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HR Elements® is an exclusive UBA Partner Firm monthly newsletter that delivers insights about timely human resources and employee benefits topics.

April 2025

• Dear HR Manager | Addressing Quiet Promotions
• Workplace Culture | Rethinking Career Progression Paths
• Employee Benefits | Prioritizing Pet Insurance

Dear HR Manager

​​Over the past year, several team members have stepped up—leading meetings, mentoring junior colleagues, and driving critical projects. Despite this, their titles and compensation remain the same. A few have started to voice concerns, and I’m sensing growing frustration.

Failing to address this now could compromise retention and employee well-being How can we acknowledge these added responsibilities, ensure people feel valued, and prevent quiet promotions from eroding trust?

— Managing a Stretched Team

Dear Managing a Stretched Team,

Quiet promotion happens when an employee gradually takes on significantly more responsibility without a corresponding title change, salary adjustment, or formal recognition. While it’s often unintentional—and sometimes even viewed as a vote of confidence—quiet promotion can cause resentment. To address it thoughtfully, consider these strategies.

Recognize the Shift—Openly and Early
When someone steps into a more significant role, recognition shouldn’t wait. Even if a formal promotion isn’t immediately possible, timely conversations matter. Acknowledge the expanded responsibilities, offer short-term incentives when appropriate, and set a clear timeline for a formal review. Transparency keeps employees from feeling taken for granted.
 
Clarify Advancement Criteria
Quiet promotion often highlights a gap in the way career growth is communicated. Make your promotion criteria and timelines visible to both employees and managers. Be clear about what qualifies someone for a new title or raise. When expectations are clear, it’s easier to prevent frustration and misalignment.

Support Managers in Navigating Growth
Most quiet promotions happen without ill intent—they emerge from evolving roles and fast-moving priorities. However, managers need guidance to navigate those transitions fairly. Encourage regular check-ins about the scope of work, document changes in responsibilities, and flag when workloads exceed what a current title suggests. HR can also help by reviewing trends in job creep and ensuring pay equity.

If handled intentionally, a quiet promotion can become a defining career moment—not a trigger for disengagement or departure. You can turn behind-the-scenes growth into meaningful, career-building recognition.

— HR Manager

---

 Workplace Culture 

Rethinking Career Progression Paths

Internal promotions have long been considered the primary route for professional advancement, but new data shows that job-hopping has become the dominant method for career growth. As traditional corporate ladders flatten and development stalls, employees choose to leave rather than wait. To retain top talent, employers must rethink how they approach career development and advancement.

Why Internal Mobility is Stalling
Most workers are not advancing within their current organizations. An analysis by ADP found that 75% of employees leave before receiving a promotion.

Research supports this trend, showing that 58% of employees changed jobs in the past five years rather than wait for advancement.

This shift reflects growing frustration with limited visibility into career paths and delayed recognition. As a result, external moves are increasingly viewed as the most effective way to progress professionally. To reverse this trend, employers need to focus on three key areas: increasing access to upskilling, clarifying promotion criteria, and creating a culture where growth is expected—not exceptional.

Increase Access to Upskilling
Employees often leave because they feel their current roles lack growth. Employers can address this by offering structured learning paths, cross-functional experiences, and project-based opportunities that build new capabilities and prepare employees for future roles.

Clarify Promotion Criteria and Timelines
Employees are more likely to stay when they understand what it takes to move up. Establishing clear promotion tracks, documenting expectations, and encouraging regular growth conversations can reduce uncertainty and build trust.

Create a Culture That Prioritizes Growth
Workers who feel supported in their development are significantly more likely to stay and recommend their organization to others. Prioritizing internal mobility, celebrating progress, and making advancement opportunities visible across departments can strengthen engagement and long-term retention.

The Future of Retention: Career Development First

With job-hopping on the rise, a reactive approach to promotions is no longer enough. Supporting internal career growth, expanding access to meaningful skill-building, and maintaining transparency around advancement are now essential. Companies that embrace these strategies will be better positioned to attract and retain top talent.

Employee Benefits

Prioritizing Pet Insurance
 
Offering pet-related benefits—especially pet insurance—is becoming a meaningful way for employers to attract and retain talent. As more employees advocate for support beyond traditional employee benefits, pet insurance has emerged as a sought-after perk that reflects a modern, responsive workplace culture.

      Fewer than half of employees feel appreciated at work, and most say they'd feel more valued if their employer offered
     benefits that matter to them.

Covering Real-Life Costs
Many employees now expect benefits that reflect their everyday responsibilities, including caring for their animals. Currently 65% of U.S. households own a pet.

Pet Insurance plans typically cover unexpected expenses like surgery, medication, and emergency treatment—helping employees avoid financial strain when veterinary bills arise. Pet insurance may seem small, but offering it—at a discount or as a covered benefit—is an innovative, intentional way to reflect employee priorities.

Enhancing the Employee Experience
Pet-related benefits may not top every employee's list, but they play a growing role in how employees evaluate their workplace.

      In one study, 64% of pet owners said offering paid time off for pet emergencies would influence their decision to choose
     one employer over another. 57% said they've used their sick days or PTO to care for a pet, showing a clear gap between need and policy.

Providing help with boarding logistics or building flexibility to manage pet care needs shows respect for employees' lives—and reinforces a culture that acknowledges how people live and what they value.

Aligning Benefits with Everyday Life
Employees are drawn to employers that recognize real-life responsibilities.

      62% of pet owners say that the cost and logistics of pet boarding have influenced their decision to take time off,
     and 67% are interested in taking time off when welcoming a new pet.

These insights suggest that even modest accommodations can make a meaningful difference in helping employees feel supported. While not every benefit will appeal to everyone, the ability to choose support that fits their situation—like pet insurance—signals that the company is paying attention. These offerings don't just build goodwill—they help attract and retain top talent.

Dear HR Manager Article Archive

MAR 2025 | NAVIGATING REVENGE QUITTING

My company has recently experienced an increase in abrupt resignations, often accompanied by employees voicing frustration about pay, advancement opportunities, and workplace culture. How can we address revenge quitting and prevent it from impacting morale and retention?
— Navigating Revenge Quitting

​​Dear Navigating Revenge Quitting,

     Revenge quitting is emerging as a workplace trend in 2025.

Unlike quiet quitting, where employees disengage while remaining in their roles, revenge quitting is a more vocal and abrupt exit driven by frustration. Employees who feel undervalued, underpaid, or stuck in their careers choose to leave dramatically, often making their dissatisfaction known on the way out. This trend reflects more profound workplace dissatisfaction and can have a ripple effect on morale and retention if left unaddressed. To mitigate the impact of revenge quitting, consider these three key strategies.

Prioritize Open Communication
Create an environment where employees feel heard before they reach a breaking point. Establish regular check-ins with managers and anonymous feedback channels to gauge employee sentiment. Encourage transparent conversations about career growth, compensation concerns, and workplace culture. Proactively addressing frustrations can prevent employees from feeling the need to make an abrupt exit.
 
Enhance Career Growth
Employees often revenge-quit when they feel their contributions go unrecognized or their careers are stagnant. Provide transparent plans for advancement, regular performance-based salary adjustments, and meaningful professional development opportunities. Celebrating achievements and clear career pathways can reinforce a sense of progress and belonging, reducing the likelihood of frustration-driven resignations.

Develop an Engaging Workplace Culture
A positive workplace culture can significantly impact employee retention. Encourage collaboration, acknowledge diverse perspectives, and ensure employees feel valued. Building trust through transparency and fair workplace policies can help reduce dissatisfaction. Regularly assess and adjust workplace policies to align with employees’ evolving needs, reinforcing a culture that retains talent rather than repels it.

By implementing these strategies, you can create an environment where employees feel appreciated, engaged, and motivated to stay. Addressing the root causes of frustration before they escalate into revenge quitting will help your company attract and retain top talent.

— HR Manager

FEB 2025 | CONCERNED LEADER

My team is increasingly having political discussions, and tensions are rising. How can I help my team navigate these conversations professionally?
— Concerned Leader

​​Dear Concerned Leader,
Political discussions can be challenging, especially when they lead to division or employee discomfort. However, with the right approach, you can help foster a culture of respect and open dialogue while maintaining professionalism. Here are three key strategies to consider.

Establish Clear Communication Guidelines

Set expectations around workplace discussions by outlining professional communication standards. Reinforce the importance of respectful dialogue and discourage inflammatory or discriminatory remarks. Providing examples of acceptable versus inappropriate conversations can help your team understand boundaries. Regularly revisit these guidelines to ensure awareness and compliance.

 X  Inappropriate: "You're wrong. I don't see how anyone could think that way."
✅ Acceptable: “Look, I know we don’t see eye to eye on this, but let’s change the subject. How 'bout dem Bears?”
 
Equip Employees with Conflict Resolution Skills

Ask HR for training in conflict resolution, active listening, and empathy to help employees navigate political discussions constructively. Workshops on unconscious bias and emotional intelligence can also provide valuable tools for engaging across differences. Encouraging your team to model these skills can reinforce their importance and create a more respectful work environment.

Foster a Culture of Inclusion and Shared Purpose

Rather than allowing political differences to create divisions, emphasize shared goals and values. Organize team-building activities that encourage collaboration and strengthen workplace relationships. Recognize and reward members of your team who demonstrate inclusivity and constructive communication, reinforcing a culture where diverse perspectives are acknowledged but do not interfere with workplace harmony.
By implementing these strategies, you can create an environment where your team feels safe expressing themselves while respecting their colleagues. Encouraging professionalism, empathy, and collaboration will help prevent political discussions from becoming workplace conflicts.

— HR Manager

JAN 2025 | GROWTH ADVOCATE

My team is ambitious, but my company does not offer tuition reimbursement. How can I support their career growth or open pathways to advance in the organization?
— Growth Advocate

​​Dear Growth Advocate,
Supporting career growth without tuition reimbursement may seem challenging, but there are many ways to foster development and create opportunities for your ambitious team. Here are three impactful strategies to consider.

Cultivate In-House Learning Opportunities
Leverage your organization's resources to create a culture of continuous learning. Arrange internal workshops or lunch-and-learn sessions where employees can share their expertise. For example, a team member skilled in data analysis could teach others how to leverage tools like Excel or Tableau. Additionally, consider creating a library of resources—books, industry publications, and case studies—that employees can access to deepen their knowledge. Encouraging a culture of shared learning promotes both collaboration and growth.

Recognize and Reward Development
Recognition is a powerful motivator. Establish programs to celebrate employees who invest in their professional growth, such as "Learner of the Month" awards or shoutouts in team meetings. Tie achievements to tangible rewards, like priority consideration for internal opportunities or small perks like gift cards. Publicly acknowledging growth efforts reinforces their value and inspires others to follow suit.

Provide Access to Online Learning Platforms
Invest in subscriptions to online learning platforms such as Coursera, LinkedIn Learning, or Udemy. These platforms offer affordable and flexible training options in diverse fields. Consider creating learning tracks tailored to specific career goals or roles. Celebrate employee certifications or course completions publicly to recognize their hard work and inspire others to pursue growth opportunities.

By embracing these strategies, you can empower your team to grow professionally and enhance their contributions to your organization. Even without tuition reimbursement, fostering an environment that values development and ambition demonstrates your commitment to their success.

— HR Manager

DEC 2024 | BUILD BETTER BEGINNINGS

Bringing in new talent is an ongoing challenge for my team. How can we create an onboarding process that informs and inspires?
— Build Better Beginnings

​​Dear Build Better Beginnings,
Onboarding isn't just about introducing new hires to the job—it’s about setting them up for long-term success and making them feel welcome right from the start. Here are three ideas to help you create an onboarding process that truly makes an impact

Make It Personal
Start the onboarding experience even before their first day. Send a welcome kit reflecting your company’s culture—think branded merch, a handwritten note from the team, or even a trending book on your industry. If your team is big on sustainability, maybe include eco-friendly office supplies or a reusable water bottle. These small gestures show you care and set a positive tone.

Pair Them with a Mentor
Assign new hires a mentor who can guide them through the early days, answer their questions, and help them understand their role in the bigger picture. A structured mentorship program with regular check-ins—possibly once a week for the first three months—can make all the difference in helping them feel connected and supported.

Make Learning Fun and Interactive
Replace lengthy presentations with engaging, interactive experiences. For example, virtual reality (VR) tours of company facilities or gamified learning modules can make policies and processes easier to absorb. Incorporating quizzes or team-building activities into training sessions also helps keep new hires engaged while building camaraderie with their colleagues.

Focusing on these strategies can transform onboarding from a routine task into a meaningful experience. A personalized, supportive, and engaging process makes a strong first impression and sets the stage for
long-term success.

— HR Manager

NOV 2024 | SEEKING EFFECTIVE REVIEWS

As year-end reviews approach, I want to ensure these conversations are constructive and meaningful. What are some innovative strategies to make our reviews more impactful?         — Seeking Effective Reviews

​​Dear Seeking Effective Reviews,
Year-end reviews are an opportunity to reflect on achievements and create alignment and motivation for the year ahead. Here are three strategies for making your reviews dynamic.

1. Begin with a Reflection Exercise
To start the review on a reflective, productive note, ask employees to complete a short, open-ended reflection before the meeting. Rather than merely listing achievements, it prompts them to think about their most fulfilling project, a challenge that helped them grow, or a recent skill they’re proud of improving. These reflections encourage self-awareness and help employees see their progress, which prepares them for a deeper, more intentional conversation.

2. Provide Feedback That Resonates
Use “impact moments”—specific examples of work that directly influenced team results or advanced a strategic goal. Show how their unique contributions made a difference. For example, instead of a simple “Well done on that project,” try saying, “Your initiative to streamline our project process reduced the delivery time—your proactive approach was instrumental in our success.” For growth areas, frame feedback in terms of future impact, like, “Building on your ability to prioritize will position you as an even stronger lead on upcoming projects.” This approach gives employees clear examples of where they’ve excelled and clarifies how they can make an impact moving forward.

3. Co-Create a Focus for the Coming Year
Collaborate with each employee to identify one key focus for the coming year—a single, targeted area of growth that’s both achievable and directly relevant to their role. This focus gives employees a clear and manageable goal that will not only build their skills but also make a noticeable difference in their contributions to the team. For example, if an employee is looking to improve their project management skills, their one key focus might be “Delivering clear, data-driven updates in project meetings.” With this focused approach, employees leave the review with a concrete development goal that’s easy to remember and aligned with team priorities.

By incorporating these strategies, you can make year-end reviews a true catalyst for growth. Through reflection, targeted feedback, and a clear focus for the year ahead, you’ll inspire your team to approach the new year with clarity, motivation, and a sense of purpose.

— HR Manager

OCT 2024 | NEW TO LEADERSHIP

I've recently been promoted to a leadership role and want to ensure I'm the best boss I can be. What steps can I take to lead effectively and create a positive environment for my team?          — New to Leadership

​​Dear New to Leadership,
​Congratulations on your new role! Becoming an outstanding leader requires effort and self-awareness, but with the right approach, you can foster a motivated and successful team. Here are three key strategies to help you excel as a leader.

1. Practice Active Listening
One of the most important skills any leader can develop is the ability to listen—really listen. Encourage open communication within your team and make space for employees to share their thoughts, ideas, and concerns. When you listen attentively and respond thoughtfully, you show your team their input is valued, which can significantly boost morale and trust.
 
Set up regular one-on-one meetings where you can discuss business updates and check in on employees’ well-being, challenges, and project updates. This builds strong relationships and makes it easier for employees to approach you with issues.

2. Lead by Example
As a leader, your actions set the tone for the entire team. Be mindful of how you handle challenges, deadlines, and stress. Show your team that you are approachable and resilient under pressure. If you want your employees to be collaborative, take the lead in fostering a spirit of teamwork. If punctuality is important, ensure you demonstrate that value in your daily work.

You can create a positive and productive work culture by modeling the behaviors and attitudes you wish to see in your team.

3. Support Professional Growth
Investing in your team’s development is one of the best ways to show that you care about their future. Work with each team member to identify their strengths and areas for growth and provide opportunities for them to enhance their skills. This could include offering training, encouraging conference attendance, or creating internal mentorship programs.

Make career progression a part of your ongoing discussions. Help your team see a clear path for advancement and support them in reaching their goals. This will increase engagement, build loyalty, and lead to long-term success.

By focusing on these key strategies, you'll position yourself as a thoughtful and effective leader while helping your team thrive.

— HR Manager

SEP 2024 | EMPLOYEE ENGAGEMENT CHALLENGES

Employee engagement challenges our organization and affects overall morale. How can I effectively address this issue on my team?
— Concerned about Engagement

​​Dear Concerned about Engagement,

​Low employee engagement can have serious implications for your team's productivity and overall success, but there are actionable steps you can take to improve the situation. Consider these three strategies.

1. Address Digital Overload
Technology is critical in today’s workplace but can also contribute to stress. A recent survey found that 59% of employees feel overwhelmed by digital tools. Simplifying your tech stack and ensuring that tools are integrated can reduce distractions and allow employees to focus on what truly matters.

2. Empower Managers to Lead Effectively
According to Gallup, 70% of the variance in employee engagement is directly influenced by managers. To improve engagement, encourage managers to focus on coaching and developing their team members’ strengths, rather than micromanaging tasks. This shift will help foster a more supportive and motivating work environment.

3. Prioritize Human Connections in a Tech-Driven World
As workplaces become more reliant on digital tools, the need for genuine human connections is even more important. While technology facilitates communication, leaders must ensure it doesn’t replace meaningful interactions. Providing in-person collaboration, mentorship, and team-building opportunities can help maintain employees’ sense of belonging and engagement, especially in hybrid or remote environments.

To create more meaningful interactions for remote employees, consider hosting “virtual deep-dive sessions” where teams come together online for problem-solving marathons focused on specific challenges. These sessions encourage employees to collaborate intensively to create actionable solutions. Additionally, “remote pop-up collaboration zones” can be scheduled, where employees from different departments or locations can spontaneously join virtual rooms for short-term cross-functional projects. These pop-up zones create organic opportunities for collaboration and creativity, mimicking the informal interactions of physical offices and ensuring that remote workers feel integrated and valued across the organization.

Focusing on these strategies can improve engagement and create a more connected and productive workforce.

— HR Manager

AUG 2024 | TACKLING BULLYING

My team is experiencing issues with a workplace bully. Do you have any advice on addressing this situation?
​— Tackling Bullying

​​Dear Tackling Bullying,

Bullying is always detrimental. Dealing with a bully at work can be challenging, but promptly addressing the behavior can protect your team’s well-being and maintain a productive work environment.

Recognize and document the behavior.
The first step in tackling workplace bullying is to identify the behavior. Bullying can range from subtle actions like failing to give credit or setting a team member up for failure to more overt behaviors like public criticism or sabotaging work. Document each incident meticulously—note the dates, times, specific actions, and any witnesses. This detailed record will be essential if the issue needs to be escalated.

Directly address the bully (if safe).
If you feel it is safe to do so, consider confronting the bully directly. Approach the situation calmly and professionally, making it clear that their behavior is unacceptable. Use specific language to explain how their actions impact others. Set firm boundaries for what will and won’t be tolerated moving forward.

