by Jim Taylor | Oct 18, 2023 | Employee Recruitment, Employee Retention, Future of Work
In the wake of the pandemic, flexible work schedules have become a more common employee recruitment option. Many companies, a significant 88% of employers, now offer different remote work options. These options include the following:
- 50% of surveyed employers offer fully remote work
- 75% of surveyed employers offer flexible schedules with remote options on specific days
- 24% of surveyed employers offer compressed work weeks
This option allows employees to complete a standard 40-hour workweek in fewer than five days. This shift in how we work has profound implications for the modern workplace.
In the fast-evolving business world, companies continually search for innovative recruitment strategies. One such employee strategy that has gained increasing attention is the adoption of a four-day workweek. This work schedule is designed to provide employees with more flexibility and an improved work-life balance.
Introduction to the Four-Day Work Week Trend
The International Foundation of Employee Benefit Plans recently conducted a survey of employers. Its goal was to examine the four-day workweek. For this purpose, the work schedule was defined as a reduction in weekly work hours from 40 to 32 hours.
The survey reveals that 5% of employers already offer a four-day workweek. For some, it is their official policy. Others do it on a case-by-case basis. An additional 14% of employers are contemplating implementing it, and 1% are in the process of piloting such a schedule. This showcases the growing interest in the approach.
Of employers offering a four-day or 32-hour workweek, the breakdown is as follows:
- 41% due to employee requests
- 36% as a retention strategy
- 36% for work-life balance and company culture
- 25% as a recruitment tool
Some employers apply the approach company-wide. Others restrict it to specific job roles, certain employees, or designated locations.
What Are the Benefits?
For the employers who offer their employees a 4-day workweek, they cited the following as benefits they experience. For those who are considering it, these are their desired outcomes of doing so.
Improved Work-Life Balance
A significant advantage of the four-day workweek is the potential for a better work-life balance. With a shorter workweek, employees can enjoy more leisure time. This can lead to increased job satisfaction and reduced burnout.
Increased Productivity
Surprisingly, a compressed workweek often leads to heightened productivity. When employees have fewer days in the office, they tend to focus more on essential tasks, reducing time-wasting activities. This can result in a more efficient use of work hours and, ultimately, a more productive workforce.
Attraction of Top Talent
The adoption of a four-day workweek can be a powerful employee recruitment tool. In a competitive job market, potential candidates are drawn to employers who offer unique and flexible benefits. Businesses offering this work arrangement are likely to stand out and attract top talent who value work-life balance.
Employee Retention
Once a company has recruited top talent, it’s essential to keep them. The four-day workweek can serve as a retention strategy. It ensures that employees are content with their work-life balance. Satisfied employees are more likely to stay with their current employer. This results in a reduced turnover and associated recruitment costs.
What Are the Potential Drawbacks?
Convincing decision-makers about the benefits can be a significant challenge. In fact, many employers, about 80%, are unconvinced. This can make implementing a four-day workweek difficult.
One of the primary concerns associated with a four-day workweek is the potential impact on business operations. Some companies worry that a reduced workweek may hinder their ability to meet customer demands.
The reasons employers choose not to offer a 4-day workweek break down thusly:
- 42% due to upper management disinterest
- 38% worry about widespread implementation challenges
- 36% due to potential negative impact on business operations
- 32% worry about the inability to support their customer base
Administrative burdens and potential costs also contribute to their hesitation.
What Is the Takeaway?
As they navigate the post-pandemic work landscape, businesses experiment with flexible work weeks. Plus, while some have already adopted a four-day work week, others are considering the shift.
Some choose to adopt a 4-day workweek as part of their employee recruitment strategy. To successfully do so, companies should consider their employees’ preferences, as well as the potential impact on the business operations. The four-day workweek may not be suitable for all organizations. However, it has the potential to revolutionize the way we view work and employment.
In conclusion, this is a promising recruitment strategy that can provide businesses with a competitive edge in the job market. Companies can use this innovative work arrangement to attract, retain, and nurture top talent. In the ever-changing landscape of recruitment and employment, the four-day workweek offers an exciting path forward.
by Jim Taylor | Oct 9, 2023 | Company Culture, Employee Engagement, Employee Retention
Employee morale plays a pivotal role in shaping the dynamics and outcomes of a workplace. Simply put, when employees are content and motivated, they tend to be more engaged, creative, and productive.
Conversely, a dip in morale can lead to disengagement, increased absenteeism, and a higher turnover rate. All of which can spell trouble for an organization’s success.
