HR Industry Brief

Onboarding can make the difference between employees who are engaged and excited from day one and those who never feel connected and leave after a brief tenure. If you want to keep good workers and enable them to hit the ground running, avoid these four onboarding mistakes:

• Failing to prioritize communication. Before they clock in for the first time, new hires should know their schedules, their roles and responsibilities, and what their average day will look like. They should know who to seek out for different types of questions and who to report to.
• Moving too fast, too soon. Don’t overwhelm new employees with information. Start with the basics and give them time to get settled in and established. Consider working with them on a schedule of training that gets them up and running slowly while giving them priority information first.
• Underestimating the value of mentorships. Don’t assume someone doesn’t want or won’t benefit from mentorships. Connect … [Read more...] about (8/2) 4 Employee Onboarding Mistakes to Avoid

Virtual meetings and remote has influenced a new casualness even as employees return to the workplace. Here’s how to keep the words of the workspace business-like, inclusive, and appropriate:

• Beware of cultural sensitivities. Avoid words with implicit bias or obvious racist or sexist connotations such as tribe, blackball, blacklist, girls, white-glove service, etc. Avoid culturally insensitive messaging and use words that lift people up instead of putting them.
• Focus on preferences and inclusivity. For instance, use ‘spouse’ or ‘partner’ instead of ‘husband’ or ‘wife.’
• Avoid words related to antiquated stereotypes such as bossy, crazy, poor, and stupid.

There’s not a better time to get ‘real’ with your leadership skills. This easy acronym is the perfect reminder of what you need to do every day to be a good leader:

• Respect the professionals you hire to do their jobs. Give them the necessary training, tools, and resources; then empower and trust them. Don't micromanage.
• Empathize. You need to be able to see things through others’ eyes and understand why they feel the way they do.
• Actively collaborate. Work with your team on solutions. Don’t make decisions in a vacuum.
• Realize that people want to be heard, and they sometimes need reassurance and support. Give people a chance to express their feelings, needs, and concerns; then respond in some capacity. Remember, if you promise follow-up, do it. It matters.

Your teams may be working harder and longer; and while this may seem like a good thing in times of staffing shortages, it may be causing stress and burnout. This is particularly true of younger workers. According to a new survey:

• 10% say they never take a lunch break, and 70% say they work through lunch at least once a week.
• While 48% of baby boomers say they never eat at their desk, only 26% of millennials and 10% of Gen Zers say the same.
• One in 4 Gen Zers are concerned that their bosses won’t look favorably on them if they do take a lunch break.
• Nearly a quarter (21%) of younger workers report not having enough time to complete tasks and deliverables and break for lunch.

During a discussion at a recent LeadingAge program, panelists noted that providers across post-acute and long-term care (PALTC) settings are competing with each other for a shrinking pool of workers. They suggested a need for a “holistic” approach to staffing that involves bringing together government, educational, and data agencies. Among other insights for the panel discussion:

• There is much short-term focus on boosting the workforce, but we need to think long-term as well and develop strategies to grow and keep staff over time.
• One key is to elevate caring professions by changing the narrative and definitions around direct care work.
• Elevating the direct care workforce should start with basic staff training to enable workers to function successfully in a variety of PALTC settings.
• It is important to emphasize that this is a complex job requiring high levels of skill and responsibility.
• There is a need for consistent, … [Read more...] about (7/27) Competition for Workers Among Providers Is ‘Untenable’ as Workforce Challenges Continue: Panel

According to a new poll, most professionals have difficulty unplugging from work during paid time off. Over half (54%) don’t think they have the option to leave work behind when they’re off the clock. Among other findings:

• Older professionals have the hardest time leaving work behind during time off, with 65% of those aged 45 and older reporting an inability to unplug. Tis compares with 47% of those between the ages of 21 and 25.
• Only 44% of professionals in healthcare believe they can unplug, compared to 73% of those in teaching, 71% of those in law, 59% in accounting, and 55% in finance.
• Men (44%) are only slightly more likely to say they can unplug than women (48%).
• According to respondents, discussions about unlimited paid time off have nearly doubled in 2 years.
• 88% of professionals have a positive view of unlimited paid time off, versus only 12% who have a negative view.

Studies show that one key reasons workers stay with their employers is that they feel valued and connected. With workforce shortages at all time highs, it behooves employers to step up their game on winning employees’ engagement and loyalty. These actions will help create a culture that attracts and keeps staff:

• Enable flexible and mobile work arrangements. Don’t lose good workers because they can’t (or simply don’t want to) work a traditional 8-, 10-, or 12-hour shift. Be flexible and creative – split shifts, shorter shifts, job sharing – whatever it takes to have a full staff and good team.
• Rethink employee resource groups. Consider iterations such as a parents resource group led by parent working in your office or similar groups bringing together workers with common interests, concerns, and needs. Ask them to identify their challenges and suggest solutions that you can implement.
• Create opportunities for meaningful collaboration. Quarterly … [Read more...] about (7/25) Why We Need To Overhaul Workplace Belonging

During a crisis, frontline workers can make significant contributions to keeping residents and colleagues safe. They can even save lives. As you’re putting together your emergency preparedness plans, training programs, and drills/tests, be sure to include frontline workers. Toward this end, remember:

• Checklists, policies/procedures, and disaster plans sit on the shelf. Even if they’re included in onboarding and inservices, they can be forgotten. Make disaster preparedness a living, breathing effort that includes drills, discussions, and role playing efforts.
• The buck has to stop with someone. The leader who has this role needs to have skills not only in emergency preparedness but also decision making, conflict resolution, listening, and empathy.
• Transparency is key. When you don’t communicate with frontline workers, they are left in the dark and feel disconnected. This also can contribute to distrust. It it important to let them know what is … [Read more...] about (7/22) Emergency Preparedness Training Key But Often Missing for Frontline Staff: Expert

According to a new survey from the American Psychological Association (APA), eight in 10 workers say how a employer supports their employees’ mental health will be a key factor in whether or not they’ll accept/seek employment with that organization. Among other findings:

• 71% of workers believe their current employer is more concerned about employees’ mental health than they were in the past.
• 41% of workers more flexible work hours.
• 34% want a workplace culture that respects time off.
• 33% say they want the ability to work remotely.
• 31% would like a four-day work week.
• 24% of workers say they do not feel they receive adequate compensation, and 71% worry that their compensation hasn’t kept up with inflation.

Ask your frontline workers why they do what they do, and you will seldom if ever hear “because of the money.” They’ve chosen this work because they like caring for people and making a difference. At the same time, when the leave, money often is only part of their reason. In survey after survey, frontline workers say they want to feel valued, respected, and engaged. So how can you support your frontline workers in a way that resonates with them? Consider these three steps:

• Streamline communications. Don’t bombard them with general emails and other communications. When possible, customize messaging to ensure they get the information they need and want. At the same time, give them an opportunity to provide feedback and ask questions.
• Offer flexible scheduling. Involve workers in creating their own schedules. Enable options such as job sharing, four-day workweeks, and parent-friendly workdays that enable them to be there for their kids after school.
… [Read more...] about (7/20) Frontline Workers Want More Than a Paycheck – 3 Trips on How to Make Them Feel Supported and Valued