Report: Managers Impact Employee Mental Health More Than Doctors, Therapists
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
A new report from The Workforce Institute at UKG revealed that managers impact employee mental health more than doctors and therapists. The study conducted for the report surveyed 3,400 people in 10 countries, including the United States, to explore mental health in and outside work.
Not surprisingly, work impacts employee mental health, and organizational leaders and managers can be critical in supporting workers. Consider the following key findings from the report:
- Work influences mental health the most, according to 60% of employees.
- Managers impact employee mental health (69%) more than doctors (51%) or therapists (41%).
- Managers have just as much an impact on employee mental health as a spouse or partner (69%).
- Mental health is valued over a high-paying job by most employees (81%), and 64% would take a pay cut for a job that better supports their mental wellness.
- Work stress negatively impacts employees’ home life (71%), well-being (64%) and relationships (62%).
The research also revealed that managers are often more stressed than their team members and senior leadership. Companies are encouraged to be inclusive with mental health support and not forget about managers in their efforts.
“Being overwhelmed consumes human energy and impacts retention, performance, innovation and culture. Employers can be the anchor of stability for their people by giving them the support and resources they need—not just what we think they need.”
– Jarik Conrad, executive director of The Workforce Institute at UKG
What Can Employers Do?
Workers want their employers and managers to do more to support mental health. They are also willing to make trade-offs for their mental health, as nearly two-thirds of employees would take a pay cut for a job that better supports their mental health. Fortunately, managers can play a vital role in supporting employees, which can bolster employee attraction and retention efforts. Employers can create supportive work environments by being authentic, building empathy and listening actively to employees.
Contact RISQ Consulting for additional mental health and employee communication resources.
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Minimum PTO Policies
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Many employees do not use their allotted paid time off (PTO) despite their employers’ vacation and other leave policies. As a result, some employers are implementing minimum PTO policies to address this challenge. This emerging trend takes standard PTO policies one step further by mandating that employees take off a minimum number of days each year. When done properly, minimum PTO policies can help curb employee burnout, improve workplace productivity and strengthen attraction and retention efforts.
This article explores minimum PTO policies, including the potential benefits and organizational considerations for developing and implementing these policies.
What Is Minimum PTO?
Minimum PTO—also known as mandatory vacation or time off—is a policy that requires employees to take a minimum number of vacation days each year. While minimum PTO policies can vary by duration and the amount of time employees can take off, they generally take the form of an annual time-off minimum. These policies can establish deadlines for employees to use their PTO monthly, quarterly, seasonally or annually. Employees continue to receive their regular wages when taking time off.
Some employers require employees to take a portion of their minimum PTO over multiple consecutive days. This is known as a consecutive-day policy. For example, an employer may require employees to schedule five of their allotted 15 PTO days consecutively. This helps ensure that employees disconnect from work while away from the office, allowing them to use their PTO for something meaningful and return to work recharged. Consecutive day policies may also allow employees to take time off in smaller increments as long as they take one larger block of PTO each year.
Potential Benefits of Minimum PTO
Many savvy employers are transitioning to minimum PTO to help their employees feel happier and more satisfied at work, which can increase workforce productivity and reduce turnover. Minimum PTO not only encourages employees to use their allotted time off, but it can also strengthen organizations. The following sections highlight some benefits of implementing minimum PTO policies.
Improved Employee Well-being
Employees are an organization’s most valuable resource. By requiring employees to use their PTO, employers prioritize their workers’ mental and physical well-being. Minimum PTO can also help organizations strengthen employee loyalty since it can signal to workers that they’re not required to be online or work outside of expected hours. This can lead to employees feeling valued and, therefore, improve morale. Additionally, because minimum PTO policies help employees recharge, they can improve workplace productivity and safety. A rested workforce will likely be more creative, focused and careful.
