HR Industry Brief

Teams will look and function in new and innovative ways post-pandemic. Here are a few predictions from experts to help you on your teamwork journey:

• Results-oriented information technology and collaboration tools drive growth.
• Communication will bridge the gap between onsite and remote workers.
• Teams should expect the unexpected and be prepared to change with agility and flexibility.

A strong brand is important for finding and keeping great people, and some key statistics suggest just how significant it is:

• 86% of HR professionals say that recruitment is becoming more like marketing.
• 86% of employees and job candidates say they seek company reviews and ratings to decide whether or not to take or keep a job.
• 75% of job seekers are likely to apply for a position if the employer actively managers its brand.
• 86% of women and 67% of men in the U.S. say they wouldn’t join a company with a bad reputation.
• 50% of job candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase.
• A strong employer brand can reduce the cost per hire by as much as 50%.
• 68% of millennials, 54% of gen Xers, and 48% of boomers say they will check out an employer’s social media pages to evaluate its brand.

Every generation is unique, with different focuses, backgrounds, and experiences. If you’re not already tuned in to millennials, it’s time to know a few things about this group of people:

• Business is personal to them. Be prepared to get to know them on a personal level and let them share details about themselves and their lives. They want you to take an interest in them as whole people.
• They learn different. Take time to find out how they learn and how they best absorb information. Try to accommodate them with training on a variety of platforms.
• They want to belong and contribute to something greater than themselves. They want to understand their purpose and how they fit into the big picture. To some, this is more important than other material considerations (such as salary).

Employers can do more to support working parents. According to a new survey:

• 41% of working parents say they don’t know what benefits are available to them.
• 47% don’t think their employer understands their challenges.
• 46% say their career growth is on hold or at risk because of the pandemic.
• 25% say they don’t have a work-life balance.

Cybersecurity is important, but efforts to test employees on their tech detective skills can do more hard than good. For instance, imagine how employees might feel if an email offers them a cash bonus for good work and when they click on the link, they discover it’s a phishing test and they’re rewarded with a extra cybersecurity training instead. While phishing tests are common…and necessary, using questionable tactics can hurt worker trust, morale, and engagement. To test cybersecurity without hurting employee relations, experts suggest three tips:

1. Test teams, not individuals. The phishing test should focus on teamwork and the need to work together to protect security.
2. Don’t embarrass or shame anyone. Instead, create a culture of learning and information sharing. Use tests as an opportunity to recognize good cybersecurity practices instead of punishing individuals who make mistakes.
3. Gamify and reward. Use team-based competitions to create … [Read more...] about (4/5) Phishing Tests Are Necessary. But They Don’t Need to Be Evil

It’s 4 p.m. on a Friday. One of your top performers comes into your office and hands you a resignation letter. You’re shocked because this person always works hard, does a great job, and is well liked for colleagues, residents, and others. In fact, there are six key reasons you may lose the best and brightest:

• They don’t get recognized for good work. While they may be self-confident, they still need validation and recognition for their efforts. They need to feel like their contributions and sacrifices matter.
• They are burned out. Sure, they are hard workers, but everyone has their limits; and all employees deserve to have a work-life balance.
• They don’t have growth opportunities. Don’t think that just because someone is good at what they do and seem to like their job that you can keep them in that role forever.
• They are micromanaged. Give your employees the skills, tools, and authority to be successful and trust them to do their jobs. … [Read more...] about (4/5) The 6 Real Reasons Exceptional Employees Quit

  The Bureau of Labor Statistics reports that the annual total separation/turnover rates in 2020 was 57.3%. You may look at this number and think you’re doing great. But before you pat yourself on the back, realize that calculating turnover actually is more complicated. There are three things to consider as you establish turnover and rate guidelines for your company:

1. Measure the right metrics. You need to consider how much turnover is voluntary versus involuntary and how much involves high performers. For instance, you might have 30% turnover, but it drops to 20% when you consider only voluntary departures but rises to 25% when you limit it to voluntary turnover for high performers.
2. Consider the context of your industry. Different industries have different standards for turnover and different challenges associated with attracting and recruiting talent.
3. Take action. If your turnover rates are high, do something about it. Focus on … [Read more...] about (4/1) Here’s What Your Turnover and Retention Rates Should Be Like

At some point, even the best, most resilient employees may hit the ‘pandemic wall.’ This is a feeling of complete fatigue, and it’s more common than you think:

• 90% of employees say they are more stressed because of COVID-19.
• 30% need or have needed mental health treatment.
• 32% of employees have used sick days because of stress related to the pandemic.
• 29% of employees say they weren’t “productive at all” or “less productive” during the pandemic.

According to a recent survey, three in 10 employees say they have adopted a new cat or dog during the pandemic. Over a third of them they are concerned that their pet will face separation anxiety when they return to work. At the same time, more than half of employees surveyed say the would be happiest returning to work if they could bring their pet to the office. A quarter say they’d be more productive if their pet was with them. Among other findings from the survey:

• 29% of employers want to closely monitor their pet’s health concerns and/or behavior issues.
• 28% say their pet can help keep them calm when they’re feeling stressed.

An Employee Retention Credit (ERC), part of the new CARES Act, is big news for smaller employers. Here’s what you need to know about it:

• The program has been around since last March, but it didn’t become a viable option for senior living providers until December.
• The ERC is a refundable credit against certain employment taxes. It was initially established to address organizations that have been materially impacted by COVID-19.
• The CARES Act makes PPP loan recipients, in addition to organizations materially impacted by COVID-19, eligible for the credit.
• To qualify, businesses need to have a decline in gross receipts of 20% in 2021. They also need to have been impacted by government mandates, such as office closures or partial suspension of operations.