Support well-being and explore options.
When confrontation isn’t practical or possible, report the behavior to HR. Present your documented evidence and explain the negative impact of the bullying on the team. HR is then responsible for taking appropriate action based on company policies.

Seek support and report the issue.
If the situation persists or escalates, the focus should shift to supporting the well-being of the affected team members. This may include providing access to professional counseling, exploring alternative work arrangements, or, in severe cases, seeking legal advice. Ensuring employees feel safe and supported is paramount in restoring a healthy work environment.


Effectively addressing workplace bullying is vital for maintaining a positive, productive workplace. By taking proactive and deliberate steps, you can work toward a resolution that fosters a safer, more respectful environment for everyone involved.

— HR Manager

JUL 2024 | SOFT FRIDAYS

My team is thinking about starting Soft Fridays to boost well-being and productivity. Do you have any tips to roll this out?
​— Interested in Soft Fridays

​Dear Interested in Soft Fridays,

"Soft Fridays" sounds like a great idea. Giving employees the flexibility to choose how they work on Fridays can reduce stress and burnout and improve job satisfaction. Here’s how you can effectively introduce this concept to your team.

Set Clear Boundaries
Document and communicate expectations and boundaries to help maximize the benefits of this initiative. Team members need to be transparent about their availability on Soft Fridays and the possible impact on project timelines and deadlines.

Create a Flexible Culture
Promote a culture that values flexibility and well-being. Encourage employees to use their flexible Fridays without fear of judgment. Managers should also participate in Soft Fridays to set a good example and show the organization’s commitment to employee well-being.

Provide Autonomy
Let employees decide how they spend their Fridays. Whether it’s working from home, starting later, or having no meetings, giving them control over their schedule can really boost morale and productivity.

Implementing Soft Fridays can make a big difference in work-life balance, productivity, and overall job satisfaction. It's a small change, but it can have a significant impact.

Best of luck introducing this increasingly popular employee benefit!

— HR Manager

JUN 2024 | ADVOCATING FOR MINDFUL BREAKS

My team often eats their lunch while multitasking between bites or during Zoom calls. How can I encourage them to take mindful, restorative breaks instead?
​— Advocate for Mindful Breaks

Dear Advocate for Mindful Breaks,
​
Encouraging meaningful breaks can help enhance productivity and well-being. Here are some strategies to help your team embrace the importance of mindful breaks.

Highlight the Benefits of Breaks
Inform your team about the health benefits of taking breaks. Stepping away from work can boost energy levels and mental well-being. Regular breaks, including lunch, are crucial for maintaining stable blood sugar levels and overall brain function. Highlighting these benefits can make employees more inclined to prioritize their break times.

Create a Break-Friendly Culture
Shifts in workplace culture can cause employees to skip breaks. Many workers feel they must finish their tasks or fear judgment from their supervisors. Foster a culture where breaks are seen as essential rather than a sign of slacking off. Communicate that taking breaks is a valued practice that supports long-term productivity and well-being.

Provide Comfortable Spaces
Consider investing in your break areas to make them more inviting. A well-stocked and comfortable break room can encourage employees to take breaks. One study revealed that nearly 60% of employees would be more likely to take breaks if they had access to a pleasant break room, and 76% said such spaces help them relax and decompress.

Model the Behavior
As a leader, your behavior sets the tone for the team. Take your lunch breaks and encourage your team to do the same. This can help normalize the practice and reduce the stigma of taking breaks.

Encourage Flexibility
Allow employees the flexibility to take breaks when they need them. Studies have shown that autonomy in taking breaks leads to better goal achievement and increased energy levels. Trust your team to manage their break times in a way that works best for them.

Set Boundaries
Encourage employees to block out time on their calendars for lunch and ensure they feel empowered to use it. Clear communication about availability and setting boundaries around break times can help your team manage their schedules more effectively.

Encourage your team to step away from their desks and take time to recharge—it's a small change that can be a powerful tool for maintaining a healthy and effective work environment. Fostering a culture that values breaks may improve your team's well-being, productivity, and job satisfaction.

— HR Manager

MAY 2024 | GIVING NEGATIVE FEEDBACK

How can I give my boss negative feedback?
​— Lives in the Positive

Dear Lives in the Positive,
​
Navigating workplace dynamics can be challenging, especially when it involves giving negative feedback to your boss. Consider these tips before you provide your feedback.

Understand When to Give Feedback
The first step is to assess whether the situation even requires feedback. It’s important to differentiate between an isolated incident and a recurring issue.

Evaluate the Importance of Feedback
Consider the potential impact of your feedback. If your boss is generally receptive, ask yourself if it will lead to improvement or cause defensiveness. Observing how your boss responds to input from others can provide valuable insights into the best approach.

Practice Your Delivery
Rehearsing your feedback with someone you trust can help you refine your message and increase your confidence in delivering it. To encourage an open and productive conversation, make sure you are succinct and allow space for your boss to respond.

Prepare for the Conversation
If you decide to proceed, preparation is essential. Schedule a timely meeting to ensure the topic is fresh in everyone’s mind and communicate the purpose of your discussion. Start the conversation with appreciation and express your intentions to foster a robust and honest relationship.

Use a Structured Feedback Model
The Situation-Behavior-Impact (SBI) model model is a helpful framework for providing clear and concise feedback. Describe the specific situation, detail the behavior observed, and explain its impact. This method helps keep the feedback factual and impersonal, facilitating a constructive dialogue.

Deal with the Response
Responses to feedback can vary. If it is met with understanding and a willingness to improve, it can strengthen your professional relationship. However, if the feedback is met with resistance or negativity, remain calm and professional and suggest another time to revisit the discussion to prevent escalation.

Close with Gratitude
End the conversation by thanking your boss for their time and reinforcing mutual respect. It showcases a commitment to maintaining a positive and productive work environment.


Giving feedback is an essential skill that can significantly improve team dynamics and personal growth. By approaching these situations thoughtfully and strategically, you can navigate complex interactions and contribute to a healthier, more effective work environment.

— HR Manager

APR 2024 | FOSTERING A POSITIVE WORK CULTURE

How can I foster a positive work culture in a world of challenge sand negativity?
​— Leadership Enthusiast

Dear Leadership Enthusiast,
​
It's often difficult to maintain an upbeat environment when faced with negativity. To foster a positive work culture, you should ensure that your team feels valued and supported. Here are some tips to help you achieve your goal.

Support Your Team
Openly discuss challenges and encourage your team to be transparent, setting a tone of support. Create an inclusive environment to encourage sharing diverse perspectives and solutions. Invest in your team's professional development through ongoing training and clear career pathways.

Encourage Your Team
Negativity can subtly sneak into your team. If you notice a drop in productivity or unhelpful criticism, talk with your team to uncover the issues. They may be experiencing burnout, unclear job roles, or feeling undervalued. Encourage your team to participate in solving the problem, building on each other's ideas to find innovative solutions to address their feedback. This approach can transform negative energy into a collaborative effort toward improvement.

Empower Your Team
Modern employees thrive on flexibility. To enhance job satisfaction and reduce stress levels, give your team control over their work schedules and avoid micro-managing. This autonomy will support a healthy work-life balance, which is crucial for team members to maintain positivity in facing challenges.

Appreciate Your Team
Understand that behind every form of negativity or resistance there's often an underlying concern or unmet need. Team members need to feel seen, heard, and valued. Regularly celebrate and recognize team achievements..

Be resilient and communicate with your team openly and often to create a positive work culture. You will enhance productivity and contribute to your team's well-being and satisfaction, creating a ripple effect beyond the workplace.

— HR Manager

MAR 2024 | SUPPORTING CHILD CAREGIVERS

What initiatives can I implement to support child caregivers in my organization?
​— Creating a Culture of Care

Dear Multi-tasking Professional,

The accessibility, affordability, and reliability of childcare are challenging, so addressing these issues requires thoughtful action. Consider these steps to create a culture that supports child caregivers.

Lead by Example
Leadership can set the tone for acknowledging the importance of childcare by sharing personal experiences to help destigmatize working parents' challenges and encourage open discussions about solutions. Acknowledge the essential role of childcare for parents who juggle balancing work and family life. Encourage a workplace that values flexibility and offers an inclusive environment where caregivers feel seen and heard.

Enhance Benefits
Review and expand your employee benefits package to include childcare support to meet employees where they are. Conduct a survey to gather data and determine what options, such as flexible schedules, subsidized babysitters, or partnerships with a local daycare provider, would be valued. Practical childcare solutions can increase job satisfaction and be as vital to working parents' well-being as mental wellness support.

Communicate
A culture that recognizes the diverse needs of caregivers and accommodates childcare challenges can have a positive impact. Transparent communication about the available support and resources for childcare is critical. As with other employee benefits programs, regular updates and reminders about childcare benefits and resources can reinforce the company's commitment to its employees' needs.

Addressing childcare needs with empathy and a strategic plan can enhance your organization's employee satisfaction and productivity. By treating childcare as a fundamental aspect of your workplace strategy, you set a standard for corporate responsibility and contribute to a future where working parents can thrive.

— HR Manager

FEB 2024 | MENTAL WELLNESS STRATEGY

How do I create a mental wellness strategy?
​— Multi-tasking Professional

Dear Multi-tasking Professional,

Developing an effective mental wellness strategy is crucial in today's workplace, as 92 percent of employees value an employer that prioritizes emotional and psychological well-being.

Here are a few ideas to start you on your journey.

Make Support Accessible
Demonstrate your commitment to your employees' overall well-being with immediate and convenient access to mental health support. Examine your disability benefits plan closely to ensure it encompasses mental health. To offer timely support, remove financial barriers, and give easy access, consider enhancing your employee benefits package with supplemental mental health benefits incorporating online therapy services and mindfulness apps.

Communicate Clearly
Communication is vital in making your mental wellness strategy effective. Show your team that mental health is a priority with regular reminders and updates about mental health resources. Encourage utilization and reinforce the company's commitment to employee well-being with clear communication about the accessibility of mental health coverage in your employee benefits package.

Develop a Culture of Support
Beyond individual benefits, cultivating a supportive workplace culture is fundamental. Employees increasingly seek environments that promote work-life balance, recognize their contributions, and encourage positive interpersonal relationships. Such a culture supports mental health and enhances employee engagement and productivity.

Implementing cultural change involves both top-down leadership involvement and grassroots initiatives. Leadership should lead by example, sharing personal experiences with mental health to destigmatize discussions around the topic. Additionally, creating opportunities for employees to contribute to the conversation around mental wellness fosters a more inclusive and supportive environment.

Remember, the role of middle management is critical in this process. Training managers to listen empathetically and respond without judgment can significantly impact the effectiveness of your mental wellness strategy.

An effective mental wellness strategy combines comprehensive benefits, accessible support, continuous communication, and a culture that actively supports employee well-being. By adopting this multifaceted approach, you can create a workplace that acknowledges the importance of mental health and actively promotes and supports it.

— HR Manager

JAN 2024 | HEARING LOSS

One of my team members has hearing loss and can find it challenging to hear meeting discussions. How can I better support this employee?
​— Concerned Boss

Dear Concerned Boss,

Hearing loss is a growing health issue. By supporting your employee with hearing loss, you can increase their engagement and productivity and ensure they are fully included in meeting discussions.

Here are some ideas for you to foster an inclusive environment:

• Encourage open disclosure.
  Ensure that your team member feels comfortable sharing their hearing loss with the team to raise awareness.
• Foster inclusive communication.
  Encourage your team to remember to speak clearly and slowly, choosing well-lit, quiet meeting locations. Educate yourself and become familiar with the Americans with Disabilities Act.
• Check in.
  Check in with the team member regularly and offer support to challenges they are experiencing.

Here are some ideas for your company to support them and foster an inclusive environment:

• Provide necessary tools and resources.
  Ask HR if they can offer assistive listening devices, captioned telephones, or explore online tools to accommodate a specific communication need.
• Ensure accessible health insurance.
  Request HR review and share if the health insurance plan covers hearing aids or expensing costs through FSA and HSA accounts.
• Engage with supportive communities.
  Consider starting a CSR program or an affiliation with organizations like the Association of Late-Deafened Adults, Canadian Association of the Deaf, Hearing Loss Association of America, and the National Association of the Deaf. Consider joining global disability networks to underscore a commitment to disability inclusion.

Supporting your team member with hearing loss fosters an inclusive and diverse workplace. Your actions will positively convey that you and your company value individuals and contribute to a more equitable work environment.

— HR Manager

DEC 2023 | ACCOMMODATING HOLIDAYS

My office celebrates Christmas, but my team is multicultural, and I don’t want to offend anyone. How do I include them in the holiday spirit?
​— Accommodating Boss

Dear Accommodating Boss,
This time of year has many joyful traditions – Christmas, Hanukkah, Kwanzaa, and Pancha Ganapati – but that makes it a challenge to plan a workplace celebration that all can enjoy. To celebrate the holidays while respecting other traditions, consider these tips.

Determine what employees want.
Create a holiday committee with diverse representation or conduct an employee survey to gather ideas on preferred decorations, activities, and meals.

Show respect.
Avoid exclusive religious decorations unless requested by the employee survey or the holiday committee. Keep communication open by encouraging the sharing of traditions, ensuring that celebrations enhance the festive spirit for everyone.
 
Plan holiday parties with care.
Instead of a Christmas party, host a “holiday” celebration that focuses on universal themes like hope, peace, and the spirit of giving. Choose a time that avoids conflicts with specific holidays. Recognize financial constraints when planning gift exchanges or charitable contributions.

Work with HR and corporate leadership to be accommodating.
Acknowledge and accommodate unique needs for holiday celebrations. Offer floating holidays or flexible work hours for days of observance not on the company's holiday calendar.

Adopt an open, learning-focused perspective.
Opt for inclusive language and decorations to avoid inadvertently excluding or offending employees with different beliefs. Instead of mandatory festivities, provide options for employees to participate voluntarily, respecting diverse preferences and financial situations.  Remember, the goal is to enrich the holiday season with joy while respecting the diversity of employees.

— HR Manager

NOV 2023 | HIDDEN WORKERS

I need help finding candidates for open positions in today's tight job market. Do you have recommendations for sources I may have yet to think to tap into?
​– Now Hiring

D ear Now Hiring,
The last few years have been challenging for job seekers and employers alike. The “Great Resignation” and low unemployment rates left many employers with positions they have been unable to fill.

Consider tapping into the pool of "hidden workers,” who are often overlooked despite their willingness and ability to contribute to the workforce. These may include gig workers, caregivers, military veterans and spouses, immigrants, refugees, neurodivergent, differently abled, and re-entry workers who have been absent from the workforce for an extended period. They often want to work but are often excluded by traditional recruiting systems.

Here are a few suggestions to break down barriers and attract this pool of candidates.

1. Use positive job filters.
   Instead of using recruitment management systems that automatically screen out applicants based on inflexible criteria, positive filters focus on skills and qualifications truly relevant to the position.
   
   
2. Focus on critical skills in job descriptions.
   Simplify job descriptions by emphasizing the critical skills that will result in on-the-job success. Lengthy and complicated job descriptions can discourage applications. Focus on transferable skills and experience rather than on gaps in employment.
   
   
3. Target your outreach.
   Hidden workers come from many different backgrounds. Partnering with community groups serving these diverse populations may help reach a wider pool of candidates.
   
   
4. Foster an inclusive culture.
   Promoting an inclusive culture is vital to unlocking the potential of hidden workers. Actively challenge preconceptions and ensure all employees understand the strategic value of opening the workforce to workers with differing backgrounds. Having a senior leader champion this initiative can significantly impact acceptance.
   

Embrace hidden workers to fill your open roles and create a more diverse and enriched team. Tapping into a pool of hidden talents to fill your job openings also helps your company stay competitive and serve your community better.

– HR Manager

OCT 2023 | HYBRID SCHEDULE GUIDELINES

My company had offered flexible remote work options but has now mandated that employees return to the office at least twice a week. My team works well in the remote setting, but I also see the benefits of in-person collaboration. How do I establish a new hybrid schedule guideline for my team that gains their buy-in?
​– Hybrid Schedule

Dear Hybrid Schedule,
Hybrid schedules continue to grow in popularity, yet many employers still need a formal policy. A flexible hybrid schedule policy can balance employee preferences for shorter commutes and work-life balance with the employer’s need for in-person collaboration.

Consider these factors in your hybrid schedule policy:

Maintain open communication.
Initiate open dialogue with your team and keep communication channels open for them to express concerns, provide feedback, and seek support.

Set clear guidelines.
Develop transparent guidelines that define core working hours for team collaboration and specify when employees can work remotely or are expected to be in the office.

Provide tools and resources.
Provide the necessary technology and resources to facilitate hybrid work to ensure seamless communication and collaboration to support productivity.

Offer training and development.
Offer training opportunities to help employees adapt to the hybrid model and ensure they have the necessary skills for seamless collaboration.

Ensure equity and inclusivity.
Ensure the policy is fair and inclusive, accommodating employees’ diverse needs and circumstances.

Acknowledge Individual Needs.
Recognize each team member’s unique needs and preferences. Provide options or customize the approach to increase acceptance.

Lead by example.
Show your commitment to the hybrid schedule by actively participating in remote and in-person activities. Lead by example to inspire confidence and encourage your team to embrace the new work format.

By combining open communication, flexibility, and a focus on individual and team needs, you can establish a hybrid schedule that gains your team's buy-in and ensures a smooth transition to the new work model. Developing a formal policy around a hybrid work schedule will set expectations to keep your current team happy and make your organization more competitive to attract new talent.

– HR Manager

SEP 2023 | FEEDBACK OUTSIDE OF PERFORMANCE REVIEW

How do I give my team feedback without a performance review? I am a new manager, and I can see that several of my team members need guidance. I don't want them to think I am picking on them, as I have experienced those uncomfortable conversations. I want to be a good manager but struggle to start these needed conversations.
​– Struggling Manager

Dear Struggling Manager,
A few things are essential when providing negative feedback outside of a performance review. First, it's crucial to find a suitable, private setting where both parties have ample time for discussion. Then, focus on the employee's work, offering specific examples and guidance for improvement. It's equally important to balance this with positive feedback, acknowledging their strengths and achievements to convey appreciation for their efforts.

To communicate effectively and foster rust and respect during the conversation:

1. Adopt a friendly tone.
2. Be clear, compassionate, and self-assured when delivering feedback.
3. Encourage employees to express their thoughts.
4. Actively listen.
5. Avoid being judgmental.

If an employee is struggling, provide support and access to resources, including training or mental health services. Collaborate on developing a plan to move forward, including actionable steps and follow-up, which provides structure an assistance.

In the event of unexpected reactions, stay calm and reexamine how you delivered the feedback. If necessary, rephrase comments neutrally, giving the employee time to process the feedback and consider potential solutions.

Consistently check in with the employee to ensure they meet their goals and receive the necessary support. Encourage a growth mindset and offer developmental opportunities to promote continuous improvement.