Workforce Needs Evaluation
Mandatory PTO allows organizations to evaluate their workforce needs and reveal potential issues. By requiring employees to take time off, employers can learn whether a particular employee is taking on too many responsibilities and if they need to hire additional workers. It can also encourage cross-training by allowing workers to take on new responsibilities and gain experience when their colleagues are away. This can enable knowledge transfer among workers and decrease the risk of losing vital information and experience when an employee leaves. Additionally, since minimum PTO requires all employees to take time off, it can provide employees with opportunities to report workplace issues that they might not otherwise do due to fear or intimidation, such as harassment and bullying.
Reduced Cashflow and Rollover Issues
Minimum PTO policies can provide a positive alternative to use-it-or-lose-it PTO policies. Many regular PTO policies allow employees to cash out or roll over unused PTO at the end of the year. Cash-outs can create cashflow problems for employers, and rollovers can lead to scheduling challenges the following year. Minimum PTO policies can help organizations save money on year-end PTO payoffs by avoiding cash-outs entirely and limiting potential scheduling issues from rollovers.
Alternatives to Unlimited PTO Policies
Unlimited PTO can be a great recruitment tool and may seem ideal for employees, but, in reality, it can be problematic. Employees often struggle to strike a balance between an acceptable amount and an excessive amount of PTO under unlimited policies. As a result, many employees take less time off than they would if their employers adopted minimum PTO policies. As a result, unlimited PTO can cause employee burnout, decreased worker productivity and increased turnover.
Additionally, unlimited PTO policies can be ambiguous or poorly designed, making it more difficult for employees to take time off. Some organizations may have unspoken rules about using unlimited PTO. This is common in industries with demanding work cultures, like banking and finance. These unspoken norms often dissuade employees from taking time off because they may feel unsure or guilty about stepping away from work. By requiring employees to take time off, employers signal to workers and applicants that they value work-life balance, which can improve overall attraction and retention efforts.
Considerations for Implementing Minimum PTO
While minimum PTO can help employees feel happier and more satisfied at work, adopting this approach can create scheduling challenges. Minimum PTO policies require employers to plan ahead because they must address situations where employees may be out for multiple days. In addition to potential scheduling issues, minimum PTO can create hardships for employees by requiring them to increase their workloads when their coworkers are away. This is especially true for small teams and businesses. Employers can address these issues by establishing PTO blackout periods during peak times or predictable busy seasons. They can also train managers to address PTO requests during popular times, such as during the summer and holidays.
When establishing policies regarding PTO usage and blackout periods, employers need to be consistent with how they administer and approve time-off requests. Employers can do this by establishing a written minimum PTO policy that provides employees with details about how to use and request time off. This can include the minimum number of days employees must use each year, whether any days need to be consecutive and the deadlines for using PTO (e.g., monthly, quarterly and annual).
Organizations need to consider how minimum PTO policies may negatively impact employees. Requiring employees to take time off may cause some workers to feel like they’re losing autonomy because their employer is dictating when they must work and when they must take time off. Additionally, forcing employees to take time off can disrupt internal workflow, especially if employees must take time off during the middle of an important project or right before a critical deadline. This could lead to increased stress for employees and create work-related difficulties.
Employers must ensure their minimum PTO policies comply with federal and state law requirements, including timekeeping requirements under the Fair Labor Standards Act. Many states and localities govern how unused PTO must be handled at year-end or when an employee leaves a company. Additionally, legally mandated paid sick leave is becoming more common throughout the United States. Employers need to ensure that their mandatory PTO policies comply with state and local laws regarding paid sick leave.
Summary
Minimum PTO policies can help create a happier and more productive workforce. While requiring employees to take time away from work can benefit employers and employees, it’s vital that employers weigh these policies’ benefits and compliance costs before implementing them to ensure it’s the right decision for their organization.
For more workplace resources, contact RISQ Consulting today.
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5 Alternatives To Unhealthy Coping Mechanisms
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
When times get tough, it can be instinct to look for a coping mechanism. Coping mechanisms can help people feel like they’re escaping reality by relieving stress or being able to distract their minds. While this is a normal feeling, it becomes a problem when one turns to unhealthy coping mechanisms, which can be harmful in the long run.
