Joanne Kaldy

Although COVID is still with us, the worst of the pandemic seems to be over. Everyone is eager to settle back into normalcy, but the truth is that we can’t go back to the way things were. Change is necessary and inevitable. Moving forward, put your focus on reviving, restructuring, and revamping:

• Work on reviewing and updating polices. Make sure they align with workers’ expectations and needs. For instance, scheduling flexibility is one of workers’ top priorities in the post-pandemic world. Your policies should spell this out, including who is eligible, what flexibility options are available, and how they will work.
• Focus on work-life balance for employees. After the pandemic, everyone has a greater appreciation for the ability to work reasonable hours and handle realistic responsibilities. Make sure you have policies that focus on mental wellbeing, wellness programs and opportunities, and management that is supportive and encouraging of healthy … [Read more...] about (FEATURED BRIEF) The Future Workplace: Why You Need to Revive, Restructure, and Revamp

Procrastination is probably more common than you think. Instead of being embarrassed about it or denying that you procrastinate, take a few steps to move forward:

• Start with low-hanging fruit. Tackle the task in tiny pieces. For instance, instead of stressing about a big report, take it in manageable chunks. Today, work on the outline. Tomorrow, draft the introduction/executive summary and so on.
• Set deadlines and stick to them. Make these realistic so you don’t have an excuse to miss them.
• Make it an experiment. Don’t build up the value or impact of the task or project to the point where you feel paralyzed. For instance, starting a podcast isn’t a lifetime commitment. It’s something you’re trying. If it’s not a good fit, this doesn’t make you a failure or mean that you'll never be able to have a successful podcast. Give it your best try and learn from your mistakes.
• Reward yourself when you make progress. Whether it’s a latte and scone, … [Read more...] about (5/19) Stop Procrastinating and Tackle That Big Project

Tension at the office can be a good thing when it’s constructive. This challenges workers, encourages healthy competition, and spurs creativity. The foundation of constructive tension involves a “same page trust” that includes six elements:

• The purpose of our collaboration
• The goals we share
• The roles and responsibilities we have
• The plans we are working toward
• How we provide feedback together on progress
• The team behaviors we want to see from each other.

Unveiled earlier this week, a Senate bill called the Workplace Violence Prevention for Health Care and Social Service Workers Act calls for the Department of Labor’s Occupational Safety and Health Administration to create a standard requiring healthcare employees write prevention plans. The bill was introduced by Tammy Baldwin (D-WI) and is supported by a bipartisan group of other Senators, as well as numerous professional and nonprofit groups. The bill is designed to ensure that healthcare workplaces adopt proven prevention techniques and are prepared to respond in the tragic event of a violent incident. Incidents of violence against health care and social service workers are on the rise, with the pandemic only exacerbating the issue. Workers in the healthcare and social service industries experience the highest rates of injuries caused by workplace violence. A 2016 GAO study reported that rates of violence against health care workers are up to twelve times higher than rates for the … [Read more...] about (5/13) National Bill Would Require Senior Living Operators to Implement Workplace Violence Prevention Plans

Treating departing employees with respect and seeking their feedback is especially important in light of a new study that says nearly half of workers who left their job in the last year say they would consider going back to their former employer. Instead of dismissing employees when their resign, consider:

• Keeping lines of communication open. Let them know that they will be welcomed back without judgment.
• Examine your culture. Look for ways to show workers more respect, empowerment, engagement, and autonomy. Promote innovations such as scheduling flexibility, the ability to work remotely, and new benefits that may entice workers back.
• Provide career growth trajectories. A third of employees suggested they would return to a previous employer if their current job stopped meeting their expectations. Make sure you offer pathways for career advancement and let employees know about these and how they can participate.

Gaining employee loyalty is going to take some work, according to a new survey. Among the findings:

• 63% of respondents say they’ve considered changing their career path or industry or possibly going back to school in the past six months.
• 88% say they could picture themselves working in a different industry from the one they’re in currently. Gen Z and Millennial workers are most likely to say they’re open to changing industries.
• 61% say the opportunity to earn a living wage is the most important characteristic of a job.
• 38% say they felt less valued than they ever have in their career lives during the past year.

Between cell phones, laptops, and tablets, employees are often tethered to the company 24/7. This may seem like a good thing – everyone is working harder and communicating in real time. However, according to a new study, never feeling like they’re off the clock is actually hurting employees and their productivity.

• 63% of workers say they continue to check their email outside of work hours.
• 34% say the struggle to respond to important messages.
• 43% report spending more time on video calls than they did a year ago.
• Workers say they use nine apps a day to get tasks done.
• Respondents say that switching apps adversely impacts their productivity, with 19% indicating this reduces their attention to tasks and 17% claiming they work longer hours because of it.

The Department of Health and Human Services’ (HHS) Administration for Community Living (ACL) recently announced a $1.3 million federal project to establish a new center to help shore up the frontline workforce in the home- and community-base care arena.  The Strengthening the Direct Care Workforce: A Technical Assistance and Capacity Building initiative will:

• Build off and advance collaboration between the ACL, the Department of Labor, and other HHS agencies, including the Centers for Medicare & Medicaid Services.
• Offer access to an array of model policies, practices, training materials, technical assistance and learning collaboratives.

According to a new survey, 71% of healthcare workers experienced moderate to severe burnout during the pandemic, and many continue to feel stressed and pressured. Burnout, researchers said, have led to staffing shortages that have caused:

• Longer waits for healthcare services, even in life-threatening emergencies with potentially fatal outcomes.
• Patients being turned away from clinics and ERs.
• Adverse outcomes including medication errors, patient falls, increased infections, and increased mortality.

• Compulsory leave days to prevent burnout.
• Sufficient staffing with ‘workload flexible hours' to prevent burnout.
• Prioritizing leaving on time/taking leave.

As of January 2022, about 76.00 Afghan refugees have come to the U.S., and the Biden Administration has committed to taking several thousand Ukrainians as well. This may be good news for organizations struggling to find workers. However, it is important to prepare for ways to support and train these hires to ensure their success and contributions to your company:

• Identify ways to overcome language barriers. Of course, a big part of this will be English as a Second Language (ESL) classes and tutors. At the same time, consider starting workers with no or poor English-speaking skills in positions where they will have little or no interaction with residents. Connect them with any co-workers who speak their native language to help them navigate their new world. When possible, provide visual – not written – communications and instructions.
• Realize they may be helping or supporting family in their native country. Lower housing, food, and other costs will be appealing … [Read more...] about (5/5) How Employers Can Set Up Immigrant and Refugee Hires for Success