Joanne Kaldy

Although it appears that we are through the worst of the pandemic, the fight isn’t over; and your employees have had another tough year. In challenging times, celebrations are more important than ever. So how do you plan holiday celebrations that are fun, safe, and engage onsite and remote workers alike? Consider some ways to  ensure your teams have a memorable and moral-boosting holiday:

• Hold a virtual trivia contest with prizes. Have department heads compete for time off (a day or even half-day) for their workers.
• Book a virtual appearance of a celebrity. The platform Cameo has all kinds of celebrities – actors, musicians, and athletes – available for as little as $100.
• Have a (virtual or hybrid) vintage ‘Mad Men’ style cocktail party with music, food, and drinks from the ‘60s. Encourage people to wear period clothes like skinny neckties, capri pants, and hats.
• Promote 12 days of holiday fun. Each day offer a special treat – such as … [Read more...] about (11/22) COVID-Safe Holiday Office Parties Don’t Have to Be Boring

Agility is key to bouncing back from a crisis, and here are some keys to increasing your team's flexibility and resilience:

• Don’t obsess over perfection; start prioritizing evolving solutions. Inform employees about upcoming changes, how they’re impacted by them, and why it matters. Don’t leave workers in the dark. Be transparent from day one.
• Involve your team and employees in solutions. Bring different team members together to co-create materials, solutions, and strategies.
• Break down complex goals into manageable pieces. Broad plans and strategies are important to stay on track, but they can be overwhelming and pull time, attention, and energy away from short-term needs. Breaking up strategies into manageable ‘chunks” and smaller, short-term goals can help get you to where you want to be.
• Constantly measure and adapt. It’s essential to monitor progress, celebrate successes, and tweak plans or change directions as necessary. One way to … [Read more...] about (11/19) The Path to More Agile People Practices

Since the pandemic, incivility has run rampant in the workplace. According to a new survey:

• 70% of respondents say that it’s easier for people to get away with rude behavior, such as interrupting others on calls or Zoom meetings and not returning emails.
• 59% say that, compared to before the pandemic, colleagues are generally less civil or polite to each other.
• 78% say they find it difficult to focus on work after someone says or does something rude.
• 83% report that they try to avoid colleagues they think are rude.
• 75% indicate they have considered leaving their job because of an uncivil co-worker or boss.

At a recent workshop where a panel of Certified Nursing Assistants discussed ways to recruit and retain good workers, recognition came up time and time again as an important factor. The CNAs all stressed that this isn’t one and done, so use these areas to ensure recognize is a year-round endeavor:

• Look back, then pay it forward. Think about things managers in your past did that made you feel great. Use these to recognize your employees.
• Think about wages and beyond. While it’s true that money talks and a bonus or raise is always welcome, remember that today’s workers value benefits like flexible work schedules and paid time off.
• Broadcast your appreciation. While one-on-one recognition is nice, make sure everyone knows when someone is doing a great job. Hold meetings where you tell people exactly what they’re doing that makes a difference. Send out congratulatory emails to the entire organization.
• Go back to basics. An old-fashioned … [Read more...] about (11/17) 4 Quick Tips for Prioritizing Employee Recognition All Year Long

Leadership development is challenging in the best of times, and nearly impossible in a pandemic. However, if you break it down into 4 parts, it is more manageable and productive:

• Skills development. Specifically, this involves four core skills: self-awareness, communication, influence, and learning agility.
• Performance development. Productivity is actually a science that is and should be taught to optimize quality output and increase intradepartmental alignment.
• Mental and emotional development. This involves achieving higher levels of self-awareness and not only understanding who you are but who want will and want to be.
• Moral development. It is essential to gain emotional and ethical maturity. This enables people to shift their focus from their own success to the accomplishments of those around them.

A new survey of young workers suggests that Gen Z is a widely diverse generation with strong opinions and unique experiences. Among the findings that may impact how employers appeal to these workers:

• 67% are moderately to extremely worried about their physical and mental health, and 42% say they frequently have felt anxious or depressed during the pandemic, women more so than men.
• During the pandemic, 19% of Gen Zers report rarely or never receiving the social and emotional support they needed.
• Over half (60%) feel that most people can’t be trusted, and 48% say that most often people are just looking out for themselves.
• 69% of respondents expressed fears of running out of food since the onset of the pandemic; 21% say they worried about it most of the time.
• 28% report losing their job during COVID or say that a family member became unemployed.

Implementing a government-issued mandate requires planning and attention to detail. It’s not enough to just announce it to your staff and expect them to fall in line. These steps can help make the process easier when helping to maintain employee trust and compliance:

• Review existing policies regarding COVID vaccination and testing. Make sure they are up-to-date with federal requirements. Add any missing elements and alert employees about the changes. Consider creating a one-pager with information such as requirements for vaccination, applicable exclusions, how vaccine status will be collected and maintained, available paid time off/sick leave for vaccination purposes, etc.
• Decide whether masking and weekly testing will be an option. And to whom and how these policies will apply.
• If applicable, decide whether the mandate will be organization-wide and, if not, what exceptions there will be (i.e., workers functioning solely remotely).
… [Read more...] about (11/12) 5 Steps to Help Create a Workplace COVID-19 Vaccination Policy

According to the 2021 Employer Health Benefits Survey, employers are prioritizing efforts to address workers’ mental health needs post pandemic. Among companies that have at least 50 workers, 39% have made such changes. Specifically:

• 31% increased the ways employees can tap into mental health services, such as telemedicine
• 16% offered employee assistance programs or other new mental health resources.
• 6% expanded access to in-network mental health providers.
• 4% reduced cost sharing for mental health visits.
• 3% increased coverage for out-of-network services.

Have you ever been in a meeting where you made a comment or suggested an idea that someone else disagreed with? The way they responded probably impacted how you felt. Disagreements can be health, but they also can be destructive or detrimental. There are a few ways to ensure that when the heat rises in a meeting, it simmers productive tension and doesn’t burn the team:

• Be grounded in purpose. If you disagree with someone, be clear about what the group is trying to achieve and how you are working toward this goal.
• Be respectful. Avoid raising your voice, laughing at others, or making rude facial expressions (e.g., smirking or rolling your eyes). Don't interrupt others or speak out of turn.
• Be observant. Are some people dominating the conversation? Who hasn’t spoken? Who is listening and taking notes? Who seems distracted and disinterested? These observations can help you avoid conflicts or problems before they start.
• Invite multiple … [Read more...] about (11/10) How To Foster Healthy Disagreement in Your Meetings

According to a new survey, some employees may be unhappy but they don’t have plans to leave. According to the findings:

• Nearly 50% of respondents say they’re unhappy at work.
• 34% say they’re discontent and unmotivated but they have no plans to leave.
• Discontented employees are 44 times less likely than their more engaged counterparts to recommend their employer to potential hires.
• Discontented workers are 50 times more likely to say they don’t understand the expectations of their role, department, or company. They’re also less likely to recommend the company’s product’s or services.