This article explores ways to turn unhealthy coping mechanisms into healthier alternatives.
Unhealthy Coping Mechanisms
There are typically four main reasons people turn to unhealthy or destructive behaviors: mental health, stress, isolation and neurobiology. Here are some of the most common unhealthy coping mechanisms:
- Oversleeping—Sleep is a common way that people try to escape. While sleep is good for your overall health, too much sleep can inhibit the amount of movement your body needs daily.
- Excessive drug or alcohol use—Substance misuse can be a dangerous coping mechanism as it can have serious long-term side effects such as health complications, addiction and death.
- Over- or under-eating—Over- or under-eating outside of the recommended guidance can cause health issues. Try to stay within the recommended daily intake guidance.
- Impulsive retail spending—Excessive shopping can lead to financial problems. Making small purchases over time can also lead to hoarding or family problems.
Alternatives to Unhealthy Coping Mechanisms
It’s normal to have feelings of wanting to escape from reality due to stress or anxiety. Healthy coping mechanisms can help address stress and anxieties in a positive way—and also develop into long-lasting habits.
Check out these healthier alternatives for coping with stress or other unpleasant emotions:
- Create task lists. Unhealthy coping mechanisms can prevent you from reaching your short- and long-term goals. Making a task list of personal goals can help you achieve the things you want and elevate your mood by physically seeing your accomplishments when they’re checked off the list.
- Talk about stress. Find someone willing to listen to you, such as a close friend, family member or mental health professional. Putting your feelings into words can help alleviate stress and feelings.
- Address negative feelings. Negativity is a normal part of life. Trying to avoid it is called avoidance behavior, which can result in reaching for unhealthy coping mechanisms.
- Learn your triggers. Knowing what you negatively respond to can help help you keep track of and be aware of how you react.
- Pick up a new hobby. For example, outlets such as painting or picking up running can be therapeutic. Incorporate a frequent time and space to practice your new hobby.
Practice Healthy Coping Mechanisms
Having negative or overwhelming emotions is normal. It’s important to consider using healthy coping mechanisms to help deal with stress. If you have an ongoing emotional problem, talk to your doctor or a mental health professional.
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4 Attraction and Retention Trends to Monitor in 2023
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
The labor market was a roller coaster in 2022 and will undoubtedly continue to evolve this year. It remains to be seen how the employment market will level out. Still, it’s a safe bet that employers will be challenged as they compete for top talent. Labor metrics indicate that even though the market has slightly improved from last year, it’s still a tight labor market as numbers remain historically high. While most employers project an increase in salaries in 2023, many will look beyond pay alone to help attract and retain more employees.
While some companies have been taking monetary actions (e.g., compensation and benefits packages) to address attraction and retention challenges, many organizations also are looking at ways to optimize their offerings and enhance employee experience. As they compete for talent, many may take a total rewards approach to fulfill employees’ workplace desires. This article explores four attraction and retention trends to watch in 2023.
1. Redesigned Flexibility
Remote work exploded at the height of the pandemic as most organizations shifted to this flexible work model out of necessity. Nearly three years later, it’s still at the forefront. Along with remote working arrangements, employers are offering hybrid options, flexible scheduling or even four-day workweeks.
Employees want the flexibility to work when and where they want. Employers have an opportunity to deliver on those desires and win over more workers. It comes down to offering the flexibility they need in their work and personal lives. On the other hand, many employers are striving to bring employees back to the workplace based on business priorities, so it’s essential to balance those organizational goals with employee desires for workplace efforts to be successful and well-received. While workplace flexibility is not feasible for every industry, organization and role, employers can evaluate their own situations and consider ways to develop flexible arrangements. The goal is to focus on output and productivity rather than time spent online or in the workplace.
