Joanne Kaldy

According to a new poll, most professionals have difficulty unplugging from work during paid time off. Over half (54%) don’t think they have the option to leave work behind when they’re off the clock. Among other findings:

• Older professionals have the hardest time leaving work behind during time off, with 65% of those aged 45 and older reporting an inability to unplug. Tis compares with 47% of those between the ages of 21 and 25.
• Only 44% of professionals in healthcare believe they can unplug, compared to 73% of those in teaching, 71% of those in law, 59% in accounting, and 55% in finance.
• Men (44%) are only slightly more likely to say they can unplug than women (48%).
• According to respondents, discussions about unlimited paid time off have nearly doubled in 2 years.
• 88% of professionals have a positive view of unlimited paid time off, versus only 12% who have a negative view.

Studies show that one key reasons workers stay with their employers is that they feel valued and connected. With workforce shortages at all time highs, it behooves employers to step up their game on winning employees’ engagement and loyalty. These actions will help create a culture that attracts and keeps staff:

• Enable flexible and mobile work arrangements. Don’t lose good workers because they can’t (or simply don’t want to) work a traditional 8-, 10-, or 12-hour shift. Be flexible and creative – split shifts, shorter shifts, job sharing – whatever it takes to have a full staff and good team.
• Rethink employee resource groups. Consider iterations such as a parents resource group led by parent working in your office or similar groups bringing together workers with common interests, concerns, and needs. Ask them to identify their challenges and suggest solutions that you can implement.
• Create opportunities for meaningful collaboration. Quarterly … [Read more...] about (7/25) Why We Need To Overhaul Workplace Belonging

During a crisis, frontline workers can make significant contributions to keeping residents and colleagues safe. They can even save lives. As you’re putting together your emergency preparedness plans, training programs, and drills/tests, be sure to include frontline workers. Toward this end, remember:

• Checklists, policies/procedures, and disaster plans sit on the shelf. Even if they’re included in onboarding and inservices, they can be forgotten. Make disaster preparedness a living, breathing effort that includes drills, discussions, and role playing efforts.
• The buck has to stop with someone. The leader who has this role needs to have skills not only in emergency preparedness but also decision making, conflict resolution, listening, and empathy.
• Transparency is key. When you don’t communicate with frontline workers, they are left in the dark and feel disconnected. This also can contribute to distrust. It it important to let them know what is … [Read more...] about (7/22) Emergency Preparedness Training Key But Often Missing for Frontline Staff: Expert

According to a new survey from the American Psychological Association (APA), eight in 10 workers say how a employer supports their employees’ mental health will be a key factor in whether or not they’ll accept/seek employment with that organization. Among other findings:

• 71% of workers believe their current employer is more concerned about employees’ mental health than they were in the past.
• 41% of workers more flexible work hours.
• 34% want a workplace culture that respects time off.
• 33% say they want the ability to work remotely.
• 31% would like a four-day work week.
• 24% of workers say they do not feel they receive adequate compensation, and 71% worry that their compensation hasn’t kept up with inflation.

Ask your frontline workers why they do what they do, and you will seldom if ever hear “because of the money.” They’ve chosen this work because they like caring for people and making a difference. At the same time, when the leave, money often is only part of their reason. In survey after survey, frontline workers say they want to feel valued, respected, and engaged. So how can you support your frontline workers in a way that resonates with them? Consider these three steps:

• Streamline communications. Don’t bombard them with general emails and other communications. When possible, customize messaging to ensure they get the information they need and want. At the same time, give them an opportunity to provide feedback and ask questions.
• Offer flexible scheduling. Involve workers in creating their own schedules. Enable options such as job sharing, four-day workweeks, and parent-friendly workdays that enable them to be there for their kids after school.
… [Read more...] about (7/20) Frontline Workers Want More Than a Paycheck – 3 Trips on How to Make Them Feel Supported and Valued