Providing negative feedback is vital for employee growth and fostering effective teamwork. by establishing a safe environment and delivering feedback adeptly, you can transform these conversations into opportunities for personal and collaborative development.

– HR Manager

AUG 2023 | KEY QUESTIONS

My team's needs to be more consistent when we rare interviewing and want to ask key questions to develop a well-rounded view of the candidate and compare answers. What are three key questions to ask when interviewing job candidates?
​– Key Questions

Dear Key Questions,
Conducting effective interviews is crucial for finding the right candidates for your team. While traditional questions about qualifications and experience are important, it is equally vital to delve deeper into a candidate's potential and cultural fit. To help your team make the most of your interviews, here are some key questions you may want to ask consistently.
​
1. "Tell me about a time when you faced a significant challenge at work and how you overcame it.".
This question assesses a candidate's problem-solving abilities, resilience, and adaptability. Look for specific examples demonstrating their approach to challenges, decision-making processes, and outcomes.

2. "How do you handle feedback and criticism?"
Understanding how candidates respond to feedback is essential for fostering a constructive work environment. Look for candidates who are receptive to feedback, take responsibility for their actions, and are willing to learn and grow.

3. "Can you give me an example of a time when you had to collaborate with a diverse group of individuals?"
This question assesses a candidate's ability to work effectively in a diverse and inclusive workplace. Look for candidates who value diversity, can adapt their communication style to different perspectives, and foster collaboration among team members.

By regularly incorporating these questions during job interviews, you can gain valuable insights into a candidate's problem-solving skills, attitude toward feedback, and ability to work in diverse environments. Remember, the goal is to find candidates with the necessary qualifications, align with your organization's values, and contribute positively to your team.

– HR Manager

JUL 2023 | BIG IDEA

My team's workload has increased exponentially, and we need a dedicated project manager. I want to propose a new position, but also want to be the person in that role. How do I pitch this big idea to my boss?
​– Big Idea

Dear Big Idea,
The best way to prepare for this conversation is to put together a business case.
​
1. Do your research.
Investigate the “why” behind the new position. What problem would this job solve? How does this relate to company goals and strategic plans? How will this benefit the team and company? What is the return on investment?

2. Talk to key stakeholders.
Share your thoughts with key decision makers to get their feedback. Planting seeds early can help you address any identified obstacles in your pitch. These informal discussions concerning your idea also help pave the way ahead.

3. Put together your business case.
Summarize your research in a problem-solving format. What was the identified problem? How does this new role solve that problem? This is where you include proposed job responsibilities from your research, and a plan to transition any of your current responsibilities. Include the potential impact of this role.

Keep your business case concise and to the point. Your eagerness to grow in the company will come through in your pitch. Good luck!.

– HR Manager

JUN 2023 | WAGE WORRIES

A tenured employee on my team just found out we hired a new team member in the same position and level at a much higher salary. Both employees are in the same position and level within the organization. The tenured employee is rightfully upset. What should I do next to assess potential solutions?
​– Wage Worries

Dear Wage Worries,
It is a fact – employees talk about salary. Start by investigating the situation.

First, gather the facts. Identify the reason for the salary disparity. Is it due to external factors like a competitive talent market or inflation? Alternatively, does it result from a difference in employee experience or role focus? Compare the skill sets and jobs of the two individuals. Given their knowledge, skills, and abilities, is there merit to a higher salary?
 
Next, bring the information to your HR team. A compensation audit is one technique HR professionals use to evaluate pay levels. Work with them to validate the pay range for the role and employees. In some situations, companies discover longstanding employees’ pay has not kept up with market increases, and an adjustment may be needed.
 
Alternatively, you may discover that the pay range is appropriate. In this case, HR can provide insight into how previous issues have been resolved and help you script talking points—partner with your employee to build a development plan positioning them for future pay increases. Your open communication is an opportunity to build trust in your relationship.

– HR Manager

MAY 2023 | READY FOR A MENTOR

I am a few years into my first job and want to find a mentor. How do I find someone who will help me at this stage of my career?
​– Ready for a Mentor

Dear Ready for a Mentor,
Mentorship has evolved. Today, instead of one life-long mentor, savvy employees are creating a network of informal relationships with individuals from a range of experience levels. This strategy enables them to build a team of qualified mentors to support their professional growth.

Keep these tips in mind to develop successful mentoring relationships.

1. Identify your short- and long-term goals.
   Clarifying your objectives will be the road map to finding mentor relationships. For example, do you want to improve your negotiation skills? Look for someone with outstanding sales experience in your network pool.
2. Give as much as you receive.
   Mentorship is a two-way street. Your network will naturally want to help you if you establish a give-and-take relationship. Create new connections internally at work by looking for opportunities to help. After an impromptu mentor meeting, ask how you can return the favor.
3. Show up with an agenda.
   Mentor relationships are most successful when they are development oriented and tied to professional goals. Make the most of your time together by outlining specific questions ahead of scheduled meetings.

​Building your mentor network now will benefit your career in the long run.
– HR Manager

APR 2023 | WORKPLACE GUILT

Last week my company had layoffs and my team lost several members. The Employees who remain are struggling. I don't know what to do. How do I re-engage my team after this layoff?
​– Workplace Guilt

Dear Workplace Guilt,
Layoffs are brutal for everyone involved. The remaining employees can feel lost even with a thoughtful layoff communication plan. They are grieving the loss of their colleagues and may experience all five stages of grief: denial, anger, bargaining, depression, and acceptance.

Leaders can support their team following a layoff in several ways:

1. Check in regularly. Employees need to know you care about their wellbeing, especially during hard times. Sharing your own feelings can help them feel safe to voice their questions and concerns.
2. Connect them with support. Employees may experience burnout, depression, or anxiety, and other mental health issues, following layoffs. Connect them with Employee Assistance Program (EAP) resources.
3. Ask for feedback. Changes in roles and responsibilities are often necessary after a layoff. Include your team as much as possible to give them some control.
4. Overcommunicate. Transparency is vital during times of change. Continue to provide your team with as much information as possible.
   

With your support, your team can grow closer during this challenging time.
– HR Manager

MAR 2023 | WORD ON THE STREET

An employee from another department applied for an open position on my team. Normally, I would be thrilled, but rumor has it that this individual is not a stellar performer. What should I do?
​– Word on the Street

Dear Word on the Street,
Above all, keep an open mind; the rumor mill may not be accurate. All employees have strengths and weaknesses. Your job is to determine if this candidate’s skill set would be a good match for your team. Use these questions to guide your evaluation.

• Is the candidate qualified?
  Use the same evaluation criteria across the board. Then, proceed if their application materials are strong enough to merit an interview.
  
• Can you learn more about their performance history?
  Prior supervisors or HR may be able to provide feedback on the employee or share historic performance reviews.
  
• How can you vet concerns during the interview process? Ask behavioral questions that will uncover examples of how they respond on the job.

Regardless of the outcome, provide feedback to your internal applicant. You can support their continued growth by sharing your insights.
– HR Manager

FEB 2023 | STEPPING ON MY TOES

One of my employees is infringing on my responsibilities. He emails directives to the department without my approval. Sometimes the information is incorrect and sends the team into a tizzy. At other times, it is correct but outside of his domain. What do I do?
​– Stepping on my Toes

Dear Stepping on my Toes,
This situation is tricky. On the one hand, you have an employee eager to help with communications. But, on the other hand, you have incorrect information reaching a large group of people.

What an ideal coaching opportunity!

Work with your employee to harness this excitement around communications and mentor him on the appropriate process. Provide feedback to him about the repercussions of distributing inaccurate information. Ask questions to gauge his interest in communications as a development area. If he is interested in growing in this area, partner with him to outline an approval process that includes you as a critical stop along the way.

– HR Manager

JAN 2023 | MONEY TALKS

I am delivering 2023 compensation updates to my team. In the past, I sent an email with the results and an offer to meet if they had any questions. Many seemed disappointed with their increase or needed clarification about the outcome. This year, I want to be more prepared. What is the best practice for discussing compensation changes with my staff?
​– Money Talks

Dear Money Talks,
Compensation can be an uncomfortable topic to broach with direct reports. However, with the right information, you can turn this process into a chance to promote understanding and trust.

1. Schedule a meeting.
   It’s best to have the conversation in person or via a virtual call. Plan on at least 30 minutes, so you have enough time to respond to concerns, questions, or next steps.
   
2. Share the data.
   Be straightforward in sharing the numbers, including their base salary increase and bonus, if applicable. Then, follow up the conversation with an email so your employee can refer to it later.
3. Share what it means.
   This is the most crucial part of the conversation. Communicating figures alone can leave a lot to the imagination – partner with your HR team to determine what information can be shared. Remember, your employee may not have the big picture. Be ready to answer questions from your employee.
   A few questions to consider:
   – How does the raise compare statistically within the organization or external market?
   – Was this a flat increase or based on a “pay for performance” approach?
   – What factors about their job performance contributed to their compensation?

Let the data help you tell the story. Your team will appreciate your informative feedback.

– HR Manager

Workplace Culture Article Archive

MAR 2025 | HIRING FOR SKILLS OVER DEGREES

Traditional hiring models have long emphasized academic credentials, but today's job market is shifting toward a skills-first approach. As companies look to close talent gaps and improve workforce performance, hiring based on demonstrated abilities rather than degrees is a more effective strategy. Organizations that embrace this approach are reducing hiring mistakes and fostering a more agile and capable workforce.

Why Skills-Based Hiring Matters
Employers are recognizing that a diploma does not always equate to job readiness. According to a recent survey,

     90% of companies prioritizing skills over degrees report fewer hiring errors, and 94% say these hires outperform those selected
     based on traditional credentials.

With evolving industry demands and the rapid advancement of technology, businesses need employees who can adapt and execute rather than possess a formal education.

Building a Skills-Based Hiring Framework
Transitioning to a skills-first hiring model requires rethinking job descriptions, interview processes, and evaluation criteria.

Define Critical Job Competencies
Identify the skills essential for success in each role. Whether technical expertise, problem-solving abilities, or communication skills, understanding what drives performance allows companies to assess candidates effectively.

Revamp Job Descriptions
Instead of requiring specific degrees, focus job postings on the skills, experience, and practical knowledge necessary for the role. This broadens the talent pool and attracts candidates who may have gained expertise through alternative learning paths or on-the-job experience.

Leverage Skills Assessments
Incorporate practical tests, simulations, or real-world problem-solving exercises into the hiring process. These methods provide a more accurate picture of a candidate's abilities than a resume alone.

Utilize AI and Technology
AI-driven talent management tools can help identify skill gaps, match candidates to roles based on capabilities, and streamline hiring decisions. Companies investing in such tools are better equipped to align workforce skills with business needs.

The Future of Hiring: Adaptability Over Credentials
As organizations face a shifting labor market, skills-based hiring will become an essential strategy for securing top talent.

          With 87% of companies reporting current or anticipated skill gaps,

prioritizing capabilities over degrees is no longer just an advantage—it's a necessity. Businesses can build stronger, more diverse teams and drive long-term success by focusing on what candidates can do rather than where they studied.

FEB 2025 | REVERSING EMPLOYEE DISENGAGEMENT

Employees disengagement is rising, and HR leaders are facing an urgent challenge. Economic uncertainty, shifting workplace dynamics, and increased workloads have left employees disconnected, decreasing job satisfaction and increasing retention risks. Addressing this issue requires proactive strategies that restore engagement, improve workplace morale, and align employees with meaningful work.

Understand the Disengagement Trend

The past year has seen a troubling decline in engagement. According to recent data, overall employee satisfaction has dropped compared to previous years, with fewer American workers engaged than in 2018 to 2021. Additionally, 51% of employees are currently open to or actively seeking new job opportunities, 51% of employees are currently open to or actively seeking new job opportunities, marking the highest rate since 2015. These trends signal a pressing need for organizations to reevaluate how they create engagement and job fulfillment.

Key Strategies to Reignite Engagement

Create a Culture of Purpose
Disengagement often stems from employees feeling disconnected from their work's impact. To counter this, leaders must communicate how individual roles contribute to broader company goals. Recognizing employees for their contributions—whether through formal recognition programs or personal acknowledgment—reinforces their sense of value. Aligning work with meaningful objectives helps employees feel invested in their roles and reduces detachment.

Prioritize Employee Well-Being
Burnout and workplace stress are primary drivers of disengagement. Companies must proactively approach well-being by offering mental health support, flexible work arrangements, and workload management strategies. Studies have linked workplace kindness and inclusion to higher employee morale and productivity, making a strong case for a supportive and psychologically safe work environment.

Enhance Career Growth and Autonomy
Employees who feel stagnant in their roles are more likely to disengage. Organizations should invest in learning and development programs that provide opportunities for upskilling and career progression. Providing autonomy—through project ownership, mentorship opportunities, or cross-functional collaboration—empowers and keeps employees motivated. Research shows that employees who engage in continuous learning report higher satisfaction and job confidence.

The Future of Employee Engagement

As organizations navigate the evolving workforce landscape, addressing disengagement is no longer optional—it's essential. Companies that prioritize purpose, well-being, and career development will improve retention and build a resilient, motivated workforce. By taking deliberate action now, HR leaders can reverse disengagement trends and create an environment where employees feel valued, connected, and inspired to contribute.

JAN 2025 | CREATING A CULTURE OF FEEDBACK

Feedback is the cornerstone of personal and professional growth, yet many organizations struggle to make it a consistent and meaningful part of their culture. A lack of actionable, constructive feedback often leads to employee disengagement and stalled development. Building a culture where feedback flows openly and effectively is essential for creating an environment where individuals and teams can thrive.

Rethinking Feedback
Feedback isn’t just about addressing mistakes or annual reviews; it’s about creating a continuous dialogue that supports improvement and recognition. Constructive feedback helps employees refine their skills, while positive feedback reinforces strengths and builds confidence. A feedback-rich culture promotes trust, showing employees that their growth is a priority.

Practical Steps to Foster Feedback
Make Feedback Routine. Move beyond annual performance reviews by encouraging managers and peers to share real-time feedback. Regular one-on-one meetings and team retrospectives create opportunities to discuss challenges and celebrate achievements.

Train for Effective Communication. Equip managers and team members with the skills to deliver feedback constructively and receive it gracefully. Workshops on active listening, emotional intelligence, and framing feedback can help reduce anxiety and ensure productive conversations.

Lead by Example. Leaders play a critical role in shaping feedback culture. When leaders openly seek and act on feedback from their teams, it sets a powerful example, encouraging employees to do the same.

Utilize Technology. Leverage tools like employee engagement platforms or anonymous feedback systems to make it easier for employees to share their thoughts. These tools can help identify patterns and areas for improvement while providing a safe space for honest input.

The Impact of Feedback
Organizations that prioritize feedback see measurable engagement, performance, and retention improvements. According to a study, 72% of employees rated receiving regular, meaningful feedback as necessary for their career development. Additionally, feedback-rich cultures encourage innovation, as employees feel safe sharing ideas and taking calculated risks. By making feedback a cornerstone of your company’s culture, you create an environment where employees feel heard, valued, and empowered to grow—benefiting both the individual and the organization.
Feedback isn’t just a conversation; it’s a commitment to building better connections and driving continuous improvement. Start embedding it into your daily operations, and watch your workplace attract and retain top talent.

DEC 2024 | CREATING A SAFE SPACE FOR INNOVATION

Psychological safety is more than just a buzzword—it’s the foundation of a thriving workplace. Employees must feel secure enough to share ideas, take risks, and collaborate without fear of judgment. However, a lack of psychological safety is still common, especially for younger employees. According to a recent study, nearly half of employees aged 18 to 25 feel their contributions aren’t valued by colleagues outside their age group. Building psychological safety can bridge this gap, unlocking innovation and collaboration across all levels.

Redefining Psychological Safety
A common misconception is that psychological safety means fostering a “speak-up culture.” While that’s part of the equation, it’s much broader. Psychological safety includes ensuring that employees feel comfortable bringing their authentic selves to work, engaging in constructive conflict, and being empowered to express ideas. Without it, workers—particularly younger ones—struggle to connect with peers and may feel undervalued or overlooked, hindering both individual growth and team dynamics.

Practical Strategies to Build Safety
Creating a psychologically safe environment starts with proactive, actionable steps.

Celebrate contributions across levels. Younger employees often feel undervalued. Highlight their skills and ideas during team meetings to bridge generational divides. Research shows that emphasizing collaboration across experience levels helps build inclusivity and trust.

Normalize mistakes as learning opportunities. A culture that embraces failure as a path to growth encourages innovation. Leaders can model this by sharing their own lessons learned, showing employees that mistakes are part of progress.

Invest in team development. Psychological safety isn’t just a mindset; it’s a skill. Equip teams with resources for effective communication, healthy conflict resolution, and self-awareness. According to the Psychological Safety Institute, organizations often fail to address these root causes of conflict, leading to interventions that miss the mark.

The Payoff of Psychological Safety
Psychological safety is essential for fostering workplace satisfaction, shaping not only how teams collaborate but also how employees perceive their own value within the organization. When employees feel their contributions are respected and acknowledged, 81% of employees are likely to recommend their workplace as a great place to work. By creating an environment where every voice is heard and valued, organizations not only strengthen team cohesion but also position themselves as employers of choice, attracting and retaining top talent.

NOV 2024 | BUILDING A CULTURE OF MENTAL HEALTH SUPPORT

Employees increasingly want—and expect—a work environment that values their well-being. Companies that commit to supporting mental health see improved productivity, more robust engagement, and increased employee loyalty.

Mental health is a cornerstone of a productive and engaged team. According to the American Psychological Association, 92% of employees believe working for a company that values their emotional and psychological well-being is important.

Lead by Example
A supportive mental health culture starts at the top. Remote workers often report feeling a lack of boundaries between work and personal life, leading to burnout as work creeps into evenings, weekends, and vacations. When leaders openly discuss mental health, set boundaries, and encourage a balanced work-life approach, employees feel they can prioritize their well-being. At Rare Beauty, all new employees receive “Mental health First Aid" training, equipping them with the skills to recognize and respond to mental health challenges in themselves and others. When leaders model this transparency and commitment, it fosters a foundation of trust, making it easier for employees to seek support when needed.

Empower Employee-Led Wellness Initiatives
Encourage employees to create and lead wellness initiatives that resonate with their needs and interests. By allowing team members to organize wellness groups, peer support networks, or interest-based clubs, companies provide an authentic platform for connection and mental well-being. For example, employees could start a mindfulness club, a monthly book discussion focused on personal growth, or a peer-led exercise group—whether virtual or in person.

This approach creates a genuine and relevant community of support for each other’s well-being. Allowing employees to create and shape these groups ensures engagement and alignment with what matters most to the team.

Set Boundaries and Normalize Time Off
The pressure to be “always on” is one of today’s most significant mental health challenges. Establishing clear boundaries around after-hours communication and encouraging employees to log off entirely at the end of the workday is essential. Companies should also actively promote using vacation time and mental health days without stigma. Regular time off is critical for sustained productivity and well-being, and managers can set the tone by respecting these boundaries and modeling them for the team.