2. Mental Health Support
Between the pandemic, inflation and job duties, more employees feel burnt out or are battling mental health challenges. As such, organizations are expected to take more responsibility for workers’ mental health and help employees on a personal level.
More employers will be considering how to take a proactive approach to employee mental well-being and resilience. A survey from the employee wellness platform Gympass revealed that nearly half of employees (48%) say their well-being declined in 2022. In addition, 28% say they are miserable at work. Health experts predict that employees’ mental health will continue to decline amid economic uncertainty, which means the demand for mental health care will increase in 2023.
Employers can offer benefits, perks and wellness programs that account for mental well-being. To address burnout and other well-being challenges, many employers will offer or expand their employee assistance programs, behavioral health anti-stigma campaigns and training for recognizing employee and peer behavioral health issues. Employers are poised to offer the education and support that today’s workers need and are looking for.
3. Learning and Development Opportunities
Learning and developing efforts have been on the rise in recent years. Not only are workers looking for professional growth opportunities at an employer, but many organizations are upskilling or reskilling workers, as it’s often less expensive to reskill a current employee than hire a new one. On the flip side, employees who receive learning and development opportunities are more likely to stay with the company and grow into different roles. Therefore, learning and development initiatives prove to be a win-win situation for employers and employees.
As employers go head-to-head in the competitive race for talent in 2023, upskilling their current workforces could be a solution to finding workers for their in-demand roles. Upskilling is when employers provide employees the opportunity to learn new skills to better their current work performance while also prepping them for the projected needs of the company. When upskilling employees, employers are investing not only in workers but also in the company’s longevity and development. Furthermore, organizations are prioritizing internal mobility to address skills gaps and strengthen employee retention.
4. Increased Focus on Belonging
Belonging is a critical component of company culture. At work, belonging is the experience of employees being wholly accepted and included by those around them. While belonging doesn’t necessarily come with a price tag, employers can invest efforts and resources into ensuring their workplaces are inclusive, collaborative and connected. Employees are looking for a work environment that’s authentic and accepting. A focus on belonging can play a crucial role in improving workplace culture and, in turn, improving employee attraction and retention.
Many workplace factors can impact employees’ sense of belonging, including (but not limited to) company culture, benefits offerings, communication methods, learning and development resources and mental health support. Any day-to-day interactions among co-workers and managers or companywide initiatives may impact workplace culture and the overall employee experience. When an organization develops a solid and positive employer brand as an inclusive and supportive workplace, it may easily attract new talent eager to join and contribute to the company culture. Employers can elevate employee experiences by creating workplaces where employees feel they belong and can be their authentic selves.
Summary
Employers can get ahead of the game in 2023 by monitoring the trends shaping the ever-evolving labor market and driving current and prospective employees’ needs and wants. While attraction and retention challenges are likely to continue this year, these trends demonstrate ways employers can elevate and strengthen their talent strategies to win and keep more workers.
Reach out to RISQ Consulting for more guidance on these topics and other employee attraction and retention trends.
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6 Common Mistakes to Avoid When Choosing a Health Plan
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Health insurance may be one of the most critical annual purchases since it impacts your physical, mental and financial wellness. Unfortunately, selecting a health insurance plan can feel overwhelming. With so many options, it can also be easy to make a mistake when selecting coverage.
This article explores six common missteps related to selecting a health insurance plan. Once armed with this information, it’ll be easier to avoid these mistakes and choose the best plan coverage for your situation.
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Rushing Through Enrollment Options
Many people rush when buying their health insurance or only rely on recommendations from friends, family and co-workers. Others may simply reenroll with last year’s choices. But health insurance provides personal coverage, so it’s important to research and find what will work best for your health needs and budget.
When it comes time to enroll in a plan, compare different policies and understand their coverages and associated costs (e.g., premiums). One of the best ways to ensure the policy is right for your health needs is to consider your medical requirements and spending in the next year. Don’t forget to confirm in-network coverage to ensure your preferred doctor, clinic and pharmacy are connected in the new plan. Then, you can find the most suitable plan and coverage in an effort to simplify your health care and make it more affordable.
