HR Industry Brief

It’s election day, and there is still time to encourage (and enable) your employees to vote. Why? Here are a few reasons:

• Workers tend to trust their employers and respond positively to efforts to encourage social responsibility and diversity.
• Most employees want to make a difference in their communities and their world, and encouraging civic participation shows that you support these concerns.
• Elections are complicated but consequential. It is important to show your employees that you want them to contribute to policymaking and change.
• The midterm elections will determine who will lead the country in the coming years. It is important for your employees to help make this determination.

Since its inception #MeToo clearly has increased awareness of the seriousness of sexual harassment and assault, as well as the need to put processes in place to address the problem. As the movement marks its 5-year milestone, it’s a good time to review some of the steps necessary to maintain the momentum #MeToo has started:

• Revise sexual harassment policies and practices. Are they up-to-date and in line with the law and industry standards?
• Provide appropriate, consistent training to HR and other staff. This should focus on sexual harassment, gender-based discrimination, and retaliation. Remember to include training in onboarding for new employees.
• Ensure you have appropriate protocols for investigations and channels to report sexual harassment.
• Set metrics to evaluate women’s advancement in the organization at all levels.
• Conduct regular employee surveys to help identify any gaps in policies or communication.
… [Read more...] about (11/7) #MeToo Turns 5: What Modern Sexual Harassment Training Looks Like Today

Women in the workplace are hurting according to a new survey:

• Working women’s level of depression has increased 83% since February, compared to 36% for men.
• Anxiety among women has increased 52% since February, versus 29% for their male counterparts.

The emotional labor of leadership, managing one’s feelings and emotional expressions to do their job effectively, can be challenging – especially in times of crisis. There are steps that can help:

• Recognize that emotional labor is work. Managers should have a way to express their feelings and be themselves in a safe space. Holding in emotions is unhealthy and contributes to stress, burnout, and even illness.
• Promote self-compassion from the top down. Managers should be encouraged to pursue self-care and model a healthy work-life balance. It also is important to be patient and understanding with themselves, as well as others.
• Provide training on handling others’ emotions. Managers need the skills to deal with others’ feelings without absorbing negativity or promoting or participating in conflicts.
• Offer peer support. Managers should have the opportunity to share feelings, concerns, and empathy with their colleagues without fear of being … [Read more...] about (11/3) The Emotional Labor of Being a Leader

Senior living and long-term care providers are still battling workforce shortages and difficulties finding and keep good workers. But some interesting solutions and best practices are emerging:

• Having a team dedicated to recruitment for more robust brainstorming and innovative ways to reach potential employees.
• Expanding partnerships with vocational schools, high schools, and colleges, identifying and nurturing students with an interest in long-term care.
• Recognizing the importance of having an inclusive and supportive culture. If you’re not focusing on this yet, now is the time. Job seekers consistently identify this as something they seek in an employer.
• Retooling marketing efforts to spotlight this culture and highlight accomplishments, efforts, and benefits that resonate with younger people who are just starting their careers.
• Establishing new systems to help with recruitment and retention. For instance, weekly Zoom calls … [Read more...] about (11/2) Finding Answers to the Workforce Crisis

Sports leaders have different teams than business c-suiters and execs, but they have insights about leadership that are universally valuable:

• Do the dirty work. The best captains lead from the back and push – rather than pull – others to success.
• Communicate practically, not grandly. Genuine, transparent, and personal communication with your team is more meaningful than big speeches or generic motivational messaging.
• Push the envelope. Encourage people to be innovative and move out of their comfort zone; and give them the tools, resources, and skills to succeed. Model composure and focus in challenging situations.
• Maintain self-control. Sometimes you need to block out fears and negative feelings to perform effectively. It is more important to be selfless and take calculated risks.
• Be relentless. Your drive and commitment will be contagious and inspire others.

Halloween is a time of trick or treat, and some HR leaders have had to face some tricky situations. Here are some of the worst and weirdest:

• A coffee shop manager falsely alleged they were kidnapped and assaulted by their workers. The situation, which led to 11 employees being suspended, turned out to be fabricated.
• According to the FBI, fake job applicants are on the rise. If these individuals get hired, they could pilfer sensitive information and private data.
• Despite greater attention to cybersecurity, the stats show that workers are increasingly likely to fall for advanced phishing attacks. They also are less likely to report their mistakes to the IT department or a manager.
• A tech executive became the subject of a lawsuit after referring to older workers as “dinobabies.”

Words matter. Use these ones to engage and empower your teams:

1. You. Focus on “you” in personal ways during conversations with staff. It shows empathy and compassion and it contributes to persuasion.
2. Imagine. Use this when brainstorming to encourage people to think outside the box and be creative.
3. Because. It is essential to give people specific, relatable reasons why you want them to do something.
4. Now. This conveys immediacy. However, don’t overuse it or toss it around casually or it loses its power.
5. Believe. When people believe in what they’re doing and what their work means, it encourages them to overcome limitations.
6. Guarantee. This puts people at ease and remove uncertainty. However, only use it when you are absolutely positive that you can make a guarantee.
7. Act. This is a call for urgency. It increases people’s confidence that they’re on the right tract and that they can accomplish goals if they … [Read more...] about (10/28) 8 of the Most Powerful Words Leaders Can Use

You’ve heard a lot about quiet quitting, but what about presenteeism? This is when a person is working but not performing up to par because of factors such as physical or mental sickness. This is different from absenteeism when an employee simply isn’t at work. Presenteeism is caused by factors including employee disengagement due to stress or burnout, struggles with a short- or long-term physical condition, mental health issues, and/or family caregiving challenges. This problem is more common than you may think – studies have shown that more 60% of employees have gone to work when they are sick, stressed out, or preoccupied by personal issues. Some signs of presenteeism include:

• Going to work sick.
• Playing down a personal illness or injury.
• Never going beyond minimum expectations.
• Having few ideas to move the business forward.
• Tardiness or leaving early.

… [Read more...] about (10/27) Identifying and Addressing Presenteeism in the Workplace

According to a new report from th U.S. Surgeon General Vivek Murthy, there is a link between low wages, discrimination, harassment, overwork, and long commutes and health problems including heart disease, cancer, depression, and anxiety. He said, “The COVID-19 pandemic has changed the nature of work and relationships many workers have with their jobs. The link between our work and our health has become even more evident.” The report cited five components of a healthy workplace:

• Protection from harm
• Connection and community
• Work-life harmony
• Mattering at work
• Opportunity for growth

• Inclusion
• Fair wages
• Opportunities for advancement