InFront on the Workforce

Long-term and post-acute care publication

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What’s All the Fuss?

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These conflict resolution strategies can put the ‘calm’ in your company.

Conflict is one of the most often explored topics in just about every discipline, industry, and organization; and long-term and post-acute care is no exception. It seems that we just can’t seem to figure it out. We are taught to create win-win situations while working with simply irascible characters and to have candid conversations with unreasonable tyrants.  No wonder there is so much fuss! In truth, most conflicts do not reflect those extremes. Run-of-the-mill conflicts are between reasonable (or semi-reasonable) people with different positions and perspectives.

What follows are three strategies for addressing conflict. Notice that I did not say resolving or managing conflict. That is because I do not believe all conflicts are manageable or solvable. There are some conflicts that are simply there. Participants live in a truce state and agree to peacefully coexist.

Companies Are More Talk Than Action on Employee Rewards

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Are workers surprised or disappointed by how you recognize them?

There is lots of talk about employee recognition, but a recent survey suggests that employers could do a better job of walking the walk on worker rewards and appreciation efforts. According to research from the staffing firm OfficeTeam, only 43% of employers think their company is very effective at recognizing employees for good performance. Over one-tenth (14%) said they are not at all or not too effective at celebrating workers.

This is a particularly relevant topic during this Administrative Professionals Week (April 21-27), with employees wondering what their company will do to recognize them. According to the survey, 43% of respondents said they plan to organize a celebration or lunch at work, 35% said they intend to praise staff during a meeting or other public forum, 27% indicated they will provide a handwritten thank-you note, and 14% plan to bring in an educational guest speaker. Nearly one-quarter (20%) of companies don’t show appreciation to administrative staff in any way.

Survey: Lead as a Social Enterprise, Reinvent Human Capital for Future Success

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Employees want socially conscious companies. Are you ready?

According to findings of the 2019 Global Human Capital Trends survey of nearly 10,000 CEOs and executives, future success means reinventing organizational approaches to human capital with a focus on employees’ continuous learning, accelerated development, and personal and professional growth.

More than three-quarters (86%) of survey respondents said they believe they must reinvent their ability to learn, and 84% said they need to rethink their workforce experience to improve productivity. At the same time, 80% said they believe that they need to develop leaders differently.

When asked to rate their most important measures of success in 2019, respondents almost unanimously said “impact on society, including income inequality, diversity, and the environment.” They rated this higher than customer satisfaction, employee satisfaction/retention, financial performance, and regulatory adherence. Social enterprise issues are growing in importance, according to respondents, and nearly half (44%) said that these concerns are more crucial to their organization now than they were three years ago.

What Is the Impact of Workplace Drug Testing?

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Stats are alarming, but HR can help by following tips for testing.

Positive workforce drug tests hit a 14-year high last year. According to Quest Diagnostics, a national diagnostic information service company, marijuana is the most commonly detected illicit substance across workforce categories (general U.S. workforce, federally mandated, safety-sensitive workforce, and combined U.S. workforce) and in all specimen types (urine, oral fluid, and hair). Positivity for post-accident urine testing went up more than 51% between 2017 and 2018 and increased nearly 81% between 2014 and 2018. This increase was likely driven by the addition of prescription opiates to the panel addressed in testing.

HR Leaders Talk Technology Successes, Failures, Challenges

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AI, video interviewing, ramping up security top list of HR’s high-tech issues.

One of the best ways to learn is from others’ mistakes and successes. That is why a crowd gathered at the  2019 Society for Human Resources Management Talent Conference for a session on recruiting trends and technology. Among other things, they learned that while companies are increasingly counting on artificial intelligence (AI), they have come to realize that technology alone is not the answer.

How HR Can Take Charge in Fighting Workplace Sexual Harassment

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When zero tolerance and full compliance go hand-in-hand, everyone can thrive on the job.

How you address workplace sexual harassment can play a powerful role in how staff feel, work, and interact; but too many companies spend money and time on training that isn’t effective and develop programs that don’t have a lasting impact. Experts suggest a variety of ways to ensure the organization’s words, actions, and policies engage and resonate with employees for the long term.

What HR Needs to Know about PDPM

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A new person-centered reimbursement model is coming to SNFs, and you need to be on the ground floor for change.

The Patient Driven Payment Model (PDPM) is the new Medicare payment rule for skilled nursing facilities, replacing the current reimbursement system (called RUG-IV). PDPM represents a significant change and goes into effect on October 1st. While patients’ therapy minutes currently drive payment for SNFs, PDPM provides reimbursement based on the complexity of individual patients’ care needs as detailed in the primary and secondary diagnoses. Under this new system, HR takes on a heightened role in helping to ensure the organization’s success.

From Harassment to Health Care: States Confront Hot Issues

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Stay on top of pressing state, local concerns impacting HR.

A new study identifies the leading concerns for U.S. companies and how state and local lawmakers are addressing them. Not surprisingly, number one is sexual harassment prevention. State legislators everywhere are grappling with this issue in the workplace. In fact, there are a record number of state proposals on harassment, proposing solutions such as detailed arbitration agreements, expanded protections for non-employees, and stronger prevention efforts such as mandatory policies and interactive training.

Employee Benefits Can Be Branding Boon or Hiring Bust

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Benefits and perks speak volumes about how you view, value employees. What message are you sending?

Competition is stiff for the best and brightest workers, and businesses increasingly are looking for creative benefits that will attract and keep good employees. Benefits such as health insurance, paid leave, and retirement plans are clearly important; but organizations need to know their employees, think outside the box, and identify benefits that boost the company’s brand. Why is this so important? According to one survey, nearly two-third of job candidates say that benefits and perks are among their top considerations before accepting a job; and nearly 80% of workers say they would prefer new or added benefits to a pay increase.

Lead a Culture Shift for Digital Transformation

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How to build a staff with skills, passion for sustained digitalization.

To successfully integrate data, artificial intelligence (AI), and automation into your operations, a commitment to digitalization has to be embedded in your culture and embraced by employees at all levels. According to a recent survey, 84% of business leaders are planning to increase investment in technology this year; and the majority also believe that it isn’t enough to throw money at digitalization. Seven in 10 said that a culture shift is also necessary to prepare for a high-tech future; and they’re counting on HR for help.