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Overlooking Policy Documents
Another common mistake is skipping through or not thoroughly reading the policy’s terms and conditions. However, carefully reading a policy is the best way to know what to expect from the health plan and what the plan expects of you.
As such, read the fine print on each plan you consider before enrollment. Reviewing the policy’s inclusions and exclusions will help you make an informed decision and potentially avoid surprise bills later on.
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Misunderstanding Costs
A cost-sharing charge is an amount you must pay for a medical item or service covered by the health insurance plan. Plans typically have a deductible, copays and coinsurance. Here’s what those terms mean:
- The deductible is the amount you pay out of pocket before your health insurance starts to cover costs.
- A copay is a flat fee you pay upfront for doctor visits, prescriptions and other health care services.
- Coinsurance is the percentage you pay for covered health services after you’ve met your deductible.
When shopping for a plan, keep in mind that the deductible is tied to the premium. As such, a low deductible plan may seem attractive, but understand that it generally comes with a higher premium—and vice versa. Consider keeping your deductible to no more than 5% of your gross annual income. When shopping for a plan, look closely to see when you’ll have a copay and how much it will cost for various services.
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Concealing Your Medical History
It may be tempting to avoid sharing your medical history if you’re worried about being rejected or receiving higher premiums. However, it could hurt you in the long run when insurance claims are denied for existing conditions or undisclosed medical information.
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Ignoring Add-ons
Health insurance add-ons are often included separately and require an additional premium, which means many people don’t look at them. A standard health insurance plan may not cover certain situations, so reviewing all available options is essential. An insurance add-on could help bolster your overall health insurance coverage by offering extra protection.
Review the add-on covers offered with your health insurance policy and see if any would be helpful for you, your family or plans in the next year. For example, some common add-ons include critical illness insurance, maternity and newborn baby insurance, hospital daily expenses and emergency ambulance services.
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Selecting Insufficient Coverage
People may hold back on purchasing certain coverage to pay a lower premium. While that may seem advantageous in the short term, you’ll be on the hook for out-of-pocket costs when facing a medical emergency. This mistake may be accompanied by physical, mental and financial health consequences.
When selecting a plan, check that the policy provides adequate coverage for your medical needs and other essentials. The right health insurance can take care of yourself and ensure financial security.
Summary
Health insurance is an essential investment for you and your family. By avoiding common mistakes while buying health insurance, you’ll be better informed to enroll in a plan and other coverages.
As health care costs continue to rise, it’s more important than ever to carefully review available policies, consider your options and health needs, and, ultimately, select the best plan to protect your health and finances.
If you have more questions about health plans, contact your manager or HR.
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Identifying and Retaining Key Employees
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Identifying and retaining key employees is especially important in light of ongoing attraction and retention difficulties many employers have been facing. According to Zywave’s 2022 Attraction and Retention Survey, more than 75% of employers consider attraction and retention to be among their top five business challenges. In response to changing work demands brought on by the COVID-19 pandemic and trends such as the “Great Reshuffle”—a mass movement of workers from their current roles to positions that meet their shifting job expectations and priorities—retaining employees has become increasingly difficult for employers.
In order for organizations to continue to succeed, it is important that they are able to find and retain the best workers. These workers are those who affect performance and drive business for their employers, making them critical assets. This article provides more information on key employees, explains how to identify them and offers ways employers can retain such workers.
Key Employees Explained
Key employees are those whose skills, knowledge and excellent performance can be linked to their organizations’ overall success. There are different attributes that may contribute to workers who are critical to their organizations. Often, these employees have special proprietary knowledge, additional certifications, degrees or licenses that help their organizations function more efficiently.
Key employees may also help establish strong relationships within their organizations and with important external parties (e.g., clients). The primary takeaway is that key employees have a tangible impact on their companies and they are difficult to replace.