By embedding these strategies into company culture, organizations demonstrate a genuine commitment to mental health. Prioritizing a supportive workplace not only boosts morale but also strengthens resilience and loyalty, laying a foundation for long-term success and helping to attract and retain top talent.

OCT 2024 | ADDRESSING WORKPLACE MICROAGGRESSION

Creating an inclusive and respectful work environment is essential for employee well-being and organizational success. Microaggressions—those everyday slights, insults, or offensive behaviors—can significantly impact employees, particularly those from marginalized groups. If left unchecked, these subtle acts of discrimination affect individual morale and engagement and open the door to potential legal issues for employers.

Understanding the Impact of Microaggressions

Women, especially those from marginalized identities, experience microaggressions at significantly higher rates than men. Research shows that women of color are particularly vulnerable and are 5.5 times more likely to be mistaken for someone else of the same race or nationality. This misidentification can erode self-esteem, reduce workplace engagement, and affect an individual's long-term career trajectory.

Strategies for Addressing Microaggression

Increase awareness and education.
To combat microaggressions, organizations must ensure that employees and leaders understand what they are and how they manifest. Regular training can help employees recognize unconscious bias and microaggressive behaviors, fostering a more respectful workplace. A key part of this education is teaching employees how to respond to microaggressions when they occur, both as a bystander and as a leader.

Support marginalized groups through employee resource groups.
Employee Resource Groups (ERGs) offer employees a platform to share their experiences, connect with peers, and advocate for positive change. Establishing ERGs for underrepresented groups can provide a safe space for employees to address microaggressions and develop strategies to overcome them.

Foster open communication and accountability.
When employees raise concerns about microaggressions, HR and leadership must take them seriously. Listening with empathy and responding quickly can help prevent minor issues from escalating into larger conflicts. Documenting complaints and actions taken is also critical, as it can provide a record demonstrating the company's proactive efforts to address the situation.

By actively addressing microaggressions, companies can create a workplace culture where all employees feel valued and respected. Implementing these strategies enhances employee morale and strengthens the organization's reputation as a leader. Prioritizing an inclusive environment is vital to attracting and retaining top talent.

SEP 2024 | OFFERING ADAPTABLE SCHEDULES

Today, adaptable work schedules are no longer a luxury—they’re a necessity. Flexible work arrangements, whether hybrid or fully remote, are reshaping the way businesses operate, and employees engage with their jobs. As companies adapt to these changes, the benefits of offering flexibility are becoming increasingly clear, for employee satisfaction and organizational success.

Balancing Flexibility with Business Objectives

Offering adaptable schedules is about more than just meeting employee preferences—it’s also about aligning with business goals. Employees have grown accustomed to working from home, and many now expect this flexibility to remain part of their work-life balance. The challenge for leaders is ensuring that productivity, engagement, and company culture remain strong in a flexible work environment.

Businesses need to shift from traditional views of productivity based on hours spent at a desk to focus on outcomes. Measuring the right metrics and setting clear expectations can help ensure that employees remain motivated and productive, whether working from the office or home.

Boosting Productivity and Employee Well-Being

Flexibility is not only something employees want—it’s something that can improve their performance. With less time spent commuting and fewer distractions, employees often report increased focus and efficiency when working remotely. Employees with a hybrid and flexible work schedule were 12% less likely to experience burnout. Flexible work schedules allow employees to maintain a better balance between their personal and professional lives, which can lead to greater job satisfaction.

For businesses, this means that offering adaptable schedules can result in a more engaged, healthier workforce, which ultimately translates to better business outcomes. Employees who feel supported and trusted to manage their own time are more likely to stay with the company and perform at their best.

Fostering Growth and Connection in a Hybrid Model

One of the main concerns about remote work is that it might limit career development and mentorship opportunities. Without regular face-to-face interactions, employees may miss out on the spontaneous learning that occurs in traditional office settings. However, this can be mitigated with intentional strategies like formal mentorship programs, regular check-ins, and the use of technology to facilitate ongoing feedback and development.

Similarly, maintaining team cohesion and connection in a dispersed workforce requires a thoughtful approach. Virtual team-building activities, regular communication, and strategic in-person meetings can ensure that employees feel connected to their teams and the broader organization, even when they’re not in the same physical space. According to McKinsey’s American Opportunity Survey, 58% of U.S. workers can work remotely at least one day per week; 35% have the option to work from home five days a week; and 87% of those offered flexible work arrangements take advantage of them.

Embracing the Future of Work

Offering adaptable schedules is essential for companies that want to attract and retain top talent. Employees value the flexibility to work from home or choose their hours, and businesses that embrace this shift will benefit from higher productivity, improved well-being, and stronger retention. Organizations can create a work environment where flexibility drives success by focusing on outcomes, fostering growth, and maintaining connections.

AUG 2024 | MASTERING WORKPLACE COMMUNICATION

Effective communication is challenging in today's hybrid work environment. As remote work and digital transformation reshape how we interact, new tools are emerging that can enhance connectivity and collaboration.

Staying Ahead of the Curve

Email has been the cornerstone of workplace communication for decades, but newer, flexible tools are challenging its dominance. For instance, Slack and Microsoft Teams have grown in popularity as they offer real-time messaging, file sharing, and integration with other apps—all in one platform. These tools make it easier to communicate quickly and efficiently and can replace email for some day-to-day interactions.

Another rising trend is asynchronous communication, which allows team members to collaborate simultaneously without needing to be online. Tools like Loom (for video messaging) and Notion (a tool that combines notetaking, task management, and collaboration features) enable more profound, thoughtful interactions without the pressure of immediate response. These platforms help maintain productivity while accommodating different schedules and time zones.

Tackling Communication Challenges

Despite these advances, communication challenges still exist. Many employees need help with unproductive meetings, missed messages, and information overload, which can lead to stress, burnout, and reduced efficiency. Poor communication disrupts workflows and has a tangible impact on productivity.

To tackle these challenges, companies can analyze communication patterns to identify bottlenecks and fine-tune their processes to ensure that their tools enhance rather than hinder productivity.

In a world where communication constantly evolves, mastering new tools and strategies is essential for maintaining a competitive edge. By adopting enhanced communication methods and addressing challenges proactively, businesses can foster a more connected, efficient, and productive work environment.

JUL 2024 | EMBRACING GENERATIONAL DIVERSITY

Effective communication is essential for embracing generational diversity and fostering inclusive workplaces. Recognizing that peronality differences, rather than age, often drive workplace conflicts can help improve communication and collaboration.

Studies show that paying attention to individual personalities and preferences can boost team cohesion and performance. A LinkedIn study that giving employees uninterrupted time can enhance their ability to complete tasks efficiently and creatively.

Here’s how you can effectively integrate generational diversity in the workplace.

Promote Open Communication

Create a workplace culture that values open dialogue and mutual respect. Encourage team members to share their communication preferences, recognizing that different generations may have varying methods they prefer. Set clear expectations and foster a culture of understanding to enhance team effectiveness. Lead by example by engaging with employees of all generations using their preferred communication methods.

Encourage Flexibility

Respect individual differences by providing guidelines and using collaboration tools like instant messaging, video calls, and project management software. Offer resources and training on effective communication techniques, encouraging employees to share best practices and learn from each other.

Measure and Share Success

Regularly assess the impact of your communication strategies on employee engagement, productivity, and well-being. Use surveys and feedback to gather insights and make necessary adjustments. Share success stories and data with your team to highlight the positive outcomes and reinforce the value of effective communication in a diverse workplace.

Implementing strategies to enhance communication can significantly improve the management of generational diversity, boosting productivity and job satisfaction. Prioritizing clear and respectful communication enables your team to achieve better results and a more cohesive and efficient work environment.

JUN 2024 | EMBRACING NO-MEETING FRIDAYS

As companies strive to enhance productivity and employee well-being, No-Meeting Fridays is gaining traction. This initiative aims to tackle the inefficiencies associated with frequent meetings and create a more focused work environment.

Without the constant interruptions of meetings, employees can experience improved focus, reduced stress, and higher productivity. Studies have shown that giving employees uninterrupted time can enhance their ability to complete tasks efficiently and creatively.

Here’s how you can implement and benefit from No-Meeting Fridays.

Create a No-Meeting Culture

Foster a workplace culture that values uninterrupted work time. Communicate the importance of No-Meeting Fridays and encourage all team members to respect this practice. By establishing clear expectations and promoting a culture of focused work, you can help your team make the most of their time. As a leader, you can set a positive example for your team when you avoid scheduling or attending meetings on Fridays and use the time for your focused work.

Provide Guidelines and Support

To ensure the success of No-Meeting Fridays, encourage employees to schedule meetings on other days and to use Fridays for deep work, project completion, and personal development. Offer resources and tips on managing time effectively and prioritizing tasks during these focused work periods.

Encourage Autonomy

On No-Meeting Fridays, allow employees the flexibility to manage their work in a way that suits them best. Trust your team to use this time effectively for deep work, planning, or catching up on tasks. Providing autonomy can lead to increased job satisfaction and better overall performance.

Measure and Share Success

Regularly assess the impact of No-Meeting Fridays on productivity, engagement, and employee well-being. Use surveys and feedback to gather insights and make necessary adjustments. Share success stories and data with your team to highlight the positive outcomes and reinforce the value of this practice.

Implementing No-Meeting Fridays can boost productivity and job satisfaction. By prioritizing focused work time, your team can achieve better results and enhance well-being. Embrace this strategy to foster a healthier, more efficient workplace. Encouraging employees to step away from constant meetings and focus on meaningful tasks can improve job satisfaction and business outcomes and help employers attract and retain talent.

MAY 2024 | ENHANCING CONNECTION

As companies face challenges in employee engagement and retention, meaningful connections are essential. Prioritizing employee relationships can significantly enhance team morale. Communication is the cornerstone of any successful team and is not just about relaying information. It's about building relationships to foster an atmosphere where employees feel seen, heard, and valued.

Consider the following strategies to cultivate a workplace where connection thrives.

Encourage Open Dialogue

Create spaces and opportunities where employees feel safe to express their thoughts and concerns in regular team meetings, one-on-one check-ins, or open forums. Ensuring everyone feels heard is critical in building trust and fostering open communication.

Celebrate Milestones

Recognizing personal events such as birthdays and professional achievements helps build relationships beyond work tasks. These celebrations can help team members see each other in a more holistic light, strengthening interpersonal bonds.

Implement Training Programs

Training programs facilitate knowledge transfer and create deeper connections between employees across different levels of the organization. These training sessions offer a unique way for employees to connect, share experiences, and grow together, enhancing the sense of community within the company.

Provide Ongoing Feedback

Leaders must be proactive in their communication efforts, setting the tone for openness and transparency. Managers should provide constructive feedback regularly, not just during annual reviews. Regular feedback helps keep communication lines open and allows employees to feel continuously supported in their professional growth. Effective communication leads to more explicit expectations, fewer misunderstandings, and a more collaborative work environment.

Organizations prioritizing genuine connections are better positioned to create a culture that values open dialogue and interpersonal relationships. This culture of connection can enhance employee satisfaction and drive better business outcomes. By implementing these strategies, companies can create a more supportive and cohesive work environment where every team member feels valued and connected.

APR 2024 | CONSIDERING STRATEGIC PROMOTIONS

Today's pressing talent crunch, rapid digital transformation, and shifting skill requirements call for a refreshed talent management approach. Leveraging strategic promotions can be crucial for driving sustained growth and employee engagement. Companies that excel in maximizing the potential of their workforce through promotions can reduce turnover costs and boost employee engagement and loyalty, as highlighted in the 2023 American Opportunity Index analysis.

To navigate the complexities of the modern talent market, your organization should consider a multi-faceted approach to promotions. 

Recognize and Develop Top Talent

Fostering the inherent skills and potential within your existing team requires moving away from traditional recruitment to a more inclusive and development-focused model—focused on internal mobility and skill enhancement.

Celebrate upward mobility within your organization to acknowledge individual contributions and bolster your team's progression. A culture of recognition can support a thriving work environment that promotes long-term retention and employee satisfaction.

Align with Organizational Vision

Synchronize promotion strategies with your overarching business goals. This alignment ensures that each promotion within your organization recognizes individual talent and contributes to the broader strategic objectives, creating synergy between talent development and organizational success. You can move beyond traditional retention strategies to develop a resilient, dynamic, and dedicated team.

Implement Data-Driven Decision-Making

Implement a data-driven decision-making process to ensure that promotions are timely and strategically sound. Leverage analytics to assess performance metrics, potential for leadership, and alignment with future skill requirements. This data-centric approach allows you to make informed decisions that recognize merit and strategically align talent with the areas where they can have the most impact.

In doing so, you create a transparent, objective framework that supports fair and strategic promotions to identify the right candidates for advancement. This framework can also boost morale among your team members, who see the clear criteria and pathways for growth within the company.

Creating a promotion strategy can cultivate a vibrant, growth-oriented culture that retains talent and drives organizational objectives. By fostering a culture supporting internal mobility and aligning individual aspirations with corporate goals, your organization can move beyond traditional retention strategies to develop a resilient, dynamic, and dedicated workforce.

MAR 2024 | ATTRACTING AND HIRING VETERANS

Hiring veterans can address the challenges of a skilled labor shortage and diversify your talent pool. You can tap into veterans' technical skills and leadership experience by adjusting your recruitment strategies to consider practical experience over academic qualifications.

Why should you develop a more inclusive recruitment strategy for veterans?

Hiring veterans can address the challenges of a skilled labor shortage and diversify your talent pool. You can tap into veterans' technical skills and leadership experience by adjusting your recruitment strategies to consider practical experience over academic qualifications.

Hiring veterans can benefit employers due to their:

• Diverse skills sets
• Experience with multi-tasking and time management
  
• Strong work ethic
• Teamwork, discipline, and adaptability

Employers:

• Gain access to a broader and highly skilled talent pool.
• Tap into unique skills and experiences to introduce new perspectives for problem-solving.
• Leverage distinct skills to improve organizational productivity and capacity for teamwork and innovation.

What else should you consider when recruiting veterans to bridge the military-civilian divide?

• Translate Skills
  Host a workshop or provide resources to help veterans express how their military skills translate to current open roles.
• Offer Support
  Partner with outside resources offering veteran training or internal resources to help veterans adjust to their new roles.
• Increase Awareness
  Shine a spotlight on veterans' contributions to your company through internal communication campaigns and referral contests.

The U.S. Department of Labor's Veterans Employment and Training Services has regional resources that offer one-on-one assistance for employers to find, hire, and retain veterans. By rethinking your recruitment practices to embrace veterans, you access a rich reservoir of talent to help your organization advance in innovation and growth while supporting those who have served.

FEB 2024 | CULTIVATING A CULTURE OF CONNECTION

In the dynamic landscape of hybrid work, how do you maintain the vitality of your company culture? Adapting your culture to evolve with the changing dynamics of work is possible while staying true to your values and mission.

Why does your company culture need to evolve?

Company culture shouldn't be set in stone, as the transition to a hybrid model showed the importance of adapting. Now, you can shift to fostering virtual connections and meaningful in-person interactions in your company culture.

When employees feel acknowledged and valued, it fosters an environment where genuine connections can flourish. Discovering supportive allies within your organization cultivates personal and collective development, nurturing an inclusive atmosphere where everyone can feel a sense of belonging. Employees who feel connected to their work and colleagues are more engaged and are more likely to have satisfied clients.

How do you maintain a strong company culture in a hybrid world?

By incorporating a mix of hybrid team-building activities, you can encourage an inclusive, engaged, and cohesive team to ensure all employees feel connected and valued regardless of where they work.

By prioritizing and integrating well-being into your operations, you signal to your employees that their wellness is important. This approach can make your employees feel valued and deepen their connection to their work, peers, and the organization. By focusing on innovative team building and inclusion, you're laying the foundation for a culture of connection that nurtures a supportive and respectful environment.

Innovate with cross-departmental projects or ”connection challenges” that encourage employees to interact with colleagues they wouldn't usually work with. These activities can break down silos and spark new ideas and friendships.

Consider implementing one of these team-building activities to bridge the gap between virtual and in-person environments and foster a sense of belonging and teamwork:

• Simultaneous Cooking Class
  Organize a cooking class where an instructor leads employees through making a dish with the ingredients sent to employees in advance. This shared experience fosters a sense of community and enjoyment.
  
  
• Interactive Storytelling Sessions
  Host storytelling sessions where employees contribute to a story, one line or idea at a time, building on each other's contributions. This activity can be conducted via a video call or a collaborative document, encouraging creativity, listening skills, and collective narrative building.
  
  
• Hybrid Scavenger Hunts
  Create a scavenger hunt that individuals in both settings can complete. For remote participants, this could involve finding items or completing tasks at home or online, while office participants could do the same in their physical workspace.
  
  
• “Show and Tell” Sessions
  Allow employees to share something about their personal interests, hobbies, or recent experiences in a relaxed, informal setting. This can be done via video call, with remote and in-office employees participating.
  
  
• Hybrid Celebrations
  Celebrate employee milestones, birthdays, and achievements in a way that includes everyone by sending small gifts to employees' homes and having an unboxing during a virtual call.
  
  
• Creating Terrariums
  Bond over creating miniature worlds with terrarium kits that showcase each team member’s unique personality. Kits can be mailed to homes and provided in-office. A virtual show-and-tell meeting can include each participant describing the plants they selected, how they arranged the elements, and sharing ideas.

Hybrid work models vary across organizations, but one constant is the need for a culture that grows with your employees’ changing needs. This involves nurturing connections at every level, ensuring your culture survives and thrives, benefiting everyone.

JAN 2024 | NAVIGATING CORPORATE SOCIAL RESPONSIBILITY

Corporate social responsibility (CSR) has evolved from a voluntary initiative to an important business strategy that influencing brand perception, employee engagement, and investor relations. CSR can include:

• charitable donations
• disaster relief
• employee volunteer programs
  
• sponsorships
  
• partnerships

Current Landscape of CSR

A recent report from Skillsoft highlights a significant increase in CSR investment, with 63 percent of companies investing in CSR initiatives. It is important to note that the motivations behind CSR have shifted, with only 13 percent of respondents attributing it to the desire to "do the right thing," contrasting with 40 percent in 2022. Instead, the major driving factors are now customer feedback, government mandates, and public perception.

Authenticity is the key to successful CSR endeavors. Initiatives should align with a company's values, mission, and core issues. Internal or third-party assessments can ensure genuine integration into the business culture. Both internal and external, education plays a vital role, equipping employees with skills and fostering awareness about the societal impact of CSR initiatives.

Research suggests a potential shift toward environmental, social, and governance (ESG) initiatives overtaking CSR. While CSR covers a broader range of issues, ESG’s focus on inclusion, equity, and diversity is gaining traction and is expected to dominate corporate responsibility in the coming years.

Setting Clear CSR Goals

CSR initiatives can encompass many goals, including social justice, equality, climate awareness, etc. To navigate the complexity, companies must establish clear measures of success. Initially focusing on tangible metrics like donation totals and volunteer hours, successful CSR programs evolve to include key performance indicators (KPIs) such as employee retention, productivity, and societal impact.

