HR Industry Brief

COVID is here to stay for the immediate future, and that means face masks will be part of the workplace. While masks can be inconvenient and uncomfortable, it is important to learn to function in a world where face cover is the norm. Here are a few tips to keep masks from obstructing communication:

• Avoid clear masks when possible. These may seem like a good idea; and they may be preferred when you’re communicating with deaf or hearing impaired people. However, they tend to fog up; and some people find them uncomfortable or unsettling.
• Work on your “mask voice.” Specifically, pause to give people time to respond or enter the conversation. Accentuate key phrases and use volume, modulation, and emotion to express excitement, job, and calm. Speak clearly and try to stay face-to-face while talking to someone.
• Practice active listening. Show that you are paying attention and that you understand what the other person is saying. Nod and pepper your … [Read more...] about (10/9) How to Build Rapport While Wearing a Face Mask

Even before the pandemic, 96% of employers reported said they believed that at least some of their workers experienced burnout; and 91% of workers themselves said they feel burned out. Not surprising, in recent months employers report that burnout is on the rise. Many also report that they and/or their employees often feel isolated.  Consider a few steps you can take to support your employees’ mental health, as well as your own:

• Remove the stigmas about mental health and wellbeing. Instead of framing it as a problem to be ‘fixed,’ acknowledge that feelings of stress and anxiety are not uncommon during a crisis such as a pandemic. In fact, these feelings often are exacerbated in workers who are especially engaged and dedicated to their work.
• Ramp up your communications. Realize that no single message or offering is a cure-all. Reach out to employees in different ways and offer a variety of opportunities for self-care. Talk regularly with employees and find out … [Read more...] about (10/8) Why Employee Mental Health Is So Critical Today – and How Managers Can Help

Whatever your beliefs, issues, or concerns, this is an important election.  Democracy works best when everyone participates, so it is essential to encourage and enable workers to vote. Here are seven easy steps you can take:

1. Promote Election Day on November 3 as a day without meetings.
2. Encourage all managers to provide flexibility to enable workers to vote on Election Day.
3. Make sure workers know their state’s time off policies regarding Election Day. Realize that long lines at the polls may require people to be away from work longer.
4. Encourage workers to check in advance to make sure they’re registered to vote.
5. Remind workers that they can use a personal or vacation day when they want to take the day off to vote in person on Election Day.
6. Promote volunteerism by encouraging employees to become poll workers.
7. Provide resources for mail-in ballots and early voting.

You’ve probably heard about “transparency” ad nauseum throughout this pandemic. Yes, it is important to be transparent with your teams about what is happening in your organization during this crisis; but there is a risk of sharing too much information. Here are some tips for striking the perfect balance:

• Don’t overwhelm. Don’t dump massive amounts of information on your teams. Instead, highlight key points and explain what this data means to them. Construct a reasonable and clear call to action. Don’t make your teams guess what they should do or how they should respond to the information you share.
• Provide specific examples. Relate information you share to something that is currently happening or something employers have seen or experienced in the past. For instance, you can say, “Remember that during the norovirus three years ago how we implemented a temporary work-at-home policy? That’s similar to what we’re doing now. Here’s how it’s different.”
… [Read more...] about (10/6) Leadership: The Risk of Giving Too Much

The COVID pandemic has changed everything. While there is a lot of talk about the ‘new normal,’ no one really knows what that is yet. But take a deep breath; you’ve got this. Just consider a few ways you can pivot to survive and thrive, whatever may come:

• Be transparent. Communicate to employees, residents, family members, the public, and other stakeholders. Seek their input on problem-solving and how to best move forward and embrace a post-pandemic world.
• Be flexible. When possible, allow employees to work from home if they wan to do so. Find ways to arrange schedules so that working parents can successfully juggle their job and parenting responsibilities. Be forgiving if people miss a meeting or a Zoom call is interrupted by a crying child or a barking dog.
• Promote safety. Make sure your workers have the PPE they need. Ask them what efforts or equipment would make them feel safer.

The U.S. Department of Labor (DOL) has released updated guidance on pandemic-related worker leave. Employees defined as healthcare workers aren’t mandated to have paid sick leave and expanded family and medical leave. According to the American Health Care Association (AHCA), “The new definition is limited to those providing healthcare services and those reporting to healthcare providers. This definition includes employees who may not directly interact with patients but provide services that are integrated with and necessary for the provision of patient care.” Activities considered necessary for patient care include:

• Bathing
• Depressing
• Feeding patients who can’t perform an activity of daily living independently

PHI, along with coalition partners in three states, has announced the launch of a multi-year advocacy initiative that aims to improve jobs for direct care workers at the state level. This builds on a growing wave of states that increasingly support this critical but undervalued workforce. The “Essential Jobs, Essential Care” initiative will focus on advancing policy solutions for direct care workers across three areas:

• Increasing wages and reimbursement rates.
• Promoting workforce innovation.
• Improving data collection.

COVID-19: Considerations, Strategies and Resources for Crisis Standards of Care in Post-Acute and Long-Term Care Facilities, a new report from PALTC experts and insiders, offers some guidance to inform changes to operations and care process that can help providers navigate a crisis such as pandemic. The recommendations include:

• Advance care planning conversations should involve a patient-centered approach.
• Staffing models must account for increased demands and fewer staff members as care level changes from conventional to contingency.
• Standards of care at all levels should adhere to core ethical principles, including fairness, duty to care, and transparency in decision-making.
• Communication with residents and family members is critical to crisis management.
• Emergency preparedness programs consistent with regulatory requirements and national guidelines should be in place.

Particularly in a world where a pandemic crisis and a growing reliance on remote work go hand-in-hand, it can be especially challenging for managers to balance work and personal/family responsibilities. A panel at a recent senior living conference suggested some strategies to create and maintain a win-win balance:

• Start your week with a plan that highlights items that are non-negotiable. These ‘must-dos’ can either be essential for your job and the organization or for your own personal goals. Feel free to share these with colleagues so they know what to expect from you.
• Include your loved ones in your weekly plan. Don’t forget birthday celebrations, story time, brunch with mom, or even daily dog walks as you’re planning your week.
• Have a backup plan. Be prepared for the unexpected as much as you can.
• Listen to your inner self. Know when enough is enough, when you are pushing yourself too hard, and when you can challenge yourself … [Read more...] about (9/29) 7 C-Suite Strategies to Help You Balance Your Personal and Professional Lives

Look around at your managers who are women. They may seem to be composed, engaged, and focused, but don’t assume they’re not struggling. After six months of a deadly pandemic, there is pressure on these women unlike anymore most of them have ever experienced:

• Parental leave policies are pushing women out of the office. According to one source, approximately a third of companies offer paid parental leave twice as much to mothers as to fathers. The message here is that it’s the women who are expected to sacrifice their jobs to care for their families. Consider removing stereotypes by offering leave based on whether a worker is a “primary” or “secondary” caregiver, instead of gender.
• The retirement savings gap is growing. On average, women have about the third of the savings men have. To address this gap, talk to your 401(k) provider about retirement-planning sessions geared specifically for women.
• Women are carrying the heaviest burdens in the house. … [Read more...] about (9/28) Your Women Managers Are Struggling Right Now – 3 Reasons Why