s time. So, as Brandon says, when everything at work is always urgent, it creates “a Petri dish for anxiety.” And over time, if employees and managers aren’t careful, it leads to a decline in efficiency and quality of work.

Unfortunately, this is rampant in today’s work settings. But it clashes with remote and hybrid work cultures in multiple ways. Here are Brandon’s tips to help us all understand and resolve the “urgency epidemic.”

How to be Productive Without Making Everything Urgent

1) Realize that time pressure creates stress

Time management has always been a challenge. It turns the clock into an ever-present source of stress. Yet too often, managers use urgency as a tool to get things done. The result: People become so overwhelmed with stress that their efficiency slips and their quality of work declines.

2) Think of urgency as hot sauce

I love a strong visual metaphor. Brandon’s hot sauce concept is perfect. While conducting research for his book, employees told him it felt like “hot sauce was being poured on everything.” What a powerful way to describe the effect of unnecessary pressure!

3) Honor the line between motivation and migraines

Most managers use urgency as a motivator. That’s not always a bad thing. In the right circumstances, it can inspire teams to come together and align around a common goal. It can shape a sense of mission and purpose when working on a short timeline. But it can’t be the norm.

When everything is treated as urgent, it can trigger needless headaches, missteps and disengagement. It’s just not reasonable to work full-tilt in crisis mode all the time.

4) Understand urgency’s diminishing influence

If you’re a leader, think back to your early training. You were likely taught that a sense of urgency is a powerful way to drive an immediate response. Urgency can convince people to jump into action or to change their behavior.

However, modern employees aren’t as readily motivated by urgency. These days, change is a constant — in teams, in technology and in culture. Introducing urgency to the mix doesn’t add value. In fact, it just creates more chaos.

5) Don’t let yourself become numb

We’ve all heard of the boy who cried wolf. If a manager says everything is urgent, eventually nothing seems urgent. Determining which projects are actually urgent becomes impossible, so people simply give up.

Clearly this creates problems for work productivity. But it also undermines a manager’s authority and credibility. Again, the key is for leaders to carefully choose which tasks deserve immediate attention.

6) Pick only five targets

This is my favorite recommendation. Brandon says managers and business leaders should limit how many projects they categorize as “urgent” at any given time. He suggests no more than five to-do items.

As he says, “The best teams, the best departments, the best organizations are executing off of three to five priorities … let everything else just be relief from the heat.”

The Bottom Line

To be sure, continually labeling projects or tasks “urgent” is not a best practice. It may be effective in the short-term. However, it’s also a highly effective way to erode your work culture. That’s because urgency pushes boundaries, and boundaries are critical for a healthy work culture. That’s especially true in today’s new remote/hybrid world of work.

So if you’re a leader, don’t be the kind of person who wants your team to drop whatever they’re already doing to rush in and put out the latest fire on your to-do list. Acknowledge the lines between life and work (unclear as they may be), and home and workplace (virtual or not).

Resist the urge to constantly reorder your team’s priorities. Don’t blindly insist that your priorities are more important than theirs. Regularly take a moment to read the room — even if the room may be distributed across multiple locations. I bet you’ll find that your team starts achieving more and you’ll all be happier for it.

Workaholism can sneak into your life before you know it. But when does hard work become a toxic habit? And how can you break free from its grip?

Breaking the Workaholism Habit: Symptoms and Solutions

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Every leader appreciates diligent team members who are engaged, reliable performers. However, there’s a fine line between people who take their work commitments seriously and those suffering from workaholism.

Engaged people are often highly productive, while workaholics tend to find themselves on a downward spiral. But how can you tell when someone is addicted to work? And what can you do about it?

This article looks at how to detect workaholism and how to break free from its toxic grip.

Defining Workaholism

Although being a workaholic may not sound like a cause for alarm, it is a legitimate mental health condition with real and dangerous consequences. And it’s probably more common than you may think. In fact, research estimates that nearly half of U.S. employees consider themselves workaholics, and 10% are truly addicted to work.

Workaholism in the U.S. - key statisticsPeople dealing with workaholism constantly struggle with the  uncontrollable urge to work excessively for prolonged periods. In other words, these people feel compelled to work all the time and they find it very difficult to detach from work situations.

As this problem progresses, it becomes all-consuming, eventually putting individual psychological and physical wellbeing at risk.

On the other hand, it’s important to understand that working long hours doesn’t necessarily mean you or anyone else is a workaholic. Sometimes, all of us need to work longer hours to meet a tight deadline, fix an urgent problem, or support a customer in need. The trick is to avoid making this kind of situation a habit.

Is it Work — or Workaholism?

