HR Industry Brief

This year’s promises to be exciting and challenging for managers in all industries. Among the top issues they will face include:

• Understanding Generation Z. This newest generation of workers are digital natives, and they want to communicate via mobile devices in life and on the job. Gen Zers also expect flexible schedules and the ability, when possible, to work remotely.
• Knowing gig-worker laws. Know your state laws about gig and contract workers, and be aware of lawsuits regarding independent contractors other employers have faced. It also will be important to consider how you will manage gig-workers and keep them engaged as team members.
• Destigmatizing mental health issues. Nearly 1 in 5 adults reports having some type of mental health issue. Increasingly, employees will need and expect wellness and healthcare benefit offerings that address mental health concerns such as stress, anxiety, burnout, and depression.
• Helping vapers quit. … [Read more...] about (2/10) Top Challenges for Managers in 2020

Although 67% of respondents in a new survey say they’re satisfied with their work schedule, about half (41%) say they’d change it if they could. Nearly two-thirds (59%) say they work pretty much the same schedule every week, but 20% say this routine negatively impacts their health. Among other findings:

• 45% of workers say their work schedule fits their preferred sleeping habits “very well.”
• 18% say they always work “bad shifts.”
• The number of workers reporting their work and sleep schedules aren’t well-matched (12%) was higher among those with rotating schedules than those with consistent ones (8%).
• 13% believe their coworkers would judge them negatively if they take a regular lunch break. However, those who take regular lunch breaks feel more valued by their employers and more satisfied with their jobs.

Most business leaders report experiencing growth and increased profits, but the economy weighs heavy on them as Election Day 2020 approaches. According to a survey, top issues for business owners and leaders are:

• The economy (95% ranked it as at least “somewhat important”)
• Taxes (90%)
• Healthcare (76%)
• Tariffs/trade policies (67%)
• Immigration (60%)
• Gun policy (56%)
• Opioid crisis (55%)
• Climate change (54%)
• Income inequality (54%)

Managers may see themselves differently than their employees do, according to a new survey:

• 88% of leaders say they’re willing to put in extra work and time to make their organization successful, and 92% say they’re always thinking of better ways of working.
• When asked to evaluate their manager, however, nearly a third say their boss doesn’t provide needed coaching or mentoring; and about a quarter are uninspired by their manager.
• 29% of workers say they don’t think their manager gives them fair evaluations.

You don’t have to throw all of your traditional ideas about hiring out the window to succeed in 2020; but to attract the best talent, be prepared to emphasize empathy:

• Create a positive employee experience. In a recent survey, 94% of talent professionals say that the this will be very important to the future of recruiting and hiring. Candidates will want to know how you personalize the employee experience and what you will do to make work satisfying for them.
• Adopt talent analytics. Mining information from company data will help hiring professionals be more strategic in workforce planning, setting recruitment budgets, and predicting attrition. If you don’t have a strong, healthy data infrastructure, make this a priority early in 2020.
• Recruit from within. Hiring professionals will be focusing more on finding promising employees in-house. Encourage managers to identify workers who have potential and provide them with the training and support that … [Read more...] about (2/4) These 3 Talent Trends for 2020 Focus on Empathy

As your team grows, some things will have to change…including your leadership style. Pay attention to the differences between managing for small and large teams:

• Direct versus indirect management. If your team is small enough, you can develop a personal relationship with everyone and know how they work and how to inspire and motivate them. As your team grows, you can’t be involved with each decision or detail. You have to prepare and enable people to make good decisions without your input. You have to have people you trust and let them do their jobs.
• People treat you differently. As your team grows, they may see you as being less in touch with or far removed from them; and they may be more hesitant to reach out with questions and ideas. Emphasize that you welcome their opinions—even when they disagree with you or have different ideas—and reward individuals for their honest insights and feedback.
• Focus on one issue versus context switching. As your … [Read more...] about (2/3) As Your Team Gets Bigger, Your Leadership Style Has to Adapt

Being in demand and constantly busy is often associated with success. However, too many demands on your time and energy can lead to burnout, stress, and errors. If you’re constantly or frequently feeling overwhelmed, consider if part of the problem is that you find it hard to say “no,” even when you know that “yes” means taking on too much. Next time, think before you answer:

• Consider what is really involved and how much time and effort it will take.
• Weigh the cost of your answer. How will a “yes” benefit the organization and you?
• Think about what realistically will happen if you say “no.
• Determine if taking this on will serve your mission.
• Consider the possibility of an alternate solution that will get the job done without adding to your stress and time commitments.

While employees often identify work-life balance as essential to their wellbeing and job satisfaction, a new survey suggests that corporate professionals seldom, if ever, enjoy this luxury. Finding say:

• Although 60% of respondents work remotely at least once monthly, 51% say that working from home elevates their stress.
• A third say they put in more hours at home than they do at the office.
• 82% say a colleague has contacted them about a work matter after hours.
• Nearly half of respondents report that technology keeps the pressure on them constantly and makes time off more stressful.

Don’t dismiss the value of office parties, picnics, sporting events, and other social events in training, team-building, and onboarding efforts. In fact, these activities can help increase engagement, ownership, and enthusiasm on the part of employees. They provide:

• Internal networking opportunities (especially for new employees who may be struggling to fit in and find their place in the organization).
• A forum for informal conversation. Employees may feel more comfortable sharing ideas in social situations; and they have a chance to get to know each other as people.
• Cultural socialization. Social events immerse new employees in the organizational culture and give them a chance to observe interactions and relationships. They can see how people communicate with each other at all levels.

Goal-setting helps employees keep their eye on the prize and focused on the company’s success and their contributions to it. At the same time, it can create deeper employee engagement and establish criteria for performance reviews. Here are some key steps to successful employee goal-setting:

• Set goals that align with company objectives.
• Include employees in setting job-specific goals.
• Make sure goals are specific, measurable, achievable, relevant, and time-based.
• Establish goals that are attainable (don’t set up employees for failure and frustration).
• Make sure goals for employees with similar responsibilities are the same.
• Reward employees who achieve their goals.
• Work closely with employees who fall short.