HR Industry Brief

It’s not too early to start planning for 2020. Consider resolving to stop:

• Being policy first, people second.
• Fearing external partners.
• Being the company police.
• Talking about people.
• Keeping HR inside HR.

•  Listening.
•  Coaching.
• Being “in the moment.”
• Removing barriers and obstacles.

• Being a CEO whisperer.
• Shepherding the culture.
• Allowing people to be themselves.
• Having fun.

A new labor bill in California could spell trouble for home health and hospice agencies. AB5, expected to be signed by Governor Gavin Newsom soon, broadens the scope of those individuals who are considered employee and, thus, are entitled to rights such as overtime, benefits, and unemployment. Among key notes about the bill:

• The bill was written to discourage employers from inappropriately labeling workers as contractors.
• It was designed to target the state’s gig economy, but the home care industry is getting caught in the crossfire.
• The bill mandates that direct contract workers must be removed from control and direction of the hiring entity.
• Under this legislation, it could mean that all home care workers would have to be hired as employees.

According to a new survey, 29% of employees think that their employer should regulate political expression on social media; and 27% believe their company should have a political expression policy. Among other findings from the survey:

• Workers under age 35 are more likely to want a “hands-off” approach; 45% of them oppose efforts by their employer to regulate social media use at work. They think that personal use of social media is separate from their work life.
• 36% of employees between the ages of 18 and 34 think it is important to work for an organization that aligns with its political views; 20% of those over 34 share this view.
• There are three reasons younger workers oppose companies regulating political expression on social media: they work or want to work at a company that shares their view, they value work and personal life separation, and they are more likely to use social media if it’s not monitored.

Losing a worker can significantly damage morale and lead to other departures. At the same time, it takes an average 24 days to fill an opening and costs as much as $4,000 per hire. Like it or not, you may be contributing to employee resignations. Here are some of the time mistakes you could be making without realizing their negative impact:

• Setting inconsistent goals or expectations.
• Having too many process constraints.
• Wasting resources (eating up workers’ time with constant meetings, training, conference calls, etc.).
• Putting people in the wrong roles.
• Assigning boring or overly easy tasks.
• Failing to create a psychologically safe culture.
• Creating a work environment that is too safe.
• Leading with bias.

They may not tell you, but at least some of your employees have financial strains and concerns. About three-quarters of U.S. workers report living paycheck to paycheck, and they identify their top sources of financial stress as:

• Affording healthcare in retirement
• Outliving retirement savings
• Affording bills after a job loss
• Covering out-of-pocket medical bills
• Relying on Social Security/Medicare

• Does the platform offer a personal assessment of each person’s current financial situation and help them identify appropriate financial goals?
• Does it address 100% of your employees, including those with little or no financial knowledge or sophistication?
• Does the platform integrate essential components to create a … [Read more...] about (9/17) Key Elements to Consider When Researching Financial Wellness Programs

Workplace violence is on the rise, and the statistics are shocking:

• There were 500 workplace homicides in 2016 alone, and these incidents accounted for 10% of all fatal occupational injuries.
• Violence is the second leading cause of death for women in the workplace.
• Workplace violence costs $121 billion in annual losses.

• Watch for warning signs such as excessive alcohol/drug use; unexplained work absences; depression, withdrawal, or suicidal comments; resistance to change; paranoia; and/or emotional responses to criticism.
• Educate employees about these warning signs, and have a process for reporting concerns, threats, and incidents.
• Establish a zero-tolerance policy regarding violence.
• Include definitions of prohibited behaviors in the policy.
• Be prepared. Have policies and procedures for emergencies and conduct drills at least … [Read more...] about (9/16) Workplace Violence Affects Millions, Costs Billions

A new survey suggests that there may be a disconnect between what technology your workers have and what they want:

• 43% of employees say their office computer is “fit for purpose.”
• 2 in 3 workers believe 25% of the IT hardware their company invests in is becoming useless or outdated.
• 38% say an office laptop would significantly improve their work life.

• Purchasing “best-of-brand” tech is not enough without good training.
• Ensuring employees have great technology and training will increase productivity and engagement.
• Workers want flexible, multi-use tools and remote opportunities. They want technology that enables them to “roam.”

Turnover and burnout are high for healthcare workers, according to data. Among some recent key findings:

• Overall hospital turnover was 19.1% in 2018, an 18.2% increase over 2017.
• Only about 57% of healthcare workers are engaged with their jobs.
• 13% of healthcare employees are either actively disengaged or openly hostile.
• 44% of nurses worry that patient care will suffer because they are tired.
• Physician burnout adds about $4.6 billion a year to healthcare costs in the U.S.

• Recognize achievements.
• Give workers a purpose.
• Provider opportunities for employees to relax.
• Create a positive culture.

Gen Z is starting the hit the workforce, and it won’t be long before they bring innovation and change. Here are some of the ways this group of people will revolutionize the workplace:

• They are tech-savvy but still value human interactions. Up to 90% of gen Zers report wanting some form of human connection in their work and say they enjoy teamwork. They appreciate the opportunity to provide feedback and suggestions on how projects are going or new ways to do things.
• They have a strong desire for work-life balance. Nearly half of gen Zers reports that work-life balance is a top priority. They are likely to expect to be able to unplug from office technology after hours, want wellness benefits such as meditation and yoga classes, and seek flex time and opportunities for remote work.
• They want feedback. Annual performance reviews won’t be enough for gen Zers; 60% want regular check-ins with their managers – weekly, if not daily.
• They have a … [Read more...] about (9/11) How Generation Z Will Revolutionize the Workplace

Author Heidi Hendrix suggest a few elements that can help you attract and keep good caregivers:

• Find ways to highlight how even the most difficult tasks can be rewarding and satisfying.
• Corporate and onsite leaders must model positive attributes of job satisfaction, enthusiasm, team work, and compassion.
• Spontaneous rewards. In addition to structured bonus systems, consider spontaneous rewards such as verbal praise, public recognition, and small gifts such as gift cards, treats such as donuts or cookies, or a day off.
• Encourage input. Create and sustain a work environment where caregivers feel comfortable and encouraged to approach leadership with concerns and suggestions.
• Accountability and fairness. Ensure a planned standard of practice that enables everyone to know if job expectations are being met.
• Opportunities to develop. Be creative and consider external and internal opportunities.