The following behaviors do not necessarily mean an individual is a workaholic:

1. Going Hard at Work

Working diligently can go a long way toward helping you achieve your professional goals and objectives. In fact, motivation, drive, and self-initiative are desirable traits among people who want to excel in the business world.

If you show up every day and strive to do your best, you’re not necessarily a workaholic. But problems start if you don’t know when to take a break or call it a day.

2. Strong Work Ethic

Your work ethic is a set of personal values that guide your professional behavior. This can determine how successful you’ll be in your career. Unfortunately, many of us mistake a strong work ethic for workaholism. They’re not the same.

For instance, punctuality and being proactive at work aren’t signs of workaholism. They’re simply principles that drive individual productivity. But if a commitment to work means neglecting other aspects of life, it’s time for a reality check.

3. Working Overtime

If you work overtime occasionally, you aren’t a workaholic. Putting in extra hours may be necessary to complete a particular project or to push through a peak work period. But it can be a slippery slope if you and your team are regularly working late or on weekends.

Using the right technology tools is one way to help reduce your work hours — even if it’s only the time you spend managing email messages. For example, you can create follow-up email templates and let automated tools handle the rest of the process.

Likewise, other digital productivity tools can help ease the burden of routine tasks like project management, note-taking, scheduling, and team communication.

4. Passion for Your Business

If you’re on a leadership path or you own your own business, you’re likely to be more invested in your work. This doesn’t necessarily mean you’re a workaholic. It may only mean you love what you do and you’re motivated to make an impact.

However, this kind of enthusiasm can open the door to unhealthy behavior. So it’s wise to step back periodically and assess your relationship with work.

How to Detect Workaholism

When exactly should you be concerned that hard work has taken a negative turn? Here are some common signs of workaholism:

  • Refusing to take breaks, even lunch breaks
  • Being the first to arrive at work and the last to leave, every day
  • Taking work home each day
  • Never going on vacations
  • Choosing not to lose sleep in order to meet work commitments
  • A lack of hobbies, activities or relationships outside of a work context
  • Unwillingness to step away from a workspace when working from home
  • Working when sick
  • Experiencing stress symptoms when away from work

Overcoming Workaholism: 5 Tips

A hardcore obsession with work not only harms your health and your relationships. It also erodes your effectiveness on the job. That’s why it’s important to take action when warning signs appear in your behavior or in others. These tips can help:

1. Acknowledge the Problem

Most people who work compulsively find all kinds of excuses to justify their behavior. Some even expect praise for their sacrifice. But left unchecked, it will only get worse. People who suffer from workaholism need to recognize that it’s a problem and that they need help. This is where managers can assist with careful intervention.

2. Identify the Cause

Unless you understand why workaholism surfaces, it will be difficult to manage. But pinpointing the underlying problem can be easier said than done. Some researchers say workaholism is a response to stress, anxiety, or depression. Others say workaholics are driven by perfectionism or an overwhelming desire to feel competent.

Whatever the cause, the desire to work hard sometimes morphs into a counter-productive prison. And those affected often don’t recognize what’s happening until it’s too late.

3. Develop an Action Plan

Once you determine what’s behind this work compulsion, it’s important to establish guidelines that support healthier habits. Make sure this roadmap is practical and doesn’t add even more pressure. For example, consider these ideas:

  • Agree to appropriate daily work “windows.”
  • Establish clear break times for every work day.
  • Create a list of work priorities and update it periodically.
  • Allocate sufficient resources to support key projects and goals. This should include team members, budget and tools.
  • Employ task management software to improve scheduling, time tracking and efficiency.
  • Outsource whenever you can. For instance, a virtual assistant can free-up time for more valuable activities.

4. Practice Setting Reasonable Limits

A common trait among workaholics is the inability to say “no” to more work, even when it’s inconvenient, irrelevant, or unimportant. But recovery depends on boundaries. With healthy work hours in place, it’s essential to practice the art of saying “no.”

Remember that redirection can be an effective option. For example, turn off work-related distractions like email notifications while away from work. Also, during these times you can transfer calls to another staff member or delegate meeting attendance to a colleague.

5. Seek Professional Guidance

Even with these ideas in place, sticking to the process may be difficult. So don’t hesitate to reach out to a mental health professional if you or a team member are struggling to break free from a work obsession.

Summary

Many people call workaholism the addiction of this century, and they are not exactly wrong. Unfortunately, remote work and flexible hours have compounded the problem. Thankfully, people are now becoming more aware of the reality of workaholism and the danger it poses. Hopefully, this article will help you recognize if you or someone in your circle is facing this problem and help you move toward recovery.

