Jim Taylor, Author at Launchways

From Awareness to Action: Addressing Mental Health in the Workplace

by Jim Taylor | Aug 17, 2023 | Human Resources, Mental Health in the Workplace

Mental health is an essential aspect of well-being that affects every aspect of our lives, including work. According to the World Health Organization, mental health issues can affect productivity and work attendance, leading to significant economic consequences. Addressing mental health in the workplace is crucial to ensure a supportive and healthy work environment for employees.

Companies can play a massive role in raising mental health awareness and making it easier for employees to access help. This can be done by implementing meaningful initiatives and creating an environment where people feel comfortable asking for support.

An October 2022 survey by the American Psychological Association found that nearly 30% of American adults struggle to function due to their high levels of stress, while 76% report that their stress is clearly affecting their health. Mental health issues caused by stress in the workplace are a growing concern, prompting employers to wonder whether they should be doing a better job of providing mental health services.

In order to ensure that their employees are healthy and productive, HR leaders need to prioritize mental health services.

Understanding Mental Health Issues in the Workplace

The mental health needs of Americans have traditionally been ignored. With the COVID-19 pandemic and civil unrest that followed, awareness of this issue has increased, making it easier to speak about it openly. Before employers can address mental health issues, however, it’s crucial to understand the common mental health concerns that employees may face.

Some of the most common mental health issues in the workplace include depression, anxiety, and burnout. However, many employees may hesitate to speak up about their mental health struggles due to the stigma surrounding mental health.

Even though negative stereotypes still exist, real progress has been made in shifting this attitude. Employers must recognize the impact of mental health issues on employee productivity and well-being.

Signs and Symptoms of Mental Health Issues

Employers should be aware of the signs and symptoms of mental health issues. Symptoms can include changes in mood, behavior, and productivity. Physical symptoms such as headaches, fatigue, and digestive problems can also be signs of mental health issues.

Untreated mental health issues can lead to a significant reduction in work performance and productivity. Employees may experience difficulty concentrating, completing tasks, and making decisions.

8 Tips for Creating a Supportive Workplace Culture

The workplace environment has a significant impact on employees’ mental health. Creating a supportive culture that encourages open communication and support can help reduce the stigma associated with mental health issues. Provide a safe and inclusive workplace that values employee well-being by implementing the following steps.

Implement a confidential workplace stress assessment and take action based on the results. You can purchase an assessment tool or collaborate with your health partner to create a customized one that caters to your employee population. Quarterly assessments are advisable, as they normalize the process and highlight seasonal stressors.
Encourage mental health conversations to become a regular part of your company culture. Leaders and managers can share their own experiences with stress and the strategies they use to manage it while also encouraging their teams to do the same. It’s crucial to consistently promote your behavioral health programs rather than merely listing them in your benefits guide or burying them in the Employee Assistance Program (EAP).
Encouraging employees to take breaks and time off can help reduce work-related stress and burnout. Promoting healthy lifestyle habits such as exercise, healthy eating, and adequate sleep can help improve mental health.
Offering flexible working arrangements such as remote work, flexible hours, and job sharing can help employees manage their work-life balance and reduce stress levels.
Collaborate with a behavioral health provider that is suitable for your employee population and offers both in-person and virtual access. Providing access to mental health resources such as counseling, support groups, and mental health hotlines can help employees manage their mental health.
Providing training on mental health awareness can help employees recognize signs of mental health issues and promote a supportive workplace. Employers can organize workshops, training, and awareness campaigns to educate employees about mental health issues and how to support colleagues who may be affected.
Employers should take responsibility for stressors within their control that could be creating a toxic environment. They can identify and address work-related stressors contributing to poor mental health. This can include providing a manageable workload, offering support for time management, and ensuring employees have the necessary resources to complete their work effectively.
Encouraging employees to seek professional help when needed is crucial to managing mental health issues. Employers can provide a list of mental health resources or offer an EAP that provides access to confidential counseling services.

Promoting mental health awareness campaigns can help reduce the stigma associated with mental illness. Employers can organize workshops, training, and awareness campaigns to educate employees about mental health issues.

In Conclusion

Simply saying that you care about your employees’ mental health is not enough; you must ensure that your programs and policies reflect this. For instance, employers should provide accessible mental health resources and allow flexible time off to attend mental health-related events during work hours without the need for clocking out or taking a personal day.

Addressing mental health in the workplace is crucial for promoting employee well-being and productivity. Employers can take steps to create a supportive workplace culture. They can be mindful of the language used when discussing mental health and avoid using diagnoses as personality traits. Such language can contribute to stigma and may prevent individuals from seeking the help they need.

