HR Industry Brief

The COVID pandemic took many people by surprise including, according to a new survey, board-level executives:

• Nearly 40% of boards did not have risk mitigation plans in place prior to the crisis.
• Half (50%) of directors say that – during this crisis – they have focused on providing external perspective and information; 22% say scenario planning. Only 19% recognize the importance of providing emotional support for the CEO.
• 40% of directors think that board meetings will still require in-person attendance post-crisis.

According to a new MetLife survey, workers are losing sleep over financial issues during the COVID-19 pandemic. Specifically:

• 41% are concerned about everyday cost of living.
• 34% are worried about stock market declines.
• 32% are stressed about having debt and getting into debt.
• 30% are concerned about new threats to job security/income.
• 28% are worried about their lack of emergency funds.

During the COVID-19 crisis, many HR professionals are working remotely; and they are counting on technology to enable them to continue doing their jobs and caring for all employees. According to one study, they are using tech tools for:

• Payroll (70%)
• Annual open enrollment (47%)
• Employee time tracking (42%)
• Insurance benefit administration (36%)
• Retirement benefit administration (30%)

• Eating healthy.
• Setting aside time to exercise.
• Limiting their availability for colleagues/clients.
• Getting dressed every day instead of working in pajamas or sweats.
• Communicating work expectations to family members/roommates.
• Protecting their personal brand by continuing to deliver high-quality work and following through on obligations and … [Read more...] about (4/30) Best Practices for the Remote HR Professional

Like many things, hiring is affected by the COVID pandemic; and employers shouldn’t expect to go back to business as usual when this crisis is resolved. Consider these hiring best practices in the workplace post-pandemic:

• Be prepared to address safety concerns. More than ever, prospects will want to know what you are doing to protect workers and keep them safe and healthy.
• Expect technology’s role to increase. Hiring managers must be able to adapt to virtual on-demand interviewing, texting information, and online scheduling. The scheduling and interviewing process must be efficient and flexible. At the same time, you’ll have to step up your online recruitment game, particularly if you’ve previously counted on job fairs and other in-person hiring events.
• Offer scheduling flexibility. Remember that with schools closed and other changes caused by the pandemic, workers may need more flexible schedules and/or the opportunity to work from … [Read more...] about (4/29) Hiring Best Practices Emerging Amid the Dawn of the New Normal

  In one recent survey, nearly half (42%) of workers admit to having had a political disagreement at work. With a major election coming up in November and political polarization at an all-time high, HR and other leaders need to be prepared to set some standards and guidance to keep politics from infecting the workplace, even as many employees are working remotely. Consider a few key steps:

• Establish office policies and hold training sessions about the importance of mutual respect.
• Clarify the difference between expressing an opinion and harassing others.
• Be a role model. Stay mum on politics in the office and elsewhere (e.g., on social media).
• Consider keeping political programs off television sets in offices and break rooms.
• Limit or ban visual displays of political beliefs in the office. This might include campaign buttons, t-shirts, stickers, and posters.
• Brush up on federal and state laws protecting … [Read more...] about (4/28) How Should HR Handle Political Discussions at Work?

Practitioners and front-line medical professionals aren’t the only ones working more during the COVID-19 crisis. According to a new study:

• The average employee is putting in an extra hour of work per week and spending more time in one-on-one meetings and/or team check-ins.
• Workers are spending 29% more time in “team sync” meetings.
• There’s been an 11% increase in “fragmented time,” defined as chunks of work time that are shorter than two hours. Focused time is down 8%.
• 43% of workers say that working from home is more stressful than life at the office.
• Not surprisingly, there’s been a 45% decrease in out-of-office events.

Caregiver turnover is an ongoing challenge. However, it has taken on new urgency during the COVID-19 pandemic. There are some steps you can take to keep your frontline teams engaged and committed now and into the future:

• Don’t count on one source for applicants. Cast a wider net. Maximize your job board visibility; automate the screening and scheduling process.
• Offer flexible schedules. Multiple studies suggest that these workers want more flexible schedules, including shorter shifts for those with young children.
• Incentivize retention. Investing in regular pay increases and bonuses will likely save money in the long run, as each new hire costs up to $5,000. Services such as OfficeVibe can provide anonymous employee feedback about pay issues.
• Provide opportunities for growth. Recognize exceptional employees and provide training and tuition-related benefits to help them move up the ladder and increase their skill sets.

  An optimal energy level contributes to success and efficiency, especially in challenging times. Here are some tips to boost employee energy during the current crisis:

• Create ideal conditions to convert potential energy to kinetic energy.
• Direct employee energy to focus on important and useful tasks, instead routine or mundane activities.
• Bring team members with different skills together to brainstorm, problem-solve, and/or work on special projects.
• Realize that people have different levels of energy. Develop specific goals for each employee.
• Monitor, direct, and optimize your own energy level. Be a role model for others.

According to a new survey, employers are prioritizing workers’ health and embracing new ways to provide care:

• 86% of employers say they are promoting the use of telemedicine, nurse lines, and/or virtual healthcare visits for employees.
• 58% say they are increasing access to telebehavioral health, with an additional 14% planning to do so.
• Nearly half (41%) say they will waive out-of-pocket treatment costs for employees who contract the virus.
• 39% of employers report that the vast majority (75%) of their employees are working remotely. This is up from 14% before the pandemic.
• Almost all (97%) of employers say that they are promoting social distancing for onsite employees and have increased cleaning and disinfection.

If you have employees who aren’t coming to work because of coronavirus fears, you must weigh your rights and business needs as an employer with the employees’ rights and feelings. Here are a few steps you can take:

• Talk to the employees. Listening to the employees’ concerns and having an honest conversation may be all that’s necessary to de-escalate the situation.
• Understand employees’ right to refuse to come to work if they have a specific fear of infection that is based on fact and not on generalized fears.
• Address employees’ specific fears in a way aimed at ensuring a safe working environment.
• You may rely on the terms of existing time-off policy, or you may possibly put hesitant employees on leave as a more constructive alternative to dismissing them.
• Be prepared to accommodate employees who request altered worksite arrangements.