Identifying Key Employees
To retain key employees, employers have to know how to identify them. The traits of key employees may differ between organizations, but there are some general indicators of such workers. Specifically, these employees are known to:
- Exceed expectations—These employees consistently go above and beyond what they are expected to do.
- Enhance strategies—Such employees proactively search for ways to improve their companies’ strategies and operations without being told to do so.
- Affect performance—The presence of these employees is often connected to increased performance and their absence can have negative effects on overall results.
- Impact business relations—Losing such employees may hurt relationships with clients and vendors.
- Connect teams—These employees foster connections between various teams and help smaller team cultures blend into their companies’ larger cultures.
While there are several identifiers of key employees, these attributes are important ones that can help employers make general determinations regarding which workers are the most irreplaceable within their organizations.
How to Retain Key Employees
Identifying key employees only really helps organizations if they are able to retain them. Here are some ways employers can keep their key employees:
- Identify such workers. If employers cannot figure out who their key employees are, they are far less likely to be able to retain them.
- Maintain open communication. Openly communicating with key employees can ensure their needs are being met. If there is a lack of communication, it is more likely these employees will look to other roles and organizations where they feel they can voice their needs.
- Ensure competitive compensation. Key employees usually go above and beyond the duties set out in their roles. As such, employers should consider compensating them for that extra work. It may be a good idea to reevaluate compensation strategies before top-performing workers decide to leave for other organizations that may pay them more.
- Provide learning and development opportunities. Employees who overachieve are often eager to learn more and want their organizations to help them do so. Employers should consider offering learning and development opportunities both to satiate employees’ desires to learn, as well as help their workers continue to enhance their skill sets.
- Update employee benefits. Employers should ask their employees which benefits they get the most use out of and which additional offerings they might like to see. Part of retaining key employees is ensuring they receive benefits and compensation that match their needs, so it is important to determine whether their current benefits offerings help achieve those goals.
As employers strive to keep key employees, it remains crucial to treat all employees fairly, particularly when making employment decisions related to compensation, promotions and learning and development opportunities. Organizations should ensure their performance management practices comply with all applicable employment laws.
Takeaway
Key employees are vital to the success of their organizations, so it is important to figure out who they are and how to keep them. Employers should stay alert to indicators of key employees within their organizations and figure out those workers’ desires so they can implement effective strategies to retain them.
For more information on attraction and retention, contact RISQ Consulting today.
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10 Themes from HR Tech’s Virtual Spring Conference
By Andrew Kupperman, Employer Services and Workforce Technology Consultant
These days everyone seems to have an overabundance of time on their hands, so I’m sure you spent that free time attending HR Executive Magazine’s HR Tech Virtual conference last week. But just in case you found something more interesting to do (which is unlikely), I wanted to share the 10 themes that were presented as organizational imperatives. These are the 10 areas that an organization should dedicate some love and attention to in order to keep doing what they do best for the foreseeable future.
If you haven’t heard of the HR Technology conferences before, they bring together organizational and business thought leaders from all corners of the earth, who talk about the struggles businesses are faced with now, and in the future, and what’s happening within workforce technology to help solve these problems. Check out the link below to the article, 10 Themes From HR Tech Virtual to Help You Prepare for the Coming Decade.
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The Top 5 Attributes Every Employer Should be Fostering
By Andrew Kupperman, Employer Services and Workforce Technology Consultant
Within just the last year, much has changed relative to the way organizations operate. I feel the most impactful change, which may be felt as a more lasting impression, is the way organizations recruit and retain employees. Some say we’re going through a revolution in the workplace. They liken what’s happening to The Great Depression by calling it the “Great Resignation”.
While these analogies do hit home relative to the sentiments of our times, I’d like to use my own metaphor. What we’re experiencing right now is a Perfect Storm. We have:
An ongoing pandemic. This has forced many business models to shift structure to accommodate remote work, now and in the future.