Therefore, employers need to gauge and grasp the morale of their employees to foster a positive and thriving work atmosphere.
Chicago-based company, Launchways, has delved into the importance of measuring morale in the workplace. We offer this insight.
Why Measure Employee Morale?
Employee engagement is essential for a company’s success. To effectively attract and retain top talent, organizations should begin by assessing whether their current employees are happy. That helps employers know how to keep valuable employees.
Workplace morale affects the following:
- Productivity and Performance: When employees are satisfied and motivated, they are more inclined to invest their best efforts and produce high-quality work.
- Employee Retention: Employees who find content at work are less likely to seek opportunities elsewhere.
- Engagement and Innovation: A positive work environment nurtures a culture of innovation and continuous improvement.
Measuring Employee Engagement
To gauge employee satisfaction, many employers continue to rely on employee engagement surveys. But lately, employee engagement has been at its lowest point in nearly ten years. Employers start to wonder if the usual surveys really show what employees think.
Instead of using the same old surveys, employers should think about new ways to see how engaged employees are. It’s also important to improve the surveys to make sure they show how employees truly feel. Here are a few ideas that can help employers better understand employee engagement.
Updating Employee Engagement Surveys
When done properly, regular employee surveys can still effectively measure employee engagement. A few factors to consider for updating your surveys:
- Keep surveys short and timely. Send short 3-5 question polls for specific activities or occurrences. Reserve long surveys for annual or bi-annual reviews.
- Be concise and clear about what you are asking. Simple questions often get the best answers.
- Invite feedback and suggestions. Leaving an open-ended feedback section allows employees to provide additional information. This ensures they feel heard.
Although surveys are probably the most popular method for measuring employee satisfaction, they aren’t the only one. To get a holistic view of engagement in your organization, consider including the following options.
One-on-One Meetings
Many workers don’t feel heard when they only have a few pre-written multiple-choice answers to choose from. Conducting one-on-one interviews with employees offers valuable insights into their morale. Such interviews provide employees with a confidential space to express their concerns and emotions.
Companies should provide managers with the proper training to lead these meetings in a way that ensures employees feel heard and respected.
Company Forum or Chat Channel
Creating a “forum” where employees can discuss current business issues may promote broader discussions. This form of communication allows employers and HR leaders to identify current problems. They can use that information to initiate real conversations to work toward real solutions.
Tracking Metrics
Tracking employee behavior over time can serve as an indicator of morale. Consider monitoring the following and investigating their root causes.
- Employee Turnover Rates
- Absenteeism and Sick Leave
- Performance Metrics
Identifying patterns can help organizations unearth and address underlying issues.
The Takeaway
Today’s employees know what their priorities are. By measuring employee engagement and morale, employers can improve their ability to attract and retain talent. This enhances the company culture and creates an environment where workers feel valued.
This, in turn, benefits not only employees but also the organization as a whole. In the grand scheme of things, the question “Are your employees happy?” should invariably top the priority list of every organization wishing to create a thriving and productive workplace. For more insight, check out Employer/Employee Relations: Who’s in Control?
by Jim Taylor | Oct 3, 2023 | Company Culture, Employee Retention, Future of Work, Human Resources
The pendulum continues to swing. Going “back to normal” is a status many businesses long for even as they struggle to manage the “new normal.” With many workers insisting on the freedom they experienced working remotely, and employers calling for a return to their cultivated work culture, there is bound to be tension.
So, “Who’s in control of employer/employee relations?”
Employer/employee relations form the foundation of our modern workforce. By examining the current trends, we can gain insight into the evolving dynamics of employer/employee relations.
Remote Work and Flexible Arrangements
In recent decades, many trends have altered the employment landscape. Non-traditional work arrangements, such as freelance and contract work, have blurred the lines between traditional employer and employee roles. This results in new challenges in determining control and responsibility.
Remote work often requires a shift in management strategies, with a greater emphasis on results and performance. However, this shift means that employees may feel the need to be constantly connected to work. This sometimes blurs the line between their personal and professional life.
While workers have more control over their work environments and schedules, employers may fear that this lack of oversight could result in less productivity. The challenge is finding a balance. The desired solution would allow employees the flexibility they desire while ensuring employers can maintain control over work outcomes.
Mental Health Matters
Additionally, mental health has emerged as a prominent issue. More people are reporting feelings of depression and anxiety. Rates of drug abuse, addiction, and suicide have been steadily increasing. Although many are becoming more aware of mental illnesses, work-related stress, and burnout, businesses continue to find practical solutions to be a challenge.