8 Ways to Empower Employees Through Financial Education - TalentCulture blog by contributor, Brett Farmiloe

8 Ways to Empower Employees Through Financial Education

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These days, many people are dealing with stress from all kinds of personal financial concerns. This can harm workforce wellbeing — especially when people aren’t sure how to manage these issues or who they can trust for advice. That’s why organizations are increasingly offering workforce financial education.

But which strategies are most effective in helping employees develop financial literacy — especially considering that everyone has a different level of financial knowledge and experience?

We asked HR superstars to share one recommendation from their employee benefits and DEI programs. Here are 7 of the best suggestions we received:

  • Offer Resources to Help Employees Make Informed Choices
  • Host Budgeting Workshops and One-on-One Coaching
  • Think in Terms of Financial Wellness
  • Be Sensitive to an Employee’s Financial Literacy Level
  • Keep Equity in Mind When Offering Resources
  • Add More Benefits Instead of Outsourcing
  • Leverage Employee Questions and Anecdotes

To learn more about how you can make these ideas work for your organization, read the full responses below…

7 Proven Ways to Boost Employee Financial Education

1. Offer Resources to Help Employees Make Informed Choices

Financial literacy is an important life skill that can have a major impact on an individual’s overall wellbeing. Unfortunately, many employees lack the financial knowledge and resources necessary to make informed decisions about their money. As a result, they may end up making poor choices. And those choices can lead to serious financial problems down the road.

However, there are steps HR leaders can take to help employees improve their financial literacy. For example, you can offer resources to help employees make informed financial decisions. This can include access to basic financial education courses, budgeting tools, and debt management assistance. 

By tapping into these resources, employees gain the knowledge and skills they need to make better money decisions, avoid future financial difficulties, and improve their overall wellbeing.

Teresha Aird, Chief Marketing Officer and HR Lead, Offices.net

 

2. Host Budgeting Workshops or One-on-One Coaching

At our company, we offer different levels of financial education and resources. We recognize that not everyone is comfortable discussing or learning about personal finance, so we want to ensure we provide various resources that cater to different needs and preferences.

For example, we provide budgeting workshops for employees who want to get a better handle on daily money management. And for those who prefer a more personal approach, we offer one-on-one financial coaching. We also provide resources on our intranet and website for employees who want to learn more about finance-related topics on their own time. 

By offering a variety of resources that address different interests, we hope to make it easier for all of our employees to understand and take control of their finances.

Tracey Beveridge, HR Director, Personnel Checks

 

3. Think in Terms of Financial Wellness

Some organizations approach their benefits and DEI programs from a “financial wellness” perspective. Financial wellness is about much more than money management — it’s about creating a holistic, well-rounded view of one’s financial situation and health.

A financial wellness program can address people with different levels of financial literacy in several ways. One common approach is to provide employees with a variety of financial education options and resources, depending on their needs and interests. For example, employees who are just starting out may need more basic information on topics like budgeting and saving for retirement. Those who are further along in their financial journey are likely to benefit from more advanced topics like investing and estate planning.

No matter what an employee’s level of financial literacy may be, it’s important to provide them with accurate and up-to-date information. This means employers should plan to regularly review, refresh and adjust available content, courses, tools and resources.

Linda Shaffer, Chief People Operations Officer, Checkr

 

4. Be Sensitive to an Employee’s Financial Literacy Level

It is important to provide employees with the resources they need to make informed decisions about benefits and DEI programs, without forcing them to take part in activities they are not comfortable with.

One approach is to provide employees with resources that are tailored to their level of financial literacy. For example, you could offer an online course for employees who want to learn more about personal finance. Or, you could provide a list of recommended books or websites for employees who want to learn more on their own.

Another approach is to hold workshops or seminars on various financial topics. You can tailor these events to different levels of financial literacy so all employees can benefit from the information presented.

Alysha M. Campbell, Founder and CEO, CultureShift HR

 

5. Keep Equity in Mind When Offering Resources

It’s important to understand that we all start at different places in life. While this may seem like a given, many struggle with truly understanding how this applies to financial literacy. 

Specifically, many individuals from different racial backgrounds were not privy to having a mother or father to teach them the ins and outs of financial literacy. This is why equity is so important in the workplace. Equity recognizes that giving everyone the same tools or resources isn’t effective, and instead ensures that each individual has what they need to be successful. 

Keeping equity in mind when planning and managing your employee benefits offerings is one way to ensure that each employee has what they need. Resources every employer should offer include financial coaching, legal assistance, and workshops about credit, budgeting, and the importance of investing.

