Joanne Kaldy

Even if you’re fully staffed (or close to it), you may not be out of woods on hiring. According to a new survey, 59% of workers who’ve been in their current position for 3-6 months say they are actively looking for a new position already. Among other findings:

• 52% of respondents say they have only worked in their current job for three months or less.
• 74% report they are willing to consider a new opportunity in the next six months to a year. This number has nearly doubled since last year.
• 60% of Gen Zers and 59% of younger Millennials are looking for new jobs, compared to only 23% of Boomers and 33% of Gen Xers.
• Older workers are 25% more likely to say that compensation is extremely important, while younger Millennials prioritize mentorship programs.

In a new study involving a diverse group of nurses, these professionals unanimously report experiencing “moral distress” throughout the pandemic. They also say they lacked support to provide quality care. Among other findings:

• Study participants cited frustration with healthcare leadership who were out of touch with frontline teams.
• They say they felt powerless to protect themselves and others from contracting COVID-19.
• They say that being put in difficult patient care situations caused them to experience feelings of guilt.

A new Gallup Workforce Survey reveals what employees value in their jobs:

• The top consideration for women deciding whether to accept a job offer is the opportunity for greater work-life balance and personal wellbeing. This ranked second for men.
• Men are most concerned about the income and/or benefit package that come with a job offer. This was number two for most women.
• Third in importance for both women and men is whether the job will allow them to do what they do best. This was ranked very important by 62% of women and 53% of men.
• Ranked forth for both men and women is if a position provides stability and job security. Over half of women (54%) and men (52%) say this is very important.

The pandemic has taken its toll on everyone, and HR professionals are no exception. According to a new survey, 98% of these individuals have experienced burnout in the past six months, and 79% are considering leaving their jobs:

• 86% say they’ve “dreaded work” in the past six months, and 97% report feeling “emotionally fatigued.”
• 71% say they don’t feel valued in their organizations.
• 73% say they don’t have the tools and resources necessary to do their jobs well.
• The most common reasons HR professionals cite for leaving their jobs include more stress, more resignations, and harder recruiting.

You can’t have an inclusive workplace without accessibility. And with workforce shortages at an all-time high, an accessible workplace can help attract more qualified workers. Try these steps to increase your organization’s accessibility:

• Educate management and staff alike about diversity, equity, inclusion, and accessibility issues. Find out what accessibility issues employees have, how they’ve been addressed, and what gaps remain.
• Get buy-in from leadership. Get everyone on the same page. Work to ensure they understand the importance of accessibility. Provide resources to promote organization-wide change.
• Collect actionable data. Gain insights and information from employee surveys and other sources of information. Add options for self-disclosure of disabilities and accessibility needs on applications.
• Create accountable education programs. Develop specific strategies and initiatives that address the accessibility issues workers are … [Read more...] about (4/25) 5 Steps To Create a More Accessible Workplace

The pandemic may be waning, but long COVID is an ongoing concern and is even affecting people who didn’t have severe infection. In fact, it is estimated to occur in 10-30% of COVID survivors. Here are a few issues you need to consider to develop a long COVID strategy:

• Long COVID may affect productivity. Identify workplace issues affecting performance. Consider how you might shorten hours, break up tasks and responsibilities into smaller pieces, etc.
• Workers with long COVID may need disability accommodations. Find out what kind of accommodations may be necessary and how you can provide them.
• Meet with employees who have long COVID diagnoses in private. Give them an opportunity to talk openly about their issues and concerns. Listen with empathy and not judgment.
• Long COVID affects everyone differently, so avoid trying to implement a one-size-fits-all approach to address it.
• Encourage employees to seek ongoing medical care … [Read more...] about (4/22) Do You Have a Long-Haul COVID Strategy?

At a recent panel discussion bringing together immigration and healthcare experts with researchers, participants talked about the role of immigration as one solution for the nation’s caregiving workforce crisis. Among the highlights:

• One researcher explained that they found that fewer older adults were institutionalized in local areas where there were more immigrants.
• According to statistics, institutionalization rates for older Americans was 10% lower between 1980 and 2000 because of increased immigration.
• Panelists suggested that the U.S. hasn’t kept pace with other countries regarding immigration policies and protections.
• Panelists agreed that the use of foreign-born workers in an essential component in any discussion of the aging services infrastructure.
• One panelist observed that current pathways for migrant labor to come to the U.S. are extremely inadequate. Most visa programs, they said, aren’t geared toward … [Read more...] about (4/21) Immigration Necessary To Build Caregiving Infrastructure: Experts

Increasingly, workers want leaders they can trust. According to the experts, trusting leaders give their workers the power to:

• Think for themselves
• Grow
• Employ personalized methods to deliver results
• Hold themselves accountable to meet goals and deadlines.
• Take reasonable risks and learn from mistakes.
• Devise innovative ways to solve problems.

• Do employees know I trust them and that they have my full support? Are people comfortable admitting mistakes, suggesting solutions, and trying different/better ways to do things?
• Am I fostering a culture of trust with everyone who interacts with our team? Do people want to work with my team and with me? Do people approach me with ideas and talk to me openly and honestly?

Long work shifts, staffing shortages, stressful work, family pressures, and lack of resources has led to an overwhelming rate of nursing burnout. How bad is it? As of last year, nearly half of nurses said they wanted to leave their job; and that number rose as the pandemic has dragged on. There are a few things you can help reduce burnout and empower your nurses:

1. Acknowledge, empathize, listen, and help. Encourage them to share their fears and needs, then make a real effort to address them.
2. Support nurses’ physical and mental wellbeing. This can be as simple as hosting events such as meditation classes or walking groups, starting a wellness program, or creating support groups. Share opportunities for online education, counseling, and supportive services.
3. Encourage nurses to take breaks and have a work-life balance. Make sure they know what breaks and time off they are entitled to.
4. Offer flexible hours. Flex schedules are increasingly … [Read more...] about (4/19) 6 Things Leadership Can Do to Prevent Nurse Burnout