If a company provides an in-house therapy solution, it’s crucial to ensure that the office is not located near the HR leader’s office. While behavioral health is becoming more mainstream, privacy is still vital. By taking these steps, employers can help create a healthy and supportive workplace environment that values employee well-being and benefits both employees and the company as a whole.

Simplifying HR for Small and Medium-sized Businesses: The Power of Managed HR Services

by Jim Taylor | Jul 21, 2023 | CFOs Managing HR Series, Uncategorized

Running a small or medium-sized business (SMB) comes with its own unique set of challenges. From managing day-to-day operations to nurturing growth, entrepreneurs often find themselves juggling multiple hats. One crucial aspect that demands their attention is human resources (HR). However, HR functions can be time-consuming, complex, and overwhelming for SMBs. This is where managed HR services come to the rescue. In this blog post, we’ll explore how managed HR services can simplify HR processes for SMBs, allowing them to focus on what they do best.

1. Understanding the Basics of Managed HR Services:

Managed HR services provide SMBs with comprehensive HR support and solutions. Rather than handling HR tasks in-house, businesses partner with an external HR provider to take care of critical functions such as payroll management, benefits administration, compliance, talent acquisition, and more. This allows SMBs to access the expertise of HR professionals without the burden of building an entire HR department.

2. Streamlining HR Processes:

One of the most significant advantages of managed HR services is the streamlining of HR processes. By leveraging the expertise and advanced technology of the HR provider, SMBs can automate and optimize routine HR tasks. From managing employee data and attendance tracking to generating accurate payroll reports, the right HR service provider can simplify processes, reducing manual effort and eliminating errors.

3. Cost Savings:

For SMBs, managing HR internally can be costly. Hiring dedicated HR staff, investing in HR software and infrastructure, and ensuring compliance with ever-changing regulations can strain limited resources. However, with managed HR services, businesses can benefit from cost savings. By outsourcing HR functions, SMBs avoid overhead expenses associated with maintaining an in-house HR department. Instead, they pay a predictable fee to the HR service provider, often tailored to their specific needs.

4. Expertise and Compliance:

Navigating complex HR regulations and compliance requirements can be a daunting task for SMBs. However, with managed HR services, businesses gain access to HR professionals well-versed in employment laws and regulations. These experts ensure that the business remains compliant with the latest HR legislation, reducing the risk of costly penalties and legal issues. Moreover, they stay updated on industry best practices and can provide guidance on HR strategies tailored to the specific needs of SMBs.

5. Scalability and Flexibility:

As SMBs grow, their HR needs evolve as well. Managed HR services offer scalability and flexibility, allowing businesses to adapt their HR support as they expand. Whether it’s onboarding new employees, expanding benefits packages, or implementing performance management systems, an HR service provider can quickly adjust to meet changing requirements, providing SMBs with the agility they need to thrive in a dynamic business environment.

6. Enhanced Focus on Core Business:

By entrusting HR functions to a trusted HR service provider, SMBs can redirect their energy and resources toward their core competencies. This allows them to focus on innovation, business development, and serving their customers more effectively. Outsourcing HR responsibilities enables business owners and managers to dedicate their time and attention to strategic initiatives that drive growth and differentiate their company in the marketplace.

Conclusion:

For small and medium-sized businesses, managed HR services offer a lifeline in simplifying and optimizing HR operations. By partnering with an external HR provider, SMBs can streamline their processes, reduce costs, ensure compliance, access expert HR guidance, and free up valuable time and resources. As you focus on nurturing your business, consider the power of managed HR services and unlock the potential to take your organization to new heights.

Managed Payroll Services: Unlocking Cost Savings through Outsourcing

by Jim Taylor | May 15, 2023 | Payroll

Efficient payroll management is a critical aspect of running a successful business. However, the decision to handle payroll internally or outsource it to a managed payroll services provider can be challenging. In this blog post, we will explore the benefits of managed payroll services and shed light on the cost savings that can be achieved by outsourcing instead of hiring an internal payroll specialist.

1. The Burden of Hiring and Training:

When opting for an internal hire, the process begins with sourcing, interviewing, and selecting a qualified payroll specialist. This not only incurs recruitment costs but also demands time and effort. After hiring there is a need for training to ensure the individual is well-versed in the company’s payroll procedures and any legal or compliance requirements. On the other hand, with managed payroll services, the burden of hiring and training is eliminated, saving valuable resources.

2. Technology Infrastructure and Maintenance Costs:

Managing payroll internally involves investing in payroll software, IT infrastructure, and maintaining the systems. The costs associated with software licenses, upgrades, hardware, and data security measures can add up significantly. In contrast, managed payroll service providers already have state-of-the-art technology infrastructure in place. By outsourcing, businesses can eliminate the need for costly investments and ongoing maintenance, resulting in substantial cost savings.