The Impact of CSR on Employees

According to Skillsoft's report, 66 percent of employees believe CSR has become more important since 2022. Inclusion, equity, and diversity emerge as top priorities, reflecting the evolving societal landscape. Offering paid time off for volunteer work, training, and celebrating CSR achievements enhances employee engagement and fosters a sense of community.

Benefits for Employers

• Improved Brand Perception – CSR enhances a company's image, attracting socially conscious consumers, employees, and stakeholders. Demonstrating a commitment to social change elevates brand value.
• Talent Attraction and Retention – CSR aligns with the values of the modern workforce, influencing talent decisions. Purpose-driven companies retain employees up to 40% more than competitors, reducing turnover costs.
• Investor Appeal – Investors increasingly consider CSR initiatives, and companies with developed CSR programs become more appealing. CSR aligns with environmental, social, and governance metrics, influencing investment decisions.

What to Avoid

• Unrelated Initiatives – Avoid participating in charitable efforts unrelated to your core business focus or ethical standards. Align initiatives with your business and community needs.
• Marketing Schemes – Don’t use CSR opportunities solely for marketing purposes. Long-term commitment to socially responsible practices yields authentic and lasting benefits.
• Waiting for Industry Standards – Don’t wait for regulations; proactively adopt socially responsible norms to set industry standards.

CSR has emerged as an integral component of corporate strategy, fostering positive change when implemented authentically. As trends progress, organizations need to adjust, giving priority to inclusivity, diversity, and environmental consciousness. Successfully navigating CSR requires a considerate approach, emphasizing authentic impact, well-defined objectives, and unwavering commitment, thereby securing advantages for employees, communities, and the company itself.

DEC 2023 | INTEGRATING AI IN HR

Artificial Intelligence (AI) is profoundly reshaping the landscape of human resources (HR), revolutionizing traditional processes and unlocking new possibilities. From recruitment to employee engagement, HR teams are finding applications for AI that streamline workflows, enhance decision-making, and ultimately redefine the role of HR professionals.

Recruiting
AI is redefining the recruiting process by automating tasks such as analyzing resumes, matching candidates with open positions, and even drafting personalized outreach emails. In addition to outside recruiting, AI can assist HR in sourcing talent within the company by assessing internal skill sets.

Performance reviews
The ability to analyze large amounts of data means AI-powered systems can analyze employee performance data gathered throughout the year, providing summary reports for performance reviews. This data-driven approach eliminates biases and makes it easier to see trends in each team member's strengths, areas for improvement, and progress over time.

Employee onboarding and offboarding
AI can guide new hires through paperwork, company policies, and schedule initial training sessions. Similarly, AI can help manage offboarding tasks like exit surveys and the return of company equipment.

Employee engagement
AI-driven survey tools can automate the gathering of employee feedback and analyze responses to identify trends and areas of concern.

Talent development and training
AI can create personalized employee learning and development plans by analyzing their goals, skills, and career ambitions. This customized approach keeps employees engaged in career development, fostering continuous improvement.

Workforce planning
AI tools can analyze current workforce skills, industry trends, and company strategic plans to predict future hiring needs.

HR Chatbots and Virtual Assistants
AI-driven chatbots can serve as 24/7 HR assistants, providing instant answers to employee benefits or policy questions, saving time for the HR team, and improving response time for the employee.

As a resource in HR’s toolkit, AI helps:

• Improve efficiency.
  Automating repetitive tasks and streamlining processes allows HR professionals to focus on strategic initiatives. By leveraging AI, HR professionals can save time, reduce human errors, and ensure a more thorough and objective data evaluation.
• Reduce costs.
  AI analyzes large datasets to identify patterns and trends, enabling cost-effective solutions for recruitment and employee training.
• Make better decisions.
  AI eliminates biases in HR processes, providing data-driven insights for more informed decision-making, from hiring to compensation planning.
  

When adopting AI tools, remember that AI has limitations.

• Incomplete picture: AI tools may reject qualified candidates based on rigid criteria. HR professionals should dive deeper into data outcomes, using intuition and experience to make informed decisions.
  
• Data privacy and cybersecurity: Organizations must prioritize data security to ensure that employees’ and customers’ personal information is secure.
  
• Over-reliance on AI: HR professionals should be cautious of solutions promising to replace every existing tool. Using AI to enhance current processes may be a better use of resources.

Future Trends
As organizations continue to embrace the integration of AI in HR across different functions, HR leaders recognize its potential in areas such as performance management, payroll processing, recruitment, onboarding, and employee records management. While AI offers unprecedented efficiency and insights, HR professionals must balance technology and the human element in HR processes.

NOV 2023 | REVIEWING YOUR BEREAVEMENT LEAVE POLICY

Losing a loved one is a deeply emotional and mentally challenging experience. It is a time when individuals need support, understanding, and time to grieve. Bereavement leave is a compassionate gesture and a vital benefit for employee well-being.

What is bereavement leave?
Bereavement leave is a form of paid or unpaid leave that employees can utilize when dealing with the death of a close family member or loved one. While many organizations traditionally limit bereavement leave to immediate family members such as parents, siblings, children, and spouses, some employers extend its use to cover the loss of any loved one.

No federal law in the United States mandates that employers provide bereavement leave, but approximately 88% of companies offer some paid bereavement leave. Otherwise, employees may need to use their accrued paid time off (PTO) or sick days to take time off for bereavement.

How can I best support employees?
When employers offer bereavement leave as a discretionary benefit, they support their employees’ mental and emotional well-being in many ways.

• Employees who feel valued and cared for are more likely to remain with the company. Supporting them in difficult times is as important as recognizing their successes.
• Paid bereavement leave supports employees in their grief and promotes their engagement and productivity when they return to work. Offering paid leave ensures that employees have one less worry during a difficult period, signaling their well-being is a top priority.
• As workplaces evolve to include more than the traditional "nuclear" family, employers can be more inclusive by acknowledging close bonds employees may have with other relatives, close friends, and other non-familial ties.
• Offering a short time off to begin healing can help prevent longer-term absences.
• Giving employees time to support others experiencing a loss by attending funerals underscores the importance of acknowledging grief and offering support.

How can I craft an effective bereavement leave policy?
While bereavement policies will vary among organizations, it is important to document the policy in the employee handbook if the company has one. There are several key elements that should be included in any comprehensive policy:

• Definition of Bereavement Leave
  Clearly define what constitutes bereavement leave and the types of relationships that qualify, which may extend beyond immediate family members to include pets, extended family, or stepfamily.
  Duration of Leave
  
• Specify the leave period, whether it varies for different relationships, and whether it is paid or unpaid. Address any time limits on unpaid bereavement leave.
• Related Obligations
  Identify the obligations that qualify for bereavement time, such as attending funerals and participating in legal planning.
• Request Guidelines
  Provide clear instructions on how employees can request standard bereavement leave and any additional time they may require.
• Supplemental Benefits
  Highlight any supplementary benefits, perks, and resources available to support grieving employees, such as flexible schedules, Employee Assistance Programs (EAPs), or Employee Resource Groups (ERGs).

Grief is a life-changing experience, and bereavement leave provides the emotional space employees need to cope with the logistical and emotional aspects of the death of a family member or loved one in a healthy way. It is a proactive measure in promoting mental wellness, both within and outside the workplace.

Even if employers provide just one paid day of bereavement leave, it sends a powerful message to the team – that they are valued, deserving of care, and that the company stands by them during challenging times.

OCT 2023 | THE NEED FOR A MODERN DRESS CODE: STAYING RELEVANT IN CHANGING TIMES

Updating a company's dress code might not be the most pressing concern for HR departments and managers, but it's crucial in today's evolving workplace. As work dynamics undergo significant shifts, including an influx of younger employees and the prevalence of remote work, reevaluating your dress code policy is essential to ensure it aligns with current cultural and workplace norms.

Company Dress Codes: Still Relevant

While some argue that dress cods are antiquated, they remain essential for organizations. Your company's dress code communicates its culture and expectations to employees who serve as the face of your brand. In certain industries, like healthcare or manufacturing, dress codes are necessary for safety and compliance. Even in remote or non-client-facing roles, employees should consider their attire for virtual or in-person meetings.

Time for Change?

Your employees are vital to your organization's success, so their input matters, especially when dress code policies directly affect them. If you adhere to an old-school dress code, it's time to reassess its relevance to your business and your employees' expectations. If safety, legal, or client-facing reasons don't require a strict dress code, consider relaxing it.

Your dress code should mirror your company's culture and values. Many companies have maintained the same dress code for years, often calling for formal attire and restrictive rules about tattoos, piercings, and hair colors. However, cultural standards have shifted, particularly with Millennials and Gen Z entering the workforce. Your dress code should align with your company's values and help attract the right talent.

If you're contemplating updating your company's dress code, consider these factors:

Competitor Analysis
Investigate what other businesses in your industry say about company attire.  Employees might prefer competitors with more flexible policies, which may hinder staff retention.

Safety Considerations
Remember that specific industries mandate dress codes for safety, such as steel-toed boots and hard hats in the construction industry. Assess clothing, jewelry, and hair options for safety.

Client Messaging
Evaluate the message you want to convey to your clientele. Consider practicality against employee comfort for non-client-facing roles.

Company Culture
A company's dress code reflects its culture and values. A more relaxed dress code can foster a fun environment, enabling employees to express themselves.

Realistic Standards
While flexibility is valuable, some standards such as maintaining good hygiene, are necessary. Ensure your policy is rational and non-offensive. For example, allow visible tattoos but request coverage of offensive content.

Clear Communication
After revising your dress code, communicate it transparently. Include it in your employee handbook, have employees acknowledge it, and discuss the changes with teams. Address concerns and be clear about noncompliance consequences.

A modern dress code reflects a company's adaptability and understanding of shifting workplace norms. Updating your dress code policy is not merely a matter of attire but an essential step in staying relevant and attracting and retaining top talent.

SEP 2023 | SALARY TRANSPARENCY IN JOB POSTINGS

The importance of pay transparency is on the rise as more organizations now include salary ranges in their job postings. Recent research from Payscale indicates a significant increase in employers adopting this practice, with the percentage of job postings featuring pay ranges jumping from 22% to 45% in 2022.

Promoting pay transparency is not just a trend; it's a strategic move for employers. It helps them attract top talent and demonstrate their commitment to fair compensation practices. A recent SHRM survey found that employers reported receiving more and better-qualified applications to their post when pay ranges were included. This momentum behind pay transparency is driven by a combination of factors, including employee demand and legislative requirements in various states and cities.

The introduction of federal legislation underscores the significance of including salary ranges in job advertisements. Social pressures also play a role in this shift, with platforms like TikTok and voices from Gen Z advocating for more open conversations about pay. The growing emphasis on pay transparency makes it a priority for employees to take proactive steps.

Here are some tips to foster a transparent compensation culture:

1. State the salary range clearly.
   When crafting job ads, provide a specific salary range that accurately reflects the compensation for the position. Avoid vague language like "competitive salary" or "negotiable."
   
   
2. Provide context for the salary range.
   Alongside the salary range, offer additional information to help candidates better understand the compensation structure. Explain factors influencing the final salary, such as experience level, education, or job responsibilities. This transparency empowers candidates to make informed decisions and manage their expectations.
   
   
3. Maintain consistency and proactive communications.
   Ensure consistency in communicating the salary range throughout the recruitment process. Be proactive in addressing any questions or concerns candidates may have regarding compensation. Encourage open dialogue and provide opportunities for candidates to discuss the salary range and negotiate within the parameters provided. This level of transparency builds trust and creates a positive candidate experience.

While employers may have concerns about the administrative aspects and potential limitations of disclosing salaries, it's vital to recognize the profound impact of pay transparency on trust and competitiveness. Companies that embrace this practice may gain a competitive advantage by fostering trust with candidates. In an era where employees increasingly seek organizations that value their contributions and promote pay equity, embracing pay transparency is a strategic move. It not only attracts top talent but also helps in retaining and engaging employees in the long run.

AUG 2023 | EMPLOYEE LEARNING: DEVELOP IN-HOUSE OR HIRE A VENDOR?

When it comes to fostering a positive workplace culture, investing in employee learning and development is essential. One decision you may face is whether to develop learning programs in-house or hire external vendors. Each approach comes with advantages and considerations. Let’s explore both options.

Developing In-House Learning Programs

Developing in-house learning programs allows you to tailor the content to your organization's needs and culture. It will enable you to align the learning initiatives with the company's strategic goals, fostering a sense of ownership among employees, and avoids sharing of confidential data. In-house programs can also be cost-effective if you have the necessary expertise and resources.

In-house programs are ideal for training on company-specific programs or policies but may not be appropriate for employee-specific training for degree or certificate programs for career development. Employers should also consider the time commitment for planning, delivering, and staffing in-house programs.

Hiring External Vendors for Learning Initiatives

Engaging external vendors brings a fresh perspective and expertise to the table. Vendors often have specialized knowledge and experience in developing comprehensive training programs. They can provide a broader range of resources, tools, and learning methodologies. However, it is crucial to thoroughly vet vendors, ensure their offerings align with your organization's values, and consider the associated costs. External vendors may offer a more comprehensive selection of training programs, but the content may be too generic for employees to apply the training to specific work situations.

When planning an employee learning program, consider a balanced approach that involves a combination of in-house programs and external vendors, depending on the organization's needs, available resources, and desired outcomes. The focus should be on creating a learning culture that empowers employees, fosters professional growth, and aligns with the organization's strategic objectives.

JUL 2023 | CHAT GPT: HOW TO SET AI PARAMETERS AT WORK

ChatGPT is revolutionizing online search technology and transforming many business processes. The tool enables users to enter a query and receive a detailed response, taking context and intent into account. Many companies (Morgan Stanley, Stripe, and PwC) are working to leverage this customizable AI language at an enterprise level. Progressive organizations want to stay ahead of the AI curve and set policies around usage.

​A few best practices on ChatGPT usage will help your organization make the most of this powerful tool.
 
1. Be transparent with your leaders.
ChatGPT is a powerful tool. It enables employees to better allocate resources, automate certain tasks, and focus on strategic initiatives. However, 70% of employees using ChatGPT do so without their boss’ awareness. Under-the-radar usage can lead to problems down the road. Establish an approval process for using ChatGPT on work assignments. Clarify use cases and assess the risks.
 
2. Customize ChatGPT content.
AI is a great starting point for memos, newsletters, policies, and interview questions, among other tasks. However, unedited content may sound cold or robotic. Fine-tune output by personalizing AI-generated text. Update the query results to use your company’s “voice.” Add examples that bring the document to life and account for organizational nuances.
 
3. Double-check the facts.
ChatGPT is not flawless. Like other information from the Internet, results may include inaccurate data or outdated material. The free version of ChatGPT does not include content more recent than September 2021. As a result, users should build in extra time to proof output. Check links to verify accuracy. Validate codes, dates, and numbers.
 
Though ChatGPT is in its infancy, there is no doubt it will change the way companies work and service clients. New issues will arise as ChatGPT continues to evolve. HR practitioners play a pivotal role in establishing office guardrails and expectations around AI.

JUN 2023 | STORYTELLING: DO YOU HEAR THE BEAT?

Stories are all around you. People tell themselves stories all the time.

Your manager, teams, and clients are 22 times more likely to remember new data if it is wrapped in a story.

They are the glue that holds your ideas together. But people tend to spend little time purposefully honing their storytelling craft. Two techniques you can apply to amplify your stories are identifying beats and expanding details.

When you hear the word “beat,” you may think of a favorite song or tune. Storytelling "beats" propel a narrative forward in much the same way that music progresses from verse to chorus to bridge. Beats are meaningful points of change in your story. They contain central points and are communicated with gravitas.

Take the example of proposing a healthcare benefit change to leadership. The beats in this presentation may be an inciting incident (an employee needing help), complication (benefit not available), climax (HR finds a work-around), and resolution (proposed new benefit). Your beats support the story arc in a familiar way, with a beginning, middle, and end. Our brains are designed to respond to stories. Stories are compelling in situations calling for change or action.

A good story arc moves the plot forward, but the details bring the story to life. Your job as the storyteller is to identify the relevant information. Stories with names, dates, and figures invoke emotion. For example, two different reactions may be produced from hearing about a “client” or “Jill, a long-tenured client based in Oklahoma.” The latter helps your audience imagine a real person. When you bring quantitative data to support your storyline, the same effect is produced. A story explains the meaning of numbers and aids the listener in understanding complex information. This combination engages both sides of the brain.

Storytelling is a powerful method to build relationships at work. And this skill can be developed by tapping into your creative mind. Think about your organization and how it could uniquely benefit from refining this skill.

• Could your sales department engage more personally with clients?
  
• Could leaders be more vulnerable in their communications?

Now is the right time to add storytelling to your workplace toolkit.

MAY 2023 | EXIT STRATEGY OUTPLACEMENT

Downsizing and workforce reductions are difficult decisions for any business. Outplacement services can help ease the transition for displaced employees and the employer. Outplacement is an employer-sponsored benefit to help workers develop skills and tools to find new employment after being terminated or laid off. A 2021 Mercer study showed that fewer than 45% of companies used outplacement services for most terminations.

In today’s economic climate, it may be time to evaluate whether utilizing an outplacement service makes sense for your organization.

Here are some of the top reasons employers choose to use outplacement.

• Helps exiting employees. Losing a job is one of the hardest things a person can go through because it affects so many facets of their life. Enrolling exiting employees in outplacement services provides them with resources to begin a new job search and helps to build their confidence. Services may include resume writing, interview workshops, and dedicated career coaching.
• Protects employee morale. Remaining employees often struggle following the departure of work colleagues. They worry about the welfare of departing staff and the security of their own jobs. Companies that offer outplacement may ease this transition and support the morale of the employees who stay onboard.
• Preserves company brand. How a company treats its employees upon arrival and departure says a lot about the organization. A company’s reputation can be tarnished when it fails to support employees in the last stage of the employee lifecycle. Offering departing employees an outplacement benefit helps maintain the company’s brand in the talent market.

​Identify your company’s goals in offering an outplacement program before meeting with potential vendors. The quality of their services and client relationships is an extension of your organization, and you will want to ensure you are comfortable with their approach.

APR 2023 | ARE "LOVE CONTRACTS" OUTDATED?

Love is in the air, and workplace romances are on the rise. In a 2022 Society for Human Resource Management (SHRM) study, 33% of participants reported a past or current workplace relationship. It may be time to update your relationship policy. However, creating a non-invasive policy that provides clear guidance can take time and effort.

As you update or develop your policy, consider these areas:

• Word choice.
  A common part of a workplace relationship policy is a “love contract.” This document confirms the consensual status of a romantic relationship and confirms both parties will follow the company’s sexual harassment policy. Some employees may find this term outdated and not take it seriously. Update using modern verbiage like “relationship consent” or “consensual relationship” contract.
  