Employers recognize that overly strict regulation can lead to feelings of employee dissatisfaction. That results in high turnover rates. In fact, the Great Resignation and quiet quitting trends have been linked to the level of support an employer offers its workers.
Workers prioritize their mental well-being and the quality of the work culture as they seek opportunities. Therefore, wellness and mental health have become important recruitment strategies for businesses.
Major health events, including mental health ones, change everything in a person’s life. As employers and HR advisors, we need to take the health of our workers seriously.
Balancing Employer and Employee Interests
With the increased attention that employee needs are getting, more employers are aware than ever before. Unfortunately, inflation has made wage increases difficult. Plus, more inclusive benefit options are increasingly expected to attract new talent. It has become challenging for many employers to keep up.
Employers are vested in ensuring their businesses’ productivity and profitability. This often involves making decisions that affect employee workloads, compensation, and job security. In contrast, employees seek job satisfaction, fair compensation, and security.
Employers often feel torn between wanting to support their employees and wishing to avoid price increases. This is clear in the healthcare benefits landscape. Balancing these sometimes conflicting interests is essential for a healthy workplace.
Where Do We Go From Here?
Although the pandemic redefined work dynamics, there’s a real sense of cooperation and negotiation. It’s in the best interests of both employers and employees to work for a mutually beneficial arrangement.
Employers can engage in open dialogue with their workforce. They can seek feedback and involve employees in decision-making processes that affect them. This inclusive approach can enhance employee satisfaction and reduce feelings of powerlessness.
When employees feel included in the process, they are more likely to cooperate. They may support initiatives that may initially appear restrictive.
As businesses weigh their needs with those of their employees, it becomes increasingly apparent. This support is required to attract and secure top talent in a competitive environment.
Over the coming weeks, we’ll be delving into a few innovative solutions for improving employer/employee relations. We’ll discuss measuring employee engagement as well as creative recruitment strategies.
Overall, the employer/employee relationship is in a decent place, with neither in the position to make many demands. That is a pretty good way to start.
by Jim Taylor | Sep 5, 2023 | Company Culture, Human Resources, Leadership
August has been an eventful month for government agencies overseeing workplaces. With new and returning rules pushed forward by both the National Labor Relations Board and the U.S. Department of Labor, employers and HR leaders need to take notice.
Companies should begin preparing now so they have less to do when the rules are finalized and implemented.
Here are a few of the key points for HR leaders to consider.
News From the National Labor Relations Board
Last week, the National Labor Relations Board (NLRB) announced returning to a rule that would reduce the time between a union expressing interest in representing employees and the actual union election. Around the same time, the NLRB also changed the process for unions to organize, making it easier for unions to organize and could even remove the need for an employee vote.
The Final Rule ensures the following steps occur more quickly to make pre- and post-election hearings more efficient.
- Pre-election hearing
- Distribution of election information to employees
- Ensures elections are held quicker
Chairman Lauren McFaren stated, “It’s the basic principle of the National Labor Relation Act that representation cases should be resolved quickly and fairly. By removing unnecessary delays from the election process, the new rule supports these important goals, and allows workers to more effectively exercise their fundamental rights.”
This could be good news for unions, but it may not be the best news for your company.
Recent polls show that support for labor unions is strong across many industries. Therefore, no industry is entirely safe from the possibility of unionization.
What Does This Mean for Your Company?
If you are an HR leader of a company at risk of unionizing, you should take these developments seriously. Building positive relationships with your employees is crucial to union avoidance.
Supervisor training plays a critical role in maintaining employee satisfaction and reducing the likelihood of unionization. Well-trained supervisors understand company policies, labor laws, and employee needs. This enables them to foster positive workplace environments.
When supervisors effectively communicate, provide support, and address concerns, employees feel valued and heard, diminishing their desire to seek representation through unions. Unfortunately, during the pandemic, supervisor training became something of an afterthought, and that is becoming evident.
News From the U.S. Department of Labor
In another recent development, the U.S. Department of Labor (DOL) has also proposed a new rule. This rule aims to raise the minimum salary that workers must earn to be exempt from overtime pay under the Fair Labor Standards Act.
Basically, the proposed rule would increase the minimum salary for exemption from $684 per week to $1,059 per week or $35,568 per year to $55,068 per year. The rule would also raise the “highly compensated employee exemption” from $107,432 annually to $143,988 per year. Furthermore, the DOL could automatically adjust these figures every three years.
What Does This Mean for Your Company?