3. Compliance and Legal Expertise:

Payroll regulations and tax laws are constantly evolving, making compliance a complex and time-consuming task. Non-compliance can lead to penalties and legal consequences. Managed payroll service providers specialize in payroll compliance and possess the expertise to navigate intricate regulations effectively. By outsourcing, businesses can tap into this knowledge base and ensure compliance while avoiding potential fines or legal complications.

4. Scalability and Flexibility:

As businesses grow, payroll needs expand. Managing payroll internally requires constant adjustments to accommodate changing employee numbers, new benefits programs, and evolving tax requirements. This can strain internal resources and increase costs. Managed payroll service providers offer scalable solutions that effortlessly adapt to your business’s changing needs. By outsourcing, businesses can ensure seamless scalability without incurring additional expenses.

5. Time and Efficiency:

Processing payroll internally demands a significant amount of time, particularly during payroll periods. The manual calculation of wages, deductions, and tax withholdings can be labor-intensive and prone to errors. By outsourcing to managed payroll services, businesses can streamline the payroll process and free up valuable time for internal staff to focus on core business activities, enhancing productivity and overall efficiency.

Final Thoughts

While hiring an internal payroll specialist may seem like a logical choice, businesses can achieve significant cost savings by opting for managed payroll services. From eliminating recruitment and training expenses to reducing technology infrastructure costs and ensuring compliance, outsourcing payroll can unlock a multitude of benefits. By entrusting payroll responsibilities to experts, businesses can enhance efficiency, save money, and redirect resources towards strategic growth initiatives.

Remote Work May Have Serious Security Risk Implications for Businesses of All Sizes

by Jim Taylor | Apr 27, 2023 | Business Insurance, Cyber Security

As workers increasingly use personal devices in the course of their workday, an inviting pathway has emerged for cybercriminals seeking access to your company’s sensitive data. Research shows that a significant number of data security personnel, as well as many senior executives, are aware of the possible security risks that come with the increasingly popular remote and hybrid work options.

According to the FTI Consulting report, “The Most Valuable, Vulnerable Commodity: Data Establishes a New Era of Digital Insights & Risk Management,” 91% of data security personnel have personally experienced the negative implications posed by remote and hybrid work.

The report further states that:

45% believe that working remotely or using the hybrid model has increased the risk of data breaches.
41% have reported data shared on devices, networks, and systems that do not comply with their security standards.
38% of respondents felt their business is more vulnerable to malicious acts due to remote working and the potential avenues for unauthorized access to company data.

In fact, the digital risk is quickly becoming a higher concern than other, more traditional sources of company risk.

Research Shows…

During the COVID-19 pandemic, many companies drastically switched to remote work schedules in a very short timeframe with the primary goal of safeguarding their employees’ well-being. Employers reluctant to lose valued workers by forcing them to return to the office have allowed remote work to become a standard option in many occupations.

Unfortunately, this has had the predictable effect of causing a corresponding increase in cybersecurity incidents by 238%, according to a 2022 Alliance Virtual Offices report.

Available online data is increasing not only in terms of quantity but also in terms of variety. With more sophisticated tools and platforms supporting remote collaboration, a diversity of new data types and formats has surfaced. This can be a great resource for businesses if it is handled responsibly. However, it also has the potential for disastrous consequences without proper precautions.

Companies with remote employees frequently allow their staff to use their own devices instead of those provided by the company. These “Bring Your Own Device” (B.Y.O.D.) policies present huge security risks. Unfortunately, personal devices can be a security risk as they usually come with vulnerabilities like outdated software and insufficient network controls, making it difficult for security specialists to protect company data from potential threats.

Cybercriminals can find methods of getting personal data from devices faster than the companies can protect it, as is indicative of their advanced tactics and strategies. Criminals are shifting their efforts to exploit those vulnerabilities by altering how they target employees.

Where businesses have spent decades safeguarding their digital assets from cyber threats like ransomware attacks and data breaches with firewalls and intrusion detection systems, employees are now working outside the perimeter of those protections. Therefore, it may be necessary to have BYOD policies allowing employees to access company networks on their personal laptops, smartphones, or tablets, provided they have sufficient protection.

Remote Working Cybersecurity Risks

Telecommuting increases the chances of data breaches, as there are multiple threats associated with working from home. Businesses should be aware of the most common potential cyber risks and have sufficient protection measures in place.

The areas of growing concern include the following:

Increased attack surfaces
Shortage of security talent
Insufficient security staff oversight
Risky data practices
Susceptible to phishing
Vulnerable unsecured hardware
Vulnerable unsecured networks
Access and enabling technology vulnerabilities

The effects of poor security practices can be extreme. Studies show that companies with more than 80% of their employees working remotely incurred a loss of $5.1 million due to data breaches in 2022. Companies with a smaller portion of their staff (20%) working remotely paid an average of $4 million, which is still significant.