• Employee types.
  Are all relationships off limits? Or just certain relationships? Dating up and down the employee hierarchy has long been a point of concern related to favoritism and workplace harassment. Spell out those relationships that need to be flagged.
• Local laws.
  Various jurisdictions have employee privacy laws that restrict employer oversight. Are you able to restrict activity for remote workers?
• Culture.
  Evaluate what makes sense for your organization. Employees may feel like this is an invasion of their privacy. And it may not make sense to limit relationships at a globally disbursed company. It is also imperative to consider your HR team’s time and availability. Do they have the bandwidth to monitor employee relationships?
  

Most will agree that workplace relationships will happen, regardless of the restrictions. The critical piece is identifying what formula makes sense for your organization. As an HR leader, how can you put meaningful structure in place to support workplace romantic relationships in a healthy way?

MAR 2023 | CONNECT EMPLOYEES WITH YOUR ENVIRONMENTAL, SOCIAL, AND GOVERNANCE (ESG) STRATEGY

People want more from their jobs. Expectations have grown in leaps and bounds in the area of corporate sustainability. As a result, many job seekers are looking for employers that support ESG (environmental, social, and governance) efforts important to them.

Of the participants surveyed in the Randstad 2022 Workmonitor study, 50% said they would decline an offer from a company that doesn’t share their beliefs on environmental issues. And, once hired, employees want to engage with ESG efforts.

Here are three ways to include employees in ESG initiatives.

1. Make ESG accessible.
   ESG measures the sustainable and ethical impacts of an organization’s financial investments. Share information about ways the company is supporting ESG efforts. Offer volunteer opportunities to drive societal impact on related causes.
   Tip: Identify a cause that leverages the unique skill set of your employee population.
   
2. Apply ESG to policies and practices.
   Incorporate the firm’s ESG strategy throughout the organization to increase accountability. For example, include corporate sustainability background in new hire onboarding.
   Tip: Select vendors who promote sustainable work products and services.
   
3. Create ambassador opportunities.
   Provide key information and resources to employees who are energized by the corporate ESG strategy. Employees are pivotal in sharing corporate sustainability efforts with their internal and external networks.
   Tip: Build an ESG advisory board so employees can contribute from the early stages.
   

Part of building a successful talent acquisition strategy requires understanding what is important to your target population. Research shows the youngest population in the workplace puts a strong emphasis on corporate sustainability. To attract these people, employers should communicate their sustainability efforts so that others know about your company’s contributions.

FEB 2023 | UNPLUGGED: CREATING TIME TO THINK

In today’s “always on” work culture, it is not uncommon to be in a virtual meeting, viewing a presentation, and checking your phone simultaneously.

Your time is precious. Research shows it takes almost 23 minutes to get back on track after being interrupted.

Getting space to think without phone and computer alerts interrupting you can be challenging. In response to this tech invasion, some are joining the "unplugged" trend and disconnecting from gadgets.

Here are a few digital detox strategies to get started.

• Start small.
  While Tiffany Shlain, author of 24/6: The Power of Unplugging One Day a Week, employs a tech-free day a week, you may want to start with a more manageable goal. Try scheduling screen-free time for short spurts (15 – 30 minutes) and work your way up.
  
• Update your calendar.
  Blocking time to unplug will help you to follow through. Pick a day of the week when it is less likely you will be disturbed. Notify colleagues when you will be offline.
  
• Hide technology.
  Power off your phone and laptop. Tuck away electronics in a drawer or another room when they are not in use to avoid being sidetracked. Grab your notebook or use a whiteboard instead.
• Schedule in-person meetings.
  Your thinking time may include an in-person tech-free brainstorming session with colleagues. You may notice that your relationships improve sans technology. You can better observe body language and tone in this setting which may be missed in an email or text.

Friday, March 3, is the National Day of Unplugging. This tech-free 24-hour period is devoted to doing anything other than using your devices. Think of this day as an experiment for you. See if a device detox invites new ideas around your work. Try looking at your projects from a 30,000-foot view. What new discoveries can you make?

JAN 2023 | WHY BEST FRIENDS HAVE BENEFITS AT WORK

You likely remember your first work friend. They showed you the ropes and helped you navigate office politics. Today, research shows that work best friends are not just nice to have, but also play an essential role in employee engagement and retention.

Fostering a buddy-friendly environment can reap benefits in many ways.

Increased job satisfaction.
Friendships contribute to employee well-being and fulfillment. A 2019 PwC study showed that friendships increased worker satisfaction by 50%. Studies also show that happy employees are more productive.

Lower turnover.
Employees with friends at work are less likely to look for new jobs. They feel a sense of belonging that may deter them from looking elsewhere (even during the Great Resignation).

Improved skill building.
Employees may be more comfortable asking a friend for help or understanding. This is especially helpful in a remote environment where shadowing or observation may not be possible. Work friends are a wealth of information. They function as an additional knowledge transfer outside of formal training.

Alternative support.
Work friends offer a unique perspective. They comprehend the intricacies of your work environment that friends or family may not understand. Peer coaching naturally occurs between friends, enabling employees to reflect on their career journeys and problem-solve.

The 2022 Workforce Purpose Index reported that almost half of the employees surveyed found it difficult to make friends at work. As a leader and HR partner, you can play a role in encouraging friendships on the job. First, take a sincere interest in getting to know your employees. Pair new hires with experienced staff who may offer a different vantage point. Dedicate a part of regular meetings to topics other than work. These small interactions contribute to making work fun and may cement new friendships.

Employee Benefits Article Archive

MAR 2025 | CARING FOR CAREGIVERS

Supporting employees who serve as caregivers is a growing priority for companies aiming to create a compassionate and resilient workforce. Caregiving responsibilities can be physically, emotionally, and financially draining, making it crucial for organizations to provide benefits that address these challenges. Employers can create a workplace culture that supports, values, and retains caregiving employees by offering flexible work arrangements, financial assistance, and emotional support.

Flexibility for Caregivers
Providing flexible work options is one of the most effective ways to support employees who balance their careers with caregiving duties.

      Nearly 75% of employees are already balancing caregiving responsibilities

—a figure expected to rise as the population of adults aged 65 and older continues to grow in the coming years. Options such as remote work, adjustable schedules, and compressed workweeks allow caregivers to manage medical appointments, coordinate care, and fulfill family obligations without compromising their professional responsibilities.

Financial and Emotional Support
The financial burden of caregiving can be significant, from medical expenses to specialized care needs. Employers can ease this strain by offering caregiver stipends, access to financial planning resources, or expanded paid leave policies. Providing subsidies for in-home care services or dependent care flexible spending accounts can help offset costs and allow employees to focus on their well-being and productivity, bringing much-needed relief to their lives.

Companies can strengthen emotional support for caregivers by offering enhanced Employee Assistance Programs (EAPs), dedicated support groups, and professional counseling services. Companies should ensure employees have straightforward, barrier-free access to these resources through clear communication and streamlined enrollment processes to maximize their impact. Normalizing the use of these programs through leadership advocacy and workplace culture initiatives reassures employees that they are not alone, promoting inclusivity and reducing workplace stress.

Investing in Caregiver Well-Being
Companies prioritizing caregiver benefits demonstrate a commitment to their workforce's holistic well-being. Recognizing and supporting caregivers builds loyalty, enhances job satisfaction, and strengthens organizational culture. By implementing caregiver-friendly policies, companies can cultivate a workplace where employees feel valued—not just for their contributions at work but also for their vital roles in their personal lives. Businesses proactively supporting caregivers will be better positioned to attract and retain top talent.

FEB 2025 | ELEVATING WELLNESS

According to Gallup, employees who feel supported in their well-being are 69% less likely to seek new opportunities. Harvard Business Review reports that every dollar invested in wellness yields $3.27 in medical cost savings and $2.73 in reduced absenteeism every dollar invested in wellness yields $3.27 in medical cost savings and $2.73 in reduced absenteeism.

Companies should revisit wellness approaches to evolve with trends and attract and retain top talent.

• Work-Life Integration: Policies like meeting-free days, paid mental health leave, and remote work flexibility enhance employee satisfaction and prevent burnout.
  
• Tech-Driven Fitness: Tools such as wearable fitness trackers, virtual wellness challenges, and AI-powered health coaching promote healthy habits through gamification and real-time feedback.
• Optimizing Workplace Design: Smart design delivers measurable results. The World Green Building Council finds wellness-focused spaces boost well-being by 15%. Simple design upgrades—better air quality, lighting, and natural elements—enhance well-being and creativity.
• Digital Detox Initiatives: Introduce screen-free hours, wellness breaks, and digital-free meeting days to reduce burnout.
• Peer-Led Support Circles: Create employee resource groups (ERGs) for shared experiences, from parenting support to niche networks.
• Virtual Wellness Retreats: Offer guided meditation sessions, yoga classes, and mental health workshops.
• On-Demand Therapy Services: Provide instant access to licensed therapists through mobile platforms.
• Financial Literacy Programs:  Host workshops on cryptocurrency, investing, and budgeting for modern financial wellness.
• Hybrid Wellness Challenges: Organize competitions like step challenges with both remote and in-office participation.
• Nature-Based Well-Being Initiatives: Host outdoor walking meetings, nature retreats, or community garden projects.

Wellness as a Competitive Advantage

Companies that invest in impactful wellness strategies support employee well-being and drive retention, engagement, and long-term business success.

JAN 2025 | DEVELOPING EFFECTIVE PULSE SURVEYS

Organizations can use pulse surveys to ensure employee voices are heard regularly, leading to timely and practical improvements. These concise, frequent surveys provide a real-time snapshot of engagement, helping leaders make data-driven decisions that enhance workplace dynamics, culture, and benefits.

How Pulse Surveys Drive Impact
Employee engagement is vital to organizational success. Unlike long-form surveys, pulse surveys offer a quick and continuous way to gauge employee sentiment, ensuring timely and actionable insights. Regularly measuring engagement helps identify areas of concern before they escalate, building trust and transparency.

Crafting the Right Questions
Effective pulse surveys strike a balance between simplicity and depth. Here are some impactful questions to include:

• How meaningful do you find your work?
  Helps gauge if employees feel connected to their roles and the organization’s mission.
• Do you feel supported by your employee benefits?
  Identifies gaps in employee benefits resources.
• How would you rate communication within your team?
  Highlights potential barriers to collaboration and clarity.
• What’s one thing we could do to improve your day-to-day experience?
  An open-ended question inviting actionable feedback.
• Do you feel your contributions are recognized and valued?
  Provides insight into the effectiveness of recognition programs.

Tips for Designing Pulse Surveys

• Define goals clearly: Determine what you want to measure, such as team morale or work-life balance.
• Keep it brief: Limit surveys to 5–10 questions to maximize response rates.
• Ensure anonymity: Build trust by making feedback anonymous.
• Act on results: Use survey insights to implement meaningful changes and communicate updates to employees.

The Power of Pulse Surveys
Pulse surveys are more than a feedback tool—they’re a way to foster continuous improvement. By asking the right questions and acting on responses, organizations can enhance engagement, build trust, and create a workplace that attracts and retains top talent.

DEC 2024 | REDUCING BURNOUT WITH WELLNESS STIPENDS

Younger employees are driving a shift in workplace expectations, making wellness a priority and refusing to accept burnout as the norm in their professional life. They want benefits that support their physical, mental, and emotional well-being, and personalized stipends are rising to meet this demand. These stipends allow employees to choose what matters most to them—whether it’s fitness memberships, mental health apps, ergonomic office equipment, or healthy meal subscriptions—offering a flexible, modern solution that resonates across generations.

Driving Engagement
Unlike conventional fringe benefits, which often see low usage rates of just 3% to 5%, personalized stipends are designed to meet diverse employee needs, increasing relevance and participation. For example, employees who use a mix of in-person and digital wellness tools are twice as engaged as those relying on only one method. By offering flexible options that meet employees where they are, stipends create a more inclusive and supportive workplace, leading to higher satisfaction and stronger connections.

Attracting and Retaining Top Talent
The competition for talent is fierce, and personalized stipends provide a significant edge. With 82% of employees at risk for burnout, stipends demonstrate a company’s commitment to its employees. This modern approach helps retain top performers while positioning organizations as desirable places to work for high-caliber candidates. By embracing stipends, companies address evolving employee expectations and strengthen their ability to build and maintain a thriving team.

NOV 2024 | EMPOWERING EMPLOYEES WITH FLEXIBLE PERKS

Flexible benefits allow employees to tailor their work experience to fit their personal needs, creating a supportive environment that respects work-life balance and diverse lifestyles. By offering a variety of options—such as remote work, condensed work weeks, flexible hours, and personalized health benefits—companies can build a workplace culture of trust and respect.

The Power of Flexibility
Flexible work perks give employees the autonomy to shape their work in a way that supports their lives. Options like remote work, flexible scheduling, and condensed work weeks allow employees to manage their time more effectively. Some companies offer “work-from-anywhere” days, enabling employees to spend a certain amount of time working from a location of their choice, whether that’s home, a different city, or even a country within specific guidelines. For others, a four-day workweek offers an appealing alternative to the traditional schedule, helping employees recharge and stay productive.

Research shows that 51% of employees consider flexible work hours essential for achieving work-life balance. A condensed or adjustable schedule can reduce burnout and increase morale. Companies that give employees control over their schedules empower employees to perform at their best. According to 86% of managers surveyed, employee well-being improved after implementing flexible work options, with most supervisors seeing no drop in productivity.

Flexible Learning and Development Opportunities
Flexibility also extends to career growth; companies can offer employees more choices in pursuing learning and development. Options like self-paced online courses, professional development stipends, and mentoring programs allow employees to upskill in a way that suits their goals and schedules. When employees have access to a range of educational resources, they’re empowered to take ownership of their career paths, which can lead to greater job satisfaction and long-term engagement.

By implementing flexible benefits, companies create a culture of trust and respect, where employees feel empowered to manage their responsibilities in ways that align with their personal lives. This trust builds loyalty, reduces burnout, and supports a positive work environment. Flexible perks demonstrate that companies recognize employees’ diverse needs, strengthening the connection between employees and the organization.

As the demand for flexibility grows, companies that prioritize adaptable work perks and personalized benefits will be better positioned to attract and retain top talent.

OCT 2024 | SIMPLIFYING HR PROCESSES WITH AI

AI is becoming crucial as HR looks to enhance efficiency, streamline processes, and offer personalized solutions. From creating HR materials to improving the recruitment process, AI’s integration is driving a shift in the way organizations support and engage their workforce. According to a recent survey, 44% of employers said they use AI to develop HR materials like job descriptions or onboarding documents, 30% use it in the recruitment process, and 29% don't use it at all.

AI has begun to play a prominent role in automating core HR functions. Organizations can free up time to focus on employee development, engagement, and other strategic initiatives by automating these tasks.

This adoption of AI enables faster updates to HR documents, ensuring they stay current with organizational changes and legal requirements. Additionally, it provides consistency in the way materials are prepared and distributed across the company, ensuring a smooth onboarding experience for new hires.

Improving Recruitment Efficiency

AI tools can quickly sift through large volumes of applications, identify top candidates, and manage initial communications, streamlining what used to be a time-intensive process. By incorporating AI into recruitment, companies reduce the time to hire and enhance the quality of hires by relying on data-driven insights to evaluate candidates. This may result in better talent matching, a more efficient recruitment workflow, and an improved applicant experience.

Enhancing Health and Wellness Programs

AI is also revolutionizing the way companies design and deliver wellness programs. AI can identify potential health risks among employees by analyzing health data, allowing organizations to offer proactive, personalized wellness initiatives. For instance, AI can recommend stress management programs to employees showing signs of burnout or suggest fitness programs tailored to specific health goals.

As AI continues to evolve, its adoption is expected to grow, particularly in benefits management, wellness programs, and talent development. Companies that invest in AI-driven tools will be better positioned to attract and retain top talent.

SEP 2024 | PERSONALIZING EMPLOYEE BENEFITS

As the landscape of employee benefits continues to evolve, companies find that offering personalized benefits is an effective way to differentiate themselves and improve retention and employee satisfaction. Gone are the days when standard benefits packages were enough to attract and retain top talent. Today's workforce expects more—customizable benefits that cater to individual needs and preferences, creating a stronger connection between employees and their workplace.

The Power of Personalization

Personalized benefits allow employees to choose the perks that fit their unique lifestyles: family support, professional development, or financial wellness. In one survey, 65% of employees said they are more likely to stay with their current employer because of specific benefit offerings. This flexibility enables organizations to meet the diverse expectations of a multigenerational workforce, boosting engagement and overall satisfaction.

One of the most significant advantages of personalized benefits is the use of stipends. Instead of providing traditional, one-size-fits-all benefits, companies allocate a set budget for employees to spend on the perks that matter most to them. This approach empowers employees to tailor their benefits package, which increases engagement and makes them feel valued.

Embracing Health Benefit Flexibility

Health benefits have also undergone a transformation in response to the evolving workforce. Employers are increasingly adopting individual coverage health reimbursement arrangements (ICHRAs), which give employees more control over their health insurance options. The U.S. Department of Labor projects that ICHRAs will grow by 255% by 2025, reflecting the rising demand for flexibility and customization in healthcare plans. With ICHRAs, employees can select health coverage that best suits their individual needs, providing a more personalized experience than traditional employer-sponsored health plans.

This shift helps employers reduce costs and allows employees to make choices that are right for them and their families. The flexibility of ICHRAs aligns with the modern workforce's desire for autonomy, contributing to a positive employee experience.

The Future of Employee Benefits

Organizations must consider how personalized benefits can give them an edge as the competition for talent continues to heat up. Companies can build a supportive and inclusive work environment by offering customizable options and empowering employees with the flexibility to choose what works best for their unique circumstances. Personalized benefits improve employee retention and enhance overall engagement, helping businesses thrive in a constantly changing landscape. As technology and employee expectations evolve, companies prioritizing personalized benefits will be better positioned to attract and maintain top talent in the coming years.

AUG 2024 | SUPPORTING WORKING PARENTS

Raising a family today is no small feat, especially with rising childcare costs and limited support systems. Working parents are under increasing pressure, and this is where employers can make a significant impact. Nike and Frontier Co-op offer unique solutions demonstrating how businesses can effectively support their employees.

Nike: Doubling Parental Leave for Enhanced Support

Nike continues to lead the way in employee well-being by significantly enhancing its parental leave benefits. As of June 2024, Nike has doubled its paid parental leave from eight to 16 weeks for all U.S.-based employees, including part-time retail staff for the first time. This increase allows new parents more time to bond with their child following birth, adoption, or foster placement.

This change highlights Nike’s commitment to supporting its employees throughout their journey to parenthood. Nike fosters a supportive and inclusive environment by extending this benefit to all parents, regardless of their employment status. The company’s approach underscores the importance of offering robust parental leave, ensuring all employees feel valued and supported during such an important time in their lives.

Frontier Co-op: Affordable Onsite Childcare and Community Focus

Frontier Co-op takes a different, yet equally impactful, approach to supporting working parents by directly addressing the financial burden of childcare. The company offers onsite childcare for just $2 an hour, a benefit significantly reducing employees' financial stress. This affordable childcare option is available for children as young as six weeks, making it easier for parents to return to work without the anxiety of finding and affording reliable care.