Like most employers and HR leaders, you may need to figure out which jobs will be impacted by this proposed rule. Then you might weigh potential overtime implications against the following options:
- Employing measures to shift duties and reduce costs
- Switching employees from exempt to non-exempt
- Increasing employee salaries
While inflation has led many employers to increase salaries over the past few years, few have increased by the substantial margin that the DOL’s rule suggests.
What Can You Do?
Although the NLRB’s changes become effective December 26, 2023, the DOL’s rule is likely to be decided in late 2023 or early 2024. Until then, the DOL encourages the public to share their opinions before it implements a final rule.
Employers who might be affected by this new rule should definitely take advantage of the opportunity to provide feedback. The DOL is required to consider all public comments before making a final decision.
Although you should only make big changes once the DOL rule is finalized, it’s not too early to begin thinking about your strategy. That will make things easier when the final rule is eventually published.
When planning your response to the new NLRB rules, you should immediately fortify your HR department and begin training your supervisors and managers. Trained supervisors can resolve workplace issues promptly and fairly, addressing employee grievances without needing third-party intervention.
That not only strengthens the employer-employee relationship but also contributes to a harmonious work environment that is less susceptible to unionization efforts.
by Jim Taylor | Aug 24, 2023 | Human Resources, Mental Health in the Workplace
In recent years, there has been an increased focus on employee well-being and mental health. When the pandemic struck, it affected the work life of many people in varied and unexpected ways. Issues like childcare, healthcare, and remote work have become everyday concerns for many companies. This new reality led to new and renewed concerns about work-life balance, employee burnout, and “Zoom fatigue.” People found themselves working longer hours and taking fewer vacations, worried about losing their jobs. Overall, this has had a negative impact on the collective mental health.
With the added economic instability, the situation can create unhealthy and toxic work environments. Employees might feel like they can’t speak up for fear of retaliation, causing them to be anxious and stressed. This is why psychological safety is so important. It’s the ability to express oneself without fear of retaliation. When employees feel psychologically safe, they can be themselves, take risks, admit their mistakes, ask for help, and communicate honestly.
While companies have historically invested in physical safety in the workplace, psychological safety hasn’t always been a priority. It’s often seen as a nice-to-have instead of a necessity. This needs to change. Companies should prioritize employee mental health and make investments in psychological safety. By doing so, employees can feel safe and comfortable at work, leading to better performance, improved teamwork, and a more positive work environment.
What Is Psychological Safety?
Psychological safety is the belief that one can speak up, take risks, and express oneself without fear of negative consequences. In the workplace, psychological safety allows employees to share ideas, ask questions, and make mistakes without fear of punishment or ridicule. It creates an environment where employees feel comfortable and confident in their ability to express themselves and take risks.
Why is Psychological Safety in the Workplace Important?
Psychological safety is important in the workplace for several reasons. It fosters open communication and collaboration among employees. When employees feel safe to express their thoughts and ideas, they are more likely to work together and share knowledge, leading to better problem-solving and innovation.
Plus, it promotes employee well-being and mental health. When employees feel psychologically safe, they are less likely to experience stress, anxiety, or burnout. This can lead to increased job satisfaction, improved productivity, and reduced absenteeism.
What Are the Challenges?
Creating a culture of psychological safety in the workplace can be challenging. Many workplaces are hierarchical, with a clear power dynamic between managers and employees. This can create a culture of fear and prevent employees from speaking up or taking risks.
Additionally, there may be cultural or societal norms that discourage open expression and risk-taking. Overcoming these challenges requires a concerted effort from both management and employees.
How Can Employers Promote Psychological Safety in the Workplace?
First, employers can encourage open communication and collaboration among employees. This can be done by creating opportunities for employees to share their ideas and thoughts, such as team-building exercises or brainstorming sessions.
Second, employers can foster a culture of trust and respect. This can be achieved by valuing employees’ opinions, being transparent with information, and treating employees fairly and respectfully.
Third, employers can provide training and resources to help employees develop communication and conflict-resolution skills.
Finally, employers can create policies and procedures that support psychological safety, such as whistleblower protections and anonymous feedback channels.
In Conclusion
Psychological safety is an important concept in the workplace that promotes open communication, collaboration, and employee well-being. Creating a culture of psychological safety can be challenging, but employers can use HR solutions to promote it.
By fostering open communication, promoting trust and respect, providing training and resources, and creating policies and procedures that support psychological safety, employers can create a workplace where employees feel safe to express themselves and take risks.