Although it may not be possible for companies to do away with remote work schedules, there are things that companies can do to protect themselves. Cybersecurity should be a priority.

What Is the Answer?

Businesses that prioritize cyber-safety should analyze their cyber-liability insurance policies. These policies usually contain detailed security procedures that companies must follow to be eligible for full coverage, making them a great source of info on the most up-to-date practices.

Staying protected in the era of BYOD is an ongoing challenge. To address this, businesses should create incident response playbooks that describe how to handle and contain data security incidents when they occur. By doing so, it’s possible to minimize the damage and get back on track more quickly. Following that with practice runs can take the strategy to the next level.

The pandemic brought remote working to a greater number of businesses and that isn’t going anywhere. Therefore, it is wise to embrace it and take steps to protect the company.

Updating Employee Leave Practices Could Save Your Company Money

by Jim Taylor | Apr 25, 2023 | Compliance, Human Resources

With the growing number of hybrid and remote workers, keeping up with all the regulatory complexities has become a daunting task. Recent research shows that many employers have adjusted their leave policies to better meet the demands of their staff and match corporate values, as well as keep up with industry standards.

This has the potential to benefit workers and companies. Global Workplace Analytics reports that nearly 60% of employers believe embracing a workforce that includes hybrid and remote workers could save the company money. If those who wished to work remotely did so at least half of the time, businesses could see big reductions in their operating expenses.

By offering an attractive leave policy designed to accommodate these employees, they can draw top talent while saving money.

Managing employees’ leaves can be complicated, especially when required to comply with multiple state leave laws. However, it is doable. By addressing the most cited concerns, businesses can make their policies more efficient while remaining compliant.

Revising Worker Leave Practices

Despite considerable efforts to ensure they stay compliant with industry standards and government regulations, many companies are finding it challenging to establish all-encompassing personal leave policies. Managing a dispersed workforce of a combination of hybrid and remote employees can make it even more difficult for HR leaders who struggle to stay up-to-date with regulations and take advantage of financial opportunities while providing employee support.

This can put a strain on their resources and become overwhelming.

HR teams should be aware of the ever-changing workforce dynamics, and a 2023 NFP Leave Management Report from benefits consultants at NFP provides an outline suggesting the primary practices for leave policies that make sure they remain compliant.

The report recommends that employers put more effort into examining their benefits policies across the following areas.

PTO, Sick Time, and Vacation

Compared to a conventional vacation policy, a PTO (Personal Time Off) policy is more flexible and offers employees an allotment of time that they can use for sick days, personal activities, or even vacations, as outlined by their employer. With this type of plan, employees do not need to specify the reason for taking their time off, making PTOs a practical solution for companies.

Often, employers prefer more regulation over how paid time off is used. Studies have shown, though, that people usually take less time off when they’re allowed an unlimited amount of PTO.

The best approach to forming a sick leave policy is to research the maximum state-required leave that an employer must provide and, if feasible, create a policy that meets or exceeds that amount. This ensures compliance with government regulations and also protects the interests of both employer and employee.

PTO generally begins accruing upon hiring, but some companies offer the yearly allotment as soon as the employee is hired.

Parental Leave

Although parental leave is usually granted to the mother when a child is born, an optimal approach ensures that all parents have the same leave policy. This protects birth, adoption, and fostering parents wishing to build a close relationship with their new child.

Establishing impartial policies that provide for all types of parental leave for all parents while adhering to federal and state regulations offers employee equality and simplifies management for employers.

Maternity

Shockingly, 42% of employers don’t coordinate their maternity leave with short-term disability plans, and a whopping 63% fail to do the same with state medical leave benefits. Generally, the state pays first, and then short-term disability covers a percentage.

By providing salary continuation, employers can supplement the existing benefits from short-term disability and/or state-provided benefits for their employees. Thereby ensuring that their staff is being completely provided for during those times.

Family Caregiver

There has been a notable uptick in employers providing family caregiver leave to their staff over the last few years. However, over half of the companies that offer this benefit allow fewer than six weeks of paid time off.

Millions of U.S. workers care for their elderly and disabled loved ones. Enabling employees to take time as needed to attend medical appointments and care for their families grants employees the chance to manage both their work and personal life while preserving productivity on the job.

In Conclusion

Whether managing a company’s employee leave program is handled by the owner or manager, an internal HR team, or an outside benefits consultant, offering flexible leave is a popular and progressive trend. Although it might seem complex initially, it all begins with compliant and comprehensive leave policies and procedures.

There are ways for forward-thinking companies to manage the process while remaining compliant. Ultimately, it might be mutually beneficial.

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