Beyond offering affordable childcare, Frontier Co-op emphasizes community and support. The onsite childcare facility creates a sense of community among employees, who often appreciate being close to their children during the workday. This initiative improves job satisfaction and reduces turnover, as employees are more likely to stay with a company that supports their personal needs in such a tangible way.

Unique Approaches, Common Goals

While Nike and Frontier Co-op take different approaches to supporting working parents, both companies demonstrate a commitment to the well-being of their employees. Nike's focus on flexibility and comprehensive leave allows parents to manage their time and responsibilities more effectively. At the same time, Frontier Co-op's affordable childcare solution addresses one of the most significant financial challenges working parents face.

By recognizing the unique needs of their employees and offering tailored support, Nike and Frontier Co-op are not just improving employee satisfaction—they're building cultures where employees and their families can thrive.

JUL 2024 | UPSKILLING MANAGERS FOR CONFLICT RESOLUTION

Managers often need to handle workplace disputes to keep productivity and employee well-being on track. With conflicts on the rise, it’s crucial to train managers in conflict resolution.

Recognizing the Need

Conflicts are escalating due to geopolitical issues, labor strikes, climate change, and DEI efforts. A 2023 Gartner survey found that 57% of managers feel responsible for managing team conflicts, yet many would benefit from proper training. Effective conflict resolution can improve workplace dynamics and productivity.

Unresolved conflict has significant financial and emotional costs. A CPP Global study found that 85% of employees experience conflict, with 29% facing it constantly. Upskilled managers can reduce these costs by effectively managing conflicts.

Addressing the Need

Instead of avoiding conflict, managers should see disputes as growth opportunities. Teaching employees to approach conflicts pragmatically and find mutually beneficial solutions fosters innovation and problem-solving. Use instant messaging and video conferencing to facilitate communication and resolve misunderstandings quickly. Regular training ensures all team members are comfortable with these tools.

Managers must encourage clear, non-judgmental communication. Setting a positive example and valuing open dialogue can prevent conflicts from escalating. Comprehensive conflict resolution training, including workshops and coaching, is essential. Recognizing and rewarding effective conflict management further incentivizes these practices.

Effective conflict resolution is vital for maintaining a healthy and productive work environment. This proactive approach minimizes disruptions and enhances overall team morale and collaboration. By investing in manager training, leaders are better equipped to handle disputes, fostering a supportive and cohesive workplace that attracts and retains top talent.

JUN 2024 | OFFERING FINANCIAL WELLNESS

Financial wellness is essential to employee satisfaction and organizational success in the rapidly evolving modern workplace. Financial wellness benefits can alleviate employee stress, leading to increased productivity, reduced turnover, and a more engaged workforce.

Understanding Financial Stress and Its Impact

According to the 2023 Workplace Benefits Report from Bank of America, only 42% of employees rate their financial wellness as good or excellent, the lowest since 2010. This decline is mainly due to rising interest rates, inflation, and economic uncertainty. While 96% of employers feel somewhat or extremely responsible for their employees' financial wellness, only 40% offer financial wellness programs. Financial stress can lead to health problems and decreased productivity, making it imperative for employers to address this issue.

Creating Effective Financial Wellness Programs

Effective financial wellness programs start with understanding employee needs. Amazon, for instance, surveyed its workers about their financial health and the benefits they found most helpful. This approach led to the creation of a global financial health team in 2022, which has significantly improved savings rates and overall value for employees. The program's high employee ratings further indicate its success in reducing financial stress.

Key Components of Financial Wellness Programs

• Employer-Sponsored Retirement Plans: Offering defined contribution retirement plans, such as 401(k)s, can help employees save for retirement. The Secure 2.0 Act, effective January 1, 2024, allows employers to match contributions based on studen tloan payments, easing the burden on employees.
• Safety Net Insurance: Providing life and disability insurance gives employees financial protection in case of unforeseen events, enhancing their sense of security.
• Emergency Expense Help: Emergency savings accounts (ESAs) and payroll advances help employees manage unexpected expenses, bridging financial gaps for employees who lack adequate emergency funds.
• Financial Education and Planning: Offering financial education services, including coaching, workshops, and online tools, empowers employees to make informed financial decisions, crucial for improving overall financial health.
• Support for Living Expenses: Benefits like health savings accounts (HSAs), caregiver support, daycare subsidies, and college fund assistance can significantly reduce employees' cost of living, contributing to their financial stability.

Avoiding Common Pitfalls
When developing financial wellness programs, it's crucial to avoid common mistakes such as:

• Trying to do too much too fast: Gradual implementation allows for adjustments and improvements.
• Failing to understand employee needs: Tailoring programs to employees' specific needs ensures they are effective.
• Lack of measurable goals: Setting clear objectives and metrics helps track progress and success. Employers should measure the impact of financial wellness programs on employees and the business to gauge their effectiveness.

Offering financial wellness benefits is a strategic way to enhance employee satisfaction and organizational health. By addressing financial stress, employers can create a more supportive and productive work environment, ultimately leading to better business outcomes. Embrace financial wellness programs as a critical component of your employee benefits package to foster a healthier, more engaged workforce. As financial wellness benefits grow in popularity, they become an increasingly attractive tool for recruiting and retaining top talent.

MAY 2024 | PAY EQUITY

In the modern workplace, pay equity is not just a matter of fairness but a fundamental aspect of organizational health and employee satisfaction. Ensuring that all employees receive equal pay for substantially similar work is a legal mandate and can be a strategic advantage.

Legal Foundations and Corporate Responsibility

Since the 1960s, the landscape of pay equity in the United States has been shaped by critical legislation such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. These laws mandate equal pay for equal work and prohibit discrimination based on race, color, religion, sex, or national origin. Compliance is not just about adhering to the law; it fosters a culture of fairness and respect, boosting employee morale and productivity. Companies demonstrating pay equity will likely experience lower turnover rates, reducing the costs associated with hiring and training new staff.

The Gender Pay Gap: A Persistent Challenge

Despite legislative advances, the gender pay gap remains a stubborn reality. In 2024, women earn approximately $0.83 for every dollar men earn when all job positions are considered—a gap that narrows but does not disappear even when controlling for role, experience, and responsibilities. This disparity is not confined to any single sector but is pervasive across industries from finance to construction and healthcare education.

Drivers and Solutions

Key factors contributing to the pay gap include parental status and the "childbearing penalty," where assumptions about potential maternity leave or reduced work commitment lead to lower salaries for women. To combat these disparities, HR leaders increasingly utilize detailed analytics to systematically identify, and address pay inequities.

Implementing Effective Pay Equity Policies

Conducting a comprehensive pay equity audit is an essential first step for organizations looking to establish or improve their pay equity practices. This involves analyzing compensation data to identify unjustified pay discrepancies. Following this, companies should:

• Use objective criteria for pay – Base compensation on quantifiable factors like job duties, education, and performance, and establish clear salary bands to minimize biases.
• Promote pay transparency – Disclose salary ranges for job openings and explain how pay levels are determined.
• Monitor and update regularly – Continuously review and adjust pay structures and policies to ensure they remain fair and relevant to current market conditions.

The Path Forward

Adopting robust pay equity policies not only complies with legal requirements but also enhances an organization's reputation, attracts top talent, and fosters a more inclusive and motivated workforce. With the ongoing support of HR and firm leaders dedicated to fair compensation practices, your company can move closer to a workplace where every employee is valued equally.

APR 2024 | TAILORING WORKPLACE BENEFITS FOR GENERATION Z

As the youngest group in today's workforce, Generation Z, born in 1997 and later, is beginning to significantly influence workplace dynamics and expectations. Unlike previous generations, Gen Z workers are not just looking for jobs but for positions that promise personal and professional growth, substantial mental wellness support, and financial security.

Prioritizing Mental Wellness and Support

Mental wellness is a top priority for Gen Z employees. A recent survey by Securian Financial shows that a significant majority of Gen Z workers (73%) have utilized mental health benefits provided by their employers, underscoring their importance. For Generation Z, the workplace must be a source of income and a supportive environment that proactively addresses their mental health needs.

Employers can meet these expectations by offering comprehensive mental health coverage, free counsevvling sessions, virtual and in-person counseling options, and grief support. Notably, mental wellness benefits must be easily accessible to remove any stigma or barriers to usage, emphasizing confidentiality to eliminate fear of professional repercussions.

Integrating Financial Wellness into Benefit Programs

Financial pressures significantly impact the mental wellness of Gen Z employees, with 48% reporting that their financial situation has an "extreme impact" on their mental health. To address this, employers should integrate financial wellness programs that help employees manage their finances better, offering tools for budgeting, debt management, and long-term financial planning.

Benefits such as student loan repayment assistance, financial planning education, and accessible advice on investments and savings can help alleviate financial stress, contributing to overall mental wellness and job satisfaction.

Creating a Flexible and Collaborative Work Environment

Generation Z highly values flexibility and a collaborative work culture. They seek positions that allow them to balance their personal and professional lives seamlessly. Flexible work arrangements, including adaptable work hours and remote work options, are crucial for attracting and retaining this generation.

Moreover, Gen Z appreciates a workplace that fosters collaboration and the sharing of technology skills among coworkers. Providing platforms for social interaction and team collaboration can help create an engaging and supportive workplace that resonates with Gen Z's values.

Building an Engaging and Purpose-Driven Workplace

To attract and retain Gen Z talent, organizations must develop a workplace culture that aligns with their growth, wellness, and collaboration values. This involves providing the right mix of benefits and creating an environment that supports continuous learning and development.

Opportunities for career advancement, skill development, and volunteering that align with their personal and professional growth aspirations are essential. These elements help make the workplace not just a workplace but a space where Gen Z employees can thrive and align their careers with their broader life goals.

By understanding and addressing Generation Z's unique needs and preferences, employers can craft a workplace that not only attracts this younger generation but also supports their development and retention. This approach is crucial in building a dynamic, motivated, and future-ready workforce.

MAR 2024 | MILLENNIALS IN FOCUS

Born between 1981 and 1996, Millennials represent 44% of the current workforce. They are reshaping expectations with their demand for roles that are not only professionally fulfilling but also personally resonant and socially impactful. For this generation, a job represents an essential aspect of their identity and life purpose, emphasizing work that contributes positively to society.

Prioritizing Flexibility and Wellness

At the top of Millennial preferences is the need for flexible work arrangements. This includes supportive policies for parental leave, adaptable scheduling, and opportunities for remote work, allowing them to tailor their work life to personal needs and lifestyle choices. Alongside flexibility, there is a strong emphasis on creating a work environment that supports overall well-being, with mental health resources being particularly valued for contributing to job satisfaction.

Integrating Digital Engagement and Health-Focused Initiatives

Millennials appreciate the integration of digital tools and online platforms that enhance their work experience and facilitate social connections. They are drawn to wellness programs and challenges that align with their health and fitness goals, utilizing technology to maintain motivation and foster community. Comprehensive health benefits, including a range of insurance options, are also crucial to this generation, reflecting a holistic approach to well-being that includes physical, mental, and financial health.

Emphasizing Financial Education and Support

Facing challenges such as student loans and the need for effective financial planning, Millennials highlight the importance of access to financial education and resources. Benefits that address these financial concerns, like student loan repayment assistance and financial planning services, are highly valued, showcasing this generation's practical approach to securing their financial well-being.

Building an Engaging and Purposeful Workplace

Millennials seek a workplace that engages them and offers opportunities for personal growth and alignment with their values. Volunteer opportunities that resonate with their social and environmental concerns are essential, as are continuous learning and development opportunities, enabling them to remain relevant and satisfied in their professional paths.

To attract and retain Millennial talent, organizations are encouraged to develop a workplace culture that aligns with these values, blending flexibility, wellness, digital innovation, and growth opportunities. This approach helps build a motivated and dynamic workforce.

FEB 2024 | ATTRACT AND RETAIN GEN X

In the dynamic landscape of today's workforce, understanding and catering to the unique needs of Generation X is essential for employers. Known for their adaptability and resilience, Gen X employees bring a wealth of experience and value to the table. To attract and retain this key demographic, offering work benefits that resonate with their life stage and values is crucial.

Zooming in on Gen X

Generation X, born between 1965 and 1980, comprises 27 percent of the workforce. This group, often navigating the complex "sandwich" phase of life, juggles the care of aging parents and their children while focusing on their own health and career progression. For employers looking to support Gen X effectively, benefits should offer a holistic response to their life challenges.

• Offer Flexible Work Options
  For Gen Xers, who often juggle multiple family and personal responsibilities, flexibility isn't just a perk—it's a necessity. Embrace policies that honor this need by offering flexible work schedules and telecommuting options. Such accommodations acknowledge their life demands and demonstrate trust and respect for their work ethic.
  
  
• Prioritize Health and Wellness
  Health concerns naturally become more pronounced with age. Therefore, Gen X employees greatly value comprehensive health benefits beyond the basics. Offer plans that include preventive health screenings and extensive dental and vision coverage for their families. Wellness programs that are thoughtfully tailored to their age group can also significantly enhance their quality of life and job satisfaction.
  
  
• Support Financial Security
  Financial security becomes a paramount concern as the retirement horizon begins to come into view for Gen Xers. Providing robust retirement savings plans and resources for financial planning can offer them peace of mind. Additionally, consider offering student loan repayment programs and life insurance to alleviate financial stresses and bolster their well-being.
  
  
• Enhance Mental Health and Well-being
  Mental health support is vital for all employees, but for Gen X—who navigated the complex transition of technological and societal shifts—access to mental health resources is especially meaningful. Initiatives that promote work-life balance and provide mental health resources can significantly impact their overall well-being.
  
  
• Foster Lifelong Learning
  In an ever-evolving job market, the importance of staying current cannot be overstated. Gen X values opportunities or continuous learning and professional development. Investing in their growth, empowers them to excel in their roles and reinforces their value within the organization.

By thoughtfully integrating these strategies into your workplace, you’ll create an environment where Gen X employees feel valued, supported, and engaged. Remember, the key to retaining talented professionals is understanding their needs and offering benefits that genuinely make a difference in their lives.

JAN 2024 | TAILORING BENEFITS TO THE UNIQUE NEEDS OF BABY BOOMERS

Multigenerational diversity characterizes the modern workforce, ranging from the Silent Generation to Generation Z. Each generation brings its own set of preferences and needs regarding employee benefits. A recent MetLife survey reveals that many employees feel that their benefits fall short of addressing their individual requirements. Tailoring benefits to specific generational needs is important to attract and retain top talent.

A Transamerica Center for Retirement Studies survey uncovered significant gaps between the benefits employees consider important and those offered by employers. For instance, life insurance, employee assistance programs, workplace wellness programs, and financial wellness programs are all deemed important by most employees, yet the actual provision of these benefits by employers falls considerably short.

Understanding Baby Boomer Needs

Baby boomers, born between 1948 and 1965, represent 27 percent of the workforce. Their focus extends beyond immediate needs including post-retirement quality of life and financial security. Employers wanting to support these older workers must balance retaining experienced staff and helping them prepare for retirement.

Flexible work. Offering flexible arrangements, such as part-time opportunities or phased retirement programs, can help retain valuable employees. Sometimes called the “sandwich generation,” boomers appreciate flexibility when juggling responsibilities for both elderly parents and grandchildren.

Health insurance. Considering their potential health issues, baby boomers want benefits such as critical illness coverage, long-term care, and dental and vision coverage. Wellness programs are also important for their contribution to keeping healthcare costs down.

Retirement saving. Financial planning workshops and coaching can help this generation as they look toward retirement.

Mental health resources. While mental wellness is important across all generations, baby boomers were taught by their self-reliant Silent Generation parents to “tough it out.” As a result, they are less likely than their younger counterparts to make use of these resources.

Training resources. Boomers want to stay engaged with their work and want educational opportunities to  help them stay relevant in today’s workforce.

Customizing employee benefits to baby boomers requires a thoughtful and strategic approach. Employers must bridge the gap between what benefits are thought to matter and what’s provided to attract and retain top talent.

DEC 2023 | A STRATEGIC APPROACH TO CRAFTING EMPLOYEE BENEFITS THAT MATTER

Creating a successful employee benefits package in today’s competitive job market requires a strategic approach:

• actively listen to employees
• understand employee motivations
• overcome perceived cost barriers
  

A recent survey highlights the importance of ongoing evaluation and consultation with benefits advisers to align offerings with employee priorities, emphasizing the need for a comprehensive and flexible benefits package to attract and retain top talent.

Listen to Your Employees
The foundation of a successful benefits program begins with understanding employee needs. A recent survey by Principal reveals that while 46% of employers are considering additional benefits, a staggering 72% of employees support such enhancements. The key is to bridge the gap by actively asking for employee input. Conduct regular surveys or hold discussions to learn employee preferences and identify any gaps in the existing benefits offerings. This not only demonstrates a commitment to employee well-being but also helps in tailoring benefits to align with actual needs.

Understand Motivations
Employers should invest time in understanding what motivates their employees. For example, a flexible schedule might hold as much value as a more costly benefit like childcare support. By identifying these motivators, organizations can design benefits that resonate with employees without straining the budget. The one-size-fits-all approach needs to be updated; instead, focus on offering benefits that truly make a difference to individual employees.

Overcome Perceived Cost Barriers
Many employers overestimate the cost of providing additional benefits, particularly when health insurance serves as a reference point. It's crucial to break away from this misconception and explore cost-effective alternatives. The benefits landscape is diverse, and by understanding the actual costs, employers can make informed decisions that contribute to a healthier and more secure workplace. Be open to adjusting benefits based on changing employee values and organizational financial health.

Add Access as a Benefit
If there's a desired benefit outside the budget, consider offering access instead of shouldering the entire cost. This approach allows for flexibility—employers can contribute partially or not at all, making sought-after benefits more accessible to employees willing to share the expense. By providing options and making benefits more customizable, organizations can create a tailored benefits experience that meets employees where they are.

Addressing the Gap: Insights from a Recent Survey
A survey of more than 1,800 employers uncovered significant disparities between the benefits employees consider important and what employers offer. The need for health insurance, 401(k) retirement plans, life insurance, and wellness programs were among the areas where the gaps were particularly pronounced.

This data emphasizes the importance of ongoing evaluation and consultation with benefits advisers to align offerings with employee priorities. Particularly in a competitive job market, employers must recognize the value of a comprehensive benefits package in attracting and retaining top talent.

To navigate the evolving landscape of employee benefits successfully, employers will need a proactive and flexible approach. By actively listening to employee needs, understanding motivations, looking beyond cost, and adding accessible options, businesses can create a benefits package that not only supports their bottom line but also fosters a workplace where employees feel heard, valued, and motivated to contribute their best.

NOV 2023 | DO YOUR EMPLOYEES LOVE YOUR BENEFITS AS MUCH AS YOU DO?

Employers and HR professionals must adopt employee benefits strategies that resonate with their workforce. A recent survey revealed a disconnect between how HR personnel perceive benefits and how employees experience them.

Employers can use four key strategies to attract and retain top talent.

1. Ask: Dig deeper with thoughtful surveys
   Move beyond generic surveys and pose specific, open-ended questions to employees, encouraging deeper insights into preferred benefits. The goal is to identify the reasons behind satisfaction or dissatisfaction.
   