Tawanda Johnson, HR Leader, Sporting Smiles

 

6. Add More Benefits Instead of Outsourcing

Our employee benefits are managed through another company, so we aren’t able to decide what most of the options are. However, this past year, the benefit premiums increased. Still, the company could add more benefits to make the overall package more robust and attractive to current and new employees. Adding these incremental benefits could help offset the premium increase.

Lindsey Hight, HR Professional, Sporting Smiles

 

7. Leverage Participant Questions and Anecdotes

When addressing financial topics in DEI programs where attendees have different financial literacy levels, we want to help participants understand the benefits of concepts like retirement plans, debt management, and budgeting. Then we explain the fundamentals of these subjects.

An excellent way to explain these concepts is by welcoming questions from attendees. Then we use real-world examples to make the topics clear enough for individuals, no matter what their financial literacy level may be.

Grace He, People and Culture Director, teambuilding.com

Employee Appreciation Day Why Not Celebrate All Through the Year WorkHuman SVP on the #WorkTrends podcast

Employee Appreciation Day: Why Not Celebrate All Year?

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Sponsored by Workhuman

How often does your organization acknowledge team members who deserve recognition? Certainly, Employee Appreciation Day is an ideal opportunity to thank everyone. But an annual pat on the back isn’t nearly enough to move the meter on employee satisfaction, engagement, and retention.

So, what does effective recognition actually look like, and how can Employee Appreciation Day help? According to today’s #WorkTrends podcast guest, companies that get recognition right treat it as an ongoing conversation where everyone is invited to participate.

Makes sense. But what kind of impact can employers expect? The numbers are impressive. For example, research shows that when we regularly acknowledge employees, they’re 90% more likely to be happier at work. They’re also 70% less likely to burn out. And they’re 60% more likely to stay onboard. To find out more about what’s driving these outcomes, tune in now…

Meet Our Guest:  Derek Irvine

Had a blast discussing this topic with Derek Irvine, SVP of Strategy and Consulting Services at Workhuman! Derek is a foremost expert on recognition and the human side of business. I can’t think of anyone who’s better qualified to help us understand how to make each day feel like Employee Appreciation Day. So please join us as we dig deeper:

Why Appreciation Matters

Welcome, Derek! You’ve studied employee appreciation for years. What does science tell us about its value?

Actually, appreciation is like a natural medicine. When someone sincerely thanks us at work, it releases happy hormones. It boosts our health and wellbeing. So in a way, Employee Appreciation Day is like a wellness day.

Unfortunately, however, research says 80% of people aren’t appreciated enough. This means they’re more likely to become disengaged or quit. So this is important. But it’s something we can fix.

Factors That Support Appreciation
How does Workhuman honor Employee Appreciation Day?

Of course, we acknowledge all of our employees and celebrate as a team. But for us, every day is Employee Appreciation Day. So we’re committed to a continuous dialogue. And our reward strategy is built on three foundational blocks:

  1. Fair Pay: People need to feel appropriately compensated for their contribution.
  2. Ownership: We aren’t a public company, but everyone has a real stake in the company’s success.
  3. Recognition: These are the spontaneous moments when we acknowledge people for reaching a milestone or supporting our values.

Appreciation as a Cultural Priority

Spontaneous. I love that word. What other steps can companies take to build a culture of recognition?

In addition to being spontaneous, it’s also important to be intentional. Because most people I talk to agree that they should show more appreciation. And then, other priorities take over, so taking the time to say “thank you” constantly falls from the top of their to-do list.

You’ll want to put a drumbeat in place to be sure this intention won’t slip off of your agenda.

Getting Started

What would you say organizations should do to make Employee Appreciation Day more meaningful for everyone?

Well, it could be a great day to launch your all-year initiatives. So maybe you could recognize people at a special gathering. But then also announce your commitment to change your organization’s habits and explain how you intend to create a culture based on ongoing recognition.

That’s my top recommendation because it will help your organization pivot in a more positive trajectory, and it will have a lasting impact.

Tools That Enhance Appreciation

How can technology help employers make recognition work better?

Using technology to thank people may seem odd. But it can help in several ways.

It can provide a nudge that reminds managers to reach out to people at specific times. But beyond that, with a platform like ours, you’ll create a fantastic repository of all the human connection stories that are happening in your organization.

You also have a huge data pool you can use to understand your culture better. For example, you can ask: What words are people using? What skills are being celebrated? Are particular leaders being recognized for skills we hadn’t seen? Are there dark spots in the organization where people aren’t being thanked at all?

Insights like these can be a powerful way to enhance your work culture with more intention…

For more insights from Derek about why and how to make every day feel like Employee Appreciation Day, listen to this full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.