HR Industry Brief

According to a new survey, employees see empathy as an essential skill for coworkers and managers alike:

• 92% of employees would be more likely to stay with an employer that they see as empathetic to their needs.
• 74% say they’d be willing work longer hours for an empathetic employer.
• 80% report they would switch companies to work for a more empathetic employer. Over half (57%) say they’d even be willing to take a pay cut.

• Offering benefits that align with values, including flexibility and promoting work/life balance (92%)
• Focusing on employee career support and development (89%).
• Rewarding/recognizing workers for their contributions (91%).
• Meeting employees’ need regarding holistic wellbeing (92%).
• Leadership diversity and a focus on inclusion … [Read more...] about (9/11) Empathy Is Not a Soft Skill

“There is no relationship in the workplace more powerful than the one between people managers and employees,” according to Society for Human Resource Management (SHRM) president Johnny C. Taylor Jr. Now his organization has released data from a new survey showing just how essential these relationships are. Among the findings:

• 84% of employees say that poorly trained managers create unnecessary work and stress.
• 57% say managers in their workplace could benefit from training on how to be a better manager.
• 50% say they think their own performance would improve if their boss received additional training in people management.

• Communicating effectively (41%)
• Developing and training the team (38%)
• Managing time and delegating (37%)
• Cultivating a positive and inclusive team culture … [Read more...] about (9/10) Training Could Help Employee Retention, Survey Says

Do your employees have faith in your ability to lead them through the pandemic? According to a new study, only about a third of workers think their company will come out stronger after COVID-19. If you’re hope to come out on top in the coming months and the year ahead, you need the confidence and commitment of your workers. There are three steps you can take to gain the trust and buy-in of your teams as you work through pandemic-related challenges:

• Create opportunities for connections. This means more than just weekly Zoom staff meetings. Look for ways to connect workers across departments and levels. Consider games or team challenges that partner people from different jobs and departments to work on a task, solve a puzzle, or devise solutions.
• Be vulnerable. Be there for your workers and keep an open door as much as possible. Be strong but empathetic. Let employees know you understand their feelings and fears. Give them a say in changes and the … [Read more...] about (9/9) 3 Ways You Can Inspire Trust and Boost Empathy

Last week, the U.S. Department of Labor announced some proposed efforts to help workers and employers fight the coronavirus pandemic:

• Announcement of two Dislocated Worker Grants awards totaling $13,500,000 to help address the workforce related impact of the public health emergency related to the pandemic. These awards are funded under the Coronavirus Aid, Relief, and Economic Security Act.
• Provision of $100 million to states to combat unemployment insurance fraud and recover improper payments.

Is lying part of life for your workers? According to a new survey, it might be. Of 1,000 employees of U.S. companies, 96% say they’ve lied about their reasons for taking a sick day. Of those, only 27% say they regret the lie; and 41% say they would do it again. Among other findings from the survey:

• The vast majority (91%) of those who have lied say they’ve never been caught in their fibs.
• The most common lies workers tell are feeling sick (84%), family emergencies (65%), doctor’s appointment (60%), and family member’s death (31%).
• Over half (56%) of Gen Z workers say they are likely to lie to get out of work in the future, compared with 46% of millennials, 37% of Gen Xers, and 27% of Baby Boomers.

Resilience is a quality shared by the best leaders and managers. According to a new survey, resilient managers and employees are not only more effective; they’re healthier and happier:

• Resilient managers report 52% less burnout and are 78% less likely to leave the organization.
• Resilient leaders report 57% greater purpose.
• Resilient workers score nearly 20% higher than their peers on tests of cognitive flexibility; and they earn more income. They also are more likely to report being engaged in physical activity, sleeping better, and being more productive.

Employees have some new and different expectations of their employers in light of the pandemic. To help keep your workers engaged and productive, consider these ways you can support and empower them:

• Provide more work options. According to one survey, more than 80% employees don’t think they should have to work onsite if they can effectively do their jobs remotely. While they understand that they may not be able to work from home all the time, they want flexibility and schedules that enable them to balance work and family responsibilities. This may mean working 4 days on and 4 days off, job sharing, staggered shifts, or other innovations.
• Ensure adequate digital collaboration. Make sure remote workers have the tools and technology to do their jobs. At the same time, provide specific guidance on issues such as what should/can be done/communicated via email, requirements/expectations for participating in Zoom or other video meetings, what privacy and security … [Read more...] about (9/3) Employees’ New Expectations – and 7 Ways to Meet Them

According to new data, employees are hurting:

• 34% say they’re tired.
• 34% report feeling stressed
• 27% say they feel burned out
• 22% are discouraged
• 19% feel distracted
• 17% report being depressed

A new research study suggests the need for weekly testing of both residents and staff in skilled nursing facilities and assisted living communities to mitigate the spread of COVID-19:

• Weekly testing of at least 50% of staff and residents is necessary to minimize outbreaks.
• Testing 100% of people twice weekly may be beneficial when the risk is very high.
• Once a case is diagnosed, more comprehensive testing for both staff and residents should follow.
• More frequent testing may guard against widespread transmission and allow for less stringent confinement measures.
• Frequent testing not only can improve outcomes but ultimately is more cost-effective.

Business survival is a top priority right now, but you can’t thrive or even survive without motivated, engaged employees. If misery is on the menu, the recipe for happy, productive workers can make a difference. Start by watching for the three signs of job misery:

• People feel ignored, unappreciated, and/or dismissed. They see themselves as invisible and insignificant.
• People feel like their jobs and/or the work they do doesn’t matter. They don’t see how what they do positively impacts others or the organization as a whole.
• Non-measurement. People don’t have a way to gauge the value of their contributions.

• Getting to know workers as individuals. This requires empathy and curiosity about what motivates each person.
• Helping employees see why their work matters. Explain how their efforts impact others and what would happen if they weren’t there to do their job. Share positive feedback … [Read more...] about (8/31) Reducing Job Misery