A shift in generational worker mindset. This has caused a shift in organizational values away from prioritizing the bottom line and towards providing flexibility, meaning, and value to the clients, employees, and community that an organization serves.
A transformation in compensation mindset. This is forcing organizations to consider their strategy and practices related to pay equity, pay equality, and pay gaps.
How organizations alter course relative to this Perfect Storm can determine if they sink or swim. Below are some of the employee attributes I believe are best suited to weather the storm and help an organization find calmer seas.
Adaptability
The changes we’ve faced over the last almost 2 years have forced many into personal and professional changes they weren’t ready for nor were they expecting. Those who are riding out this big wave of change are doing so mainly because they’ve kept open minds about change, found effective coping mechanisms, and remembered that change is the only thing that’s constant.
Having adaptability attributes will only put an organization in a better position to tackle future change, which is inevitable. Employees who can easily adapt can also help those who are change adverse understand and jump the “what’s in it for me” hurdle, which seems to be a constant barrier for those who don’t react well to having change forced upon them.
Innovation
As we seem to be in a flux of constant change, organizations that are rising to the top are not just those that are weathering the storm – they are riding those tall waves to new heights. Love him or hate him, Elon Musk has just successfully sent civilians to space through his SpaceX program. Being a billionaire has its perks, though Mr. Musk probably doesn’t achieve this feat without some of the most innovative talent on his team.
Having employees who want to help create something new and can think out-of-the-box to get there (even in the middle of a perfect storm), can only help organizations develop innovative products and services that provide new value to who they serve.
Emotional Intelligence
We’ve all been through a lot over the last 2 years. Having employees who can be sympathetic and empathetic to other’s plights, can help other employees feel cared for and supported through times of need. You’d hope most organizations practice this throughout their various hierarchies, but many businesses have faced difficult decisions recently. Having the attribute of emotional intelligence widely spread within an organization can only help those facing turmoil, be able to feel supported enough to get through it. If your organization as a whole is able to do this, it’s leaving lasting positive impressions for that employee.
Accountability and Clarity
These attributes may be tough for many organizations to identify because they might not have built a great structure to help keep employees accountable in the first place. Focusing on these attributes and identifying who (whether in or outside of an organization) consistently sets clear expectations of themselves based on organizational needs, and then holds themselves to these expectations is a huge blessing. These individuals need to become example setters within any organization, especially in times of disruption and change.
Many employees might question that the organization owns the role to set expectations and keep employee accountable, so organizations need to consider a thoughtful way to approach the fact that these are highly valued attributes, and how to properly encourage and recognize positive outcomes when employees display creating clarity and accountability.
Valuing Own Needs
This is no longer your grandad’s workplace environment. The shift in what’s valued when someone chooses to work with an organization has changed. Organizations that don’t pivot based on this shift will become obsolete because eventually they won’t be able to find employees who want to work for them. Finding employees who understand and can communicate what they value is a key component to the shift we’ve seen. Organizations can’t identify what their employees’ value in a vacuum. Employees must be able to communicate their needs.
Whether it’s flexibility, community and social awareness, or work-life balance, employees who can clearly express these values and hold themselves and the organization accountable (see prior attribute) when these values are being abused, can only help themselves as well as the organization in meeting these values. I feel the need to ask, would you rather work with someone who can stand up for their values or someone who’d let you walk all over them?
Finding and fostering these attributes may be different than how your organization recruits new employees, or even considers what attributes currently exist across employees. But being able to identify them, and more importantly, encourage them to be used, may just be the ticket to getting to those calmer seas. Happy sailing!
- Published in Blog
Expectation vs. Reality – The Digitization Dilemma
By Andrew Kupperman, Employer Services and Workforce Technology Consultant
When an Employee starts working with an Employer, there are a variety of different expectations that go into forming that Employee/Employer relationship. For example, the Employer is going to expect the Employee to show up to their job and do the work asked of them. Correspondingly, the Employee is going to expect to be compensated for the work that was asked of them. These are the basic expectations at the heart of every Employee/Employer relationship, but they set a very important tone for all other expectations derived from this ongoing relationship.