According to the U.S. Chamber of Commerce, more than 42 million workers quit their jobs in 2021. You may not be able to completely stem the tide of resignations, but you can take some steps to retain staff and engage the workers you have:

• Have a designated time for all team members to check in with their supervisor. Ideally, this should be daily or weekly. This will help build connections and trust. It also will give managers an opportunity to promptly identify and address any problems or issues an employee is having. At the same time, it presents an opportunity for worker to express any concerns or complaints.
• Destigmatize mental health challenges. Provide an acceptable space for workers to share their feelings and reach out for help. Don’t avoid discussing mental health status.
• Normalize taking mental health days. More than ever, workers want and need a work-life balance. They need to feel comfortable taking time off when they need to … [Read more...] about (7/19) How Leadership Can Address The Great Resignation

According to one study, nearly half (43%) of working moms say they’ve experienced discrimination in the workplace after becoming a parent. At the same time, over a third (39%) report being excluded from skills development they need to progress. To attract and keep working parents (especially working moms), here are some steps to consider:

• Build a ‘coherent’ development plan. See training for these employees as a necessity and not a luxury. Don’t wait for them to ask about professional development. Find out about their professional goals and interests, then match them with appropriate opportunities.
• Eliminate workplace discrimination. Raise awareness of the needs of working parents, and make sure these employees know they’re valued. Look for ways to help them when their kids are sick or daycare is closed. Provide support such as information about free or low-cost childcare, financial planning/counseling, and mental health services. Offer scheduling flexibility … [Read more...] about (7/18) How to Support Parents Returning to the Workplace

During the first 18 months of the pandemic, 17 states implemented at least one hazard pay policy. At the same time, four states developed new paid sick leave policies to support direct care workers. These are some of the findings of a new study from PHI. Elsewhere, the study reports:

• Among the 17 states that implemented hazard pay, six established a one-time bonus payment (ranging from $250 to over $2,200), and 11 created hourly wage increases or weekly bonuses, ranging from $2 to $5 and $100 to $500, respectively.
• Many of these hourly or weekly increases were only in place for three months or less.
• Of 14 states that already had an existing paid sick leave policy prior to the pandemic, four instituted amendments or established supplementary policies.
• Among states that amended their paid sick leave policies or added new ones, the timelines varied widely. The earliest ones were implemented on March 1, 2020, and the latest ones were started … [Read more...] about (7/15) New Study on State Hazard Pay and Sick Leave Policies for Direct Care Workers During COVID-19

Wages and salaries have gone up in the last year, partly to enable organizations to compete for workers. However, inflation is on the rise too, and this is impacting how employers see wages growth and annual raises. According to a new SHRM survey:

• 76% of small organizations (those with fewer than 100 employees), 65% of medium-sized companies (100-499 workers), and 54% of large organization (500 or more employees) say they are considering inflation in annual pay raises.
• 27% of small employers, 29% of medium-sized companies, and 27% of larger organizations said cost-of-living changes are a standard part of annual pay adjustments.
• 87% of employers of all sizes say that the impact of inflation on their employees is a significant concern at their organizations. Other concerns include the effect of inflation on customers and consumers (70%) and on supplier and vendor costs (61%).

You’ve probably heard about many of these before, but take a minute to consider if you’re really doing everything possible in each of these areas to make a real difference:

• Onboarding and orientation. This is a critical first step. What are you doing to make new employees feel valued and welcome and to engage them from day one?
• Mentorship programs. Do you have a mentorship program? Do new employees know about it? How do you choose and train mentors?
• Employee compensation. Are your salaries competitive? What compensation beyond wages do you offer? Are you offering things workers really want (such as paid parental leave or childcare support)?
• Wellness offerings. Do you offer efforts such as stress management programs, retirement planning services, mental health support, and reimbursement for fitness classes?
• Communication and trust building. How do you communicate with staff? How do you seek their input? What do you do with … [Read more...] about (7/13) 14 Effective Employee Retention Strategies