2. Listen: Understand Employee Needs
   Listening is vital to identifying discrepancies between employer perceptions and employee sentiments. Realizing that employees may express emotions and opinions differently, employers should look beyond data points and pay attention to nuanced feedback.
   
3. Act: Address Core Employee Needs
   Having gathered insights, employers will need to balance feasibility and costs with employee requests. Benefits advisors can help navigate costs and options, weighing the impact of potential changes on employees. It's about aligning benefit offerings with the core needs identified through the feedback process.
4. Repeat: Continuous Improvement
   Crafting an employee-centric benefit plan is an ongoing process. Workforces evolve, and so do their needs. A recommended cycle is every six months, allowing employers to stay attuned to employee sentiments and adapt benefits accordingly.

Why It Matters
Employee benefits play a pivotal role in attracting and retaining top talent. Studies indicate that many job seekers consider benefits a crucial factor in job acceptance. By tapping into employee preferences and sentiments, employers provide desirable benefits and position themselves to support overall employee well-being.

While these strategies form the foundation, understanding the types of benefits that hold the most significance for employees is equally vital.

Essential Benefits to Consider
1. Health Benefits

• Traditional group health insurance
  
• Health reimbursement arrangements (HRAs)
• Health and wellness fringe benefits

2. Retirement Benefits

• 401(k) plans
• Defined benefits plans
  

3. Remote Work

• Full-time or hybrid remote work options
• Remote work stipends for internet and phone expenses

4. Education and Professional Development

1. Tuition reimbursement programs
2. Paid job training
3. Knowledge-sharing webinars
4. Technology stipends

5. Family Benefits

1. Fertility benefits
2. Adoption assistance
3. Childcare support
4. Eldercare
5. Meal allowances
6. Pet insurance

Additional Considerations:

1. Paid Time Off (PTO): Crucial for establishing a positive company culture
2. Flexible Schedules
3. Employee Assistance Programs (EAPs): Anonymous mental health benefits
4. Commuter Benefits: Reducing transportation expenses
5. Reward and Recognition Programs: Boosting engagement and retention

A comprehensive employee benefits plan goes beyond monetary incentives. Employers must consider the diverse needs of their workforce and adapt continuously. Benefits advisors can serve as invaluable guides in this process, helping employers navigate the complex landscape of employee benefits to attract and retain top talent.

OCT 2023 | TIPS FOR A SUCCESSFUL OPEN ENROLLMENT

Open enrollment is a critical period for HR managers and employees, especially given the evolving healthcare landscape  and the changing nature of work. Rising healthcare costs, persistent inflation, hybrid work models, and increased employee expectations have reshaped the open enrollment process.

To ensure a successful open enrollment, HR managers should consider a range of strategies that prioritize communication, technology, voluntary benefits, and addressing rising healthcare costs.

Engage with Employees.
Before open enrollment begins, gather feedback to understand employees' needs, concerns, and expectations. Conduct surveys or hold listening sessions to gauge their preferences. Are they looking for ways to manage healthcare costs or interested in additional employee-paid options?

Set Clear Objectives and Metrics.
Establish clear objectives and metrics to gauge the success of open enrollment. Determine what you want to achieve as an employer. Are enrollments mandatory, or is carryover acceptable? Defining success will guide your strategy and help measure its effectiveness.

Embrace Technology and Traditional Communication.
With the prevalence of remote work, digital communication is essential. Virtual employee benefits fairs, portals, virtual meetings, and platforms like Slack make it easier to reach employees. However, pay attention to traditional communication methods such as personalized guidance, group meetings, and one-on-one counseling sessions   to connect with employees. Consider sending benefits information via snail mail to engage spouses and family members who often influence healthcare decisions.

Discuss and Explain Healthcare Costs.
Healthcare costs are on the rise, and employees need clarity about their implications. If your company plans to increase premiums or deductibles, communicate this well in advance. Provide explanations to ensure employees are not caught off guard. Encourage discussions about how employees can become more informed healthcare consumers and save money throughout the year.

Educate on Health Savings Accounts.
Open enrollment is the perfect opportunity to educate employees about flexible spending accounts (FSAs) and health savings accounts (HSAs). Many employees need to be made aware of the full range of expenses these accounts can cover. Explain how FSAs and HSAs can be used for over-the-counter medications, routine clinic visits, surgical procedures, dental care, and more.

Highlight Voluntary Benefits.
Voluntary benefits are gaining importance due to the rising cost of living. Offer voluntary benefits like supplemental health coverage, critical illness, accident insurance, and hospital indemnity to help employees manage healthcare expenses. These options can fill gaps left by traditional health plans and provide financial relief.

Promote All Benefits Offerings.
Open enrollment isn't just about health plans; it's also a chance to educate employees about all available offerings. Promote wellness programs and mental health resources, particularly given the increasing focus on employee well-being. Share real-life stories from employees to make these initiatives relatable and compelling.

HR managers must adapt to changing circumstances and employee needs during this busy open enrollment season. Organizations can enhance employee satisfaction and well-being by proactively engaging with employees and tailoring benefits offerings to their preferences while helping them manage rising healthcare costs.

SEP 2023 | CREATING A CULTURE THAT PROMOTES TRIAL AND ERROR

Leaders' reactions to mistakes can shape an organization's culture. Blame-based responses often lead to resentment and unproductive behavior, while blameless cultures foster learning and growth. Leaders in a blameless culture focus on understanding the root causes of issues and taking responsibility for their mistakes. Organizations promote creativity, collaboration, and innovation by creating an environment where employees feel safe making mistakes and learning from them.

Here are some actionable steps to cultivate a blameless culture.

Reframe incidents as opportunities.
Instead of focusing solely on avoiding mistakes, encourage learning and understanding. Promote an environment where failure is accepted as part of the process, provide employees with the necessary resources and support to learn from their mistakes, and prepare teams to handle them.

Reward knowledge sharing.
Encourage employees to share their knowledge with others and recognize each other's contributions. Create rewards for documenting processes, sharing information with colleagues, and investing in training and mentoring programs. Ensure team members have the tools and processes to share information and easily collaborate.

Review and learn from failures.
Foster a culture where team members can openly discuss failures and raise potential problems without fear of punishment. Conduct post-incident reviews as learning moments, focus on continuous improvement, and use insights to make necessary changes. Develop a process for reporting errors without repercussion and encourage open questioning to identify and address risks proactively.

By implementing these ideas, organizations can establish a culture of continuous improvement, collaboration, and learning from mistakes. This culture enhances an organization's resilience and adaptability, enabling it to anticipate problems and react to challenges swiftly. Creating an environment where employees are empowered to take risks and share ideas allows them to contribute their best efforts to the organization's success. This nurturing environment fosters employee growth, expanded knowledge, and excellence in their roles, ultimately leading to long-term benefits for the organization.

AUG 2023 | ENCOURAGING EMPLOYEE GROWTH AND ENGAGEMENT: EMBRACE PASSION PROJECTS

In today's evolving work landscape, organizations recognize the value of encouraging employees to pursue passion projects. These projects go beyond regular job responsibilities and allow individuals to explore personal interests and talents. By embracing and supporting passion projects, companies can foster employee growth, enhance engagement, and create a dynamic workplace culture.

Nurturing Individual Potential and Innovation
Passion projects allow employees to tap into their unique skills and interests. Organizations unleash their creativity and innovative thinking by encouraging individuals to pursue their passions. Employees free to explore and experiment often bring fresh perspectives, innovative ideas, and unique solutions to challenges.

Fostering Collaboration and Cross-Functional Learning
When employees are allowed to work on passion projects, it creates opportunities for collaboration across teams and departments. Individuals from diverse backgrounds can come together, share their expertise, and learn from one another. This collaboration strengthens working relationships and promotes a culture of knowledge-sharing and continuous learning within the organization.

Boosting Employee Satisfaction and Retention
Supporting passion projects sends a powerful message to employees that their personal growth and well-being are valued. When employees can pursue their passions, they experience higher job satisfaction and a deeper sense of fulfillment. This, in turn, leads to increased employee loyalty, improved retention rates, and a positive employer brand.

To successfully implement passion projects within your organization:

1. Establish clear guidelines and expectations for employees interested in pursuing passion projects.
   
2. Allocate appropriate resources and support to help employees succeed in their project.
3. Evaluate the feasibility and impact of each proposed passion project in relation to organizational goals.
4. Recognize and celebrate the achievements of employees involved in passion projects, reinforcing a culture of appreciation and empowerment.

Embracing passion projects catalyze employee growth, engagement, and innovation within your organization. By nurturing individual potential, fostering collaboration, and promoting job satisfaction, you create an environment where employees thrive and contribute their best. Encourage employees to pursue their passions, celebrate their diverse talents, and build a workplace that inspires creativity, learning, and personal fulfillment.

JUL 2023 | GEN Z: THE FUTURE OF WORK IS FACE-TO-FACE

Generation Z – people born between 1997 and 2012 – have had a difficult start to their career. The COVID-19 pandemic rocked the world just as these workers joined the workforce. Instead of “suiting up” for the office, many started their careers from home or in a hybrid structure. Many have never worked onsite. Starting a career from home came with challenges, including lack of opportunities to build their network and limited access to on-the-job training.

Can you imagine joining a firm and not meeting your boss in person? Virtual technology has bridged the gap, but younger workers report finding it harder to build trust and develop genuine work relationships when virtual meetings are the only option. Networking doesn’t just mean building relationships with supervisors and senior staff. It also includes building work friendships and making contacts throughout the industry – vital connections in building a professional network.

Next, consider the learning curve for junior team members trying to get up to speed without the benefits of an office community. Instead of leveraging a colleague’s expertise, Gen Z may take it upon themselves to figure out the solution. While curiosity is a good skill, it may waste countless hours searching for information that could be passed along in seconds at the office.

Gen Z leads the generational pack wanting to work in person. A recent study by Joblist found that 57% of Gen Z want to return to the office. Employers are faced with the challenge of finding the optimal balance between remote and in-person work that fosters networking and training. HR can build programs that support the development of crucial workplace skills through mentorship. Develop training opportunities that bring staff together in-person, especially during those critical first 90 days of employment. And finally, consider the future of your workforce as you put new policies and procedures into place, specifically your return-to-office protocol. Gen Z represents our future leaders; their voices need to be heard.

JUN 2023 | RADICAL OFFBOARDING

Employers put effort into communicating their brand to attract new talent. What if you put the same amount of effort into offboarding voluntary departures?

Turn each exit into an opportunity to celebrate the contributions of departing team members.

Employee exits are a natural part of the employee lifecycle. Lifetime employment is a trend that decreased with the influx of Generation Z into the workforce.

To introduce radical offboarding, add these activities to collecting technology and conducting exit interviews to create a show-stopping exit process.

Throw a farewell celebration.
Organize a lunch or happy hour to celebrate your departing team member. Invite employees to wish them well. Share stories about the good times.

Share alum achievements.
You have a culture that develops staff. Why not celebrate departing employees moving on to a new step in their career? One way to show your support is to communicate where departing employees land, whether in an MBA program or a promotion in another field.

Gather performance feedback.
A common complaint when employees leave an organization is losing access to historical performance data. Offer a solution by gathering performance review data into an electronic file that employees can take.

Create an alum network.
Start a LinkedIn group to connect employees, allowing the development of lifetime relationships. This creates a referral source and will enable peers to stay in touch. Additionally, some of the best clients come from relationships with prior staff.

Are you looking to build a business case to create a radical offboarding experience? Go beyond minimizing organizational disruption; work to build positive relationships with departing employees. Keep in mind that boomerag employees are more common than you think. A large-scale analysis conducted by Harvard Business Review uncovered that almost 28% of new employees are returning staff. Investing in offboarding employees may reduce talent acquisition costs in the long run.

MAY 2023 | EVALUATING COMPANY LOCATION: REMOTE OR ONSITE

The coronavirus (COVID-19) pandemic transformed the way we work. Many offices closed for the foreseeable future and office workers transitioned to working from home.  A recent survey by ResumeBuilder.com showed 90% of companies surveyed will return to the office in 2023.

Evaluate the following criteria to decide the appropriate model for your business.

Type of work.
Consider how your employees spend the majority of their time on the clock. For example, is live collaboration key to supporting your business model? If they engage with customers face-to-face, an onsite model may be required. If instead, your employees are performing deep thought work, evaluate whether there are fewer distractions in or out of the office.

Access to talent.
Evaluate your current talent pipeline. Are you recruiting locally or across the U.S.? Virtual opportunities tend to attract more applicants but there are legal considerations. In addition, companies must account for the varying minimum wage rates and payroll requirements of recruiting in different locations.

Cost.
The onsite work model involves real estate, office supplies, and equipment costs. For a virtual model to be successful, companies will need to invest in collaboration technology and meeting space for onsite touch points throughout the year.

Employee wellness and mental health.
Remote work may encourage a healthier work-life balance, but can also make it difficult for employees to separate from work. Virtual work can also lead to isolation and increased feelings of loneliness. HR professionals and leaders will want to survey employee sentiment in their current model to evaluate how to support a healthy balance.

Returning to the office or a remote model has pros and cons. While evaluating your options, remember a third choice exists: a hybrid model that allows for both office and home time. This may be the ideal choice for companies that want the best of both worlds.

APR 2023 | THE ABCs OF INCLUSION

Described as “death by a thousand cuts,” microaggressions damage work culture and employee satisfaction. Over time, these insensitive statements, actions, or assumptions can make employees feel excluded and marginalized. Countering microaggression is an “all-staff” issue. Creating a culture of allyship can be part of the answer.

Allyship is advocating for colleagues who have a different identity than your own.

Leaders can champion allyship and empower employees to become allies for marginalized peers. HR teams can educate, train, and support employee growth in this area. Measuring the success of initiatives like this can be difficult. The ABC model of inclusion can be used to benchmark individual and company growth.

Acknowledge

Educate employees on the various types of microaggression. Acknowledge that the problem exists and offer training to identify microaggression.

Build

Champion

Encourage opportunities to build new relationships, collect diverse perspectives, and use active listening techniques.

Model behaviors to actively counter microaggression and proactively identify change solutions.

Transparent communication is a vital part of building an allyship movement. However, finding the right words to use can be challenging in a situation that requires diplomacy and tact. HR leaders can use the ABC model of inclusion to educate staff and raise awareness. As an added benefit, the “Challenge” stage can be inspirational, acting as a north star. It points employees in the same direction, with the same goal in mind.

MAR 2023 | FOUR PRACTICES TO INCREASE GENDER SALARY PARITY

As of 2022, women earned 82 cents for every dollar a man made. The gap was more significant when isolating the data for women of color. At this pace, The Institute for Women’s Policy Research predicts we will not see gender pay equity until 2059.

Corporate leaders play an essential role in creating policies and practices that support compensation equity.

What can leaders do to alleviate pay disparity?

1. Offer alternative schedules.
Women traditionally bear more of the burden for child and elder care. As a result, they may be limited in the ability to work specific hours or to work overtime. Offer flexible schedules to reduce barriers for women to contribute.

2. Reveal salary data.
Studies show that prior salary history is one of many markers that hold women back. Remove this requirement from applications and share compensation ranges in job postings to remove some of the bias.

3. Increase the number of women in leadership.
Women need to be included in leadership ranks. The Women Business Collaborative reports that only 8.8% of Fortune 500 CEOs are women. Create leadership paths to help women advance with mentorship and guidance.

4. Support parental leave.
Women are negatively affected by taking time off from work to care for children and are less likely to return than their male peers. Design parental policies that support both parents. Create return-to-work plans that allow time to adjust back to the workplace.

What worked in the past will not get us to the future in narrowing the gender pay gap. A change requires creative workplace solutions and buy-in at the senior level of the organization. HR leaders are in a unique position to share internal data with key stakeholders to build the case for pay equity change.

FEB 2023 | INCLUSIVE MEETINGS: CREATING SPACES WHERE ALL CAN CONTRIBUTE

It’s true – the loudest voice often gets the most “airtime.” You have likely been in a meeting where one person dominates the conversation, leaving teammates struggling to add their ideas and questions. Research reveals that men from minority groups and women are often uncomfortable speaking up in a group setting. Managers play a pivotal role in ensuring their teams feel included in meetings. You can make a significant impact by creating a more effective meeting structure.

Try these four tips to create an inviting meeting environment.

1. Send meeting materials ahead of time.
   Providing an agenda and relevant data before a meeting allows employees to think about the content ahead of time. This accommodates employees for whom English is a second language and those who need time to process information.
2. Host pre-calls.
   Holding informal conversations before a meeting produces multiple benefits. First, you can pressure-test ideas with your audience. And second, you may hear from individuals who are uncomfortable speaking up in a group setting. These one-on-ones are also an opportunity to make sure that people understand their value on the team and at the meeting.
3. Create ground rules.
   Bring “rules of the road” that outline the expected code of conduct to your next meeting. Define what an inclusive meeting looks like. Include items like “3 before me” to remind attendees to give three others a chance to speak before piping up again. Offer alternative communication options, such as allowing virtual comments meetings.
4. Identify a facilitator.
   A meeting facilitator can manage the tempo of the conversation, keep the meeting running smoothly, and steer the discussion back on course. A facilitator can be especially helpful in blocking interrupters and ensuring all points of view are heard. It can be challenging to be a meeting participant and facilitator simultaneously. In these cases, identify a skilled facilitator who can manage the meeting so you can participate.
   

A part of your job as a manager is to foster an environment that allows your team to work well together. Creating meeting safety goes a long way in establishing an inclusive workplace. And research shows that creating an environment that supports diversity in all shapes and sizes creates a more dynamic, engaged workforce that thrives. Use your next meeting as an opportunity to pilot these best practices.

JAN 2023 | UNIQUE WAYS TO CELEBRATE BLACK HERITAGE

February is Black History Month in the U.S. Celebrating heritage months at work lets employees know they are seen, and visibility is essential for an inclusive workspace.

Look at how your organization commemorates Black History Month to raise awareness of your employees’ heritage.

Try these unique ideas to celebrate Black History Month.

1. Support Black-owned businesses.
   Give companies in the Black community space in your office. Order lunch from a new restaurant. Encourage staff to patronize local Black-owned stores. Publicize Black business directories like We Buy Black. Invite Black-owned companies to bid on your next RFP.
   
2. Create a book club.
   Educate colleagues through literature. Create a reading list that includes great Black authors and content. Tap local authors for a book reading or Q&A. Purchase books for schools or nonprofits to spread awareness of Black authors.
   
3. Boost the Black artist community.
   Showcase a Black History Month Spotify playlist in your office. Invite Black musicians, storytellers, or poets to the office for employee listening sessions. Schedule a visit to a museum with a Black art exhibit. Host a Teleparty for remote employees to watch a movie that features Black performers or culture.
4. Celebrate year-round.
   Ask employees what they would like in terms of support outside of the month’s celebrations. Connect with outside experts to expand efforts throughout the year.

Encourage your leaders to participate in and promote attendance at events. Celebrating Black History Month can be a great way to begin a year focusing on the diverse heritage of your employees.

About UBA
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