Additional relationship building expectations include the Employer providing the Employee the tools, resources, and training to be able to do the work that is asked of them. In many organizations, one tool in particular – technology – often creates friction in the Employee/Employer relationship. There are a lot of reasons why this occurs.
CAPABILITIES
Workplace technologies don’t typically have comparable capabilities to the technology we all use daily in our personal lives. In fact, when looking at some capabilities in workplace technology, you could probably go back 5, 10, or even 15 years to see those capabilities being released for personal use. Don’t get me wrong, I know there are thousands (yes thousands) of technology vendors trying to close this gap for workplace technology, but because these gaps still exist, there is a gap that exists in what the Employee expects from their Employer, which can strain the relationship. This is especially true for younger workers just entering the workforce.
BRIGHT SHINY OBJECT SYNDROME
More often than I’d personally like to see, organizations decide to purchase and implement new technology just because of a cool demo someone saw. A word to the wise: the demo isn’t how your organization is going to receive that technology out of the gate – it needs to be built and implemented in order to eventually get there.
If you’ve ever seen Jason Averbook speak (the CEO and Founder of Leapgen, an organization that consults around workforce technology with Fortune 500 and very large global organizations as well as a thought leader in workforce technology space), he often discusses the difference between implementing technology and an organization successfully digitizing its processes. He uses a formula to describe that the digital equation for success includes 20% organizational mindset about digitizing, 25% of the people (ie: Employees) involved in using technology, 45% of understanding and aligning processes, and only 10% of the actual technology system, which is just the tool being used.
I know organizations want to be able to adopt and use technology like we do in our personal lives. But most organizations are big, clunky, and slow moving, so it’s hard to just try out a new technology tool and then scrap it a few days later because you don’t like it (like we do with apps on our phone). In most organizations, operating in such a manner would be fiscally irresponsible and cost them tens of thousands of dollars annually, if not more.
OWNERSHIP
Lastly, an organization leadership often owns the technology selection, implementation, and workflow processes. Again, there is an expectation in the Employee/Employer relationship here, as the Employer provides the Employee with the technology. There will be times that the leadership delegates these components to different areas of the business (for example when looking at finance, HR, or operational technologies). However, in doing so, they unknowingly create silos within the organization and don’t strategically think about how adopting these new technologies can impact other areas of a business.
An even more unfortunate scenario is when only one or two of those components are delegated (maybe the implementation or workflow processes). By not including key stakeholders in the selection process, an organization opens itself up in failing to meet the goals set out for adopting that technology. I understand and agree that the leadership often needs to be involved from a budgetary standpoint, but by not looping in those stakeholders to help select the technology they’ll be working in, it can be like forcing people to use those bloatware apps that come preinstalled on your new smartphone… but that no one ever end up using. This too can strain in the Employee/Employer relationship.
SOLUTION
There are definitely other reasons why the expectations around workplace technology can create friction, but the crux of the issue (at least as I see it), involves Employers not being strategic enough in considering the people and processes currently involved when they first set out to adopt new technology. They naively expect an instant and miraculous return on investment from their Employees who are using that technology. Employers need to remember that most people are innately change adverse, and not considering them when forcing change upon them is more likely to end in poor experiences for everyone.
The solution seems simple. Employers should find ways to involve and empower their Employees when it comes to providing technology to them. If Employers can find a way to give Employees the opportunity to be involved in selection and allow them to experiment with technology like they do in their personal lives (if the Employer’s budgetary needs are considered), this will create buy in and will lead to success when meeting organizational goals relative to adopting new technology. It is a bit of a mind shift based on the expectations as part of the predicated Employee/Employer relationship, but by creating the ownership and accountability for Employees, you’re also creating more ENGAGED Employees.
- Published in Blog
