Employee Retention Tag

Fear, worry, and stress are normal responses to perceived or real threats, or when faced with uncertainty. Understandably so, it is normal that people are experiencing worry or stress during the coronavirus pandemic.

The coronavirus pandemic has affected nearly every aspect of daily life. Americans are increasingly suffering from behavioral health issues during the pandemic, including mental health issues and substance abuse. This can have a disastrous impact on workplace productivity. This article provides tips and considerations to help employers support their employees during this challenging time.

HR Insights Blog HeaderThe COVID-19 pandemic has taken a toll on nearly every facet of the workplace. With everything upended, employers are understandably focused on maintaining their service and product quality. But working hard isn’t the only key to successfully enduring the pandemic—in fact, the opposite may be just as critical.

Paid time off (PTO) is something many employees take for granted. Hundreds of millions of vacation days go unused each year, according to the U.S. Travel Association. Due to a variety of factors, some employees opt not to use time off, and they—and the entire organization—end up suffering for it in the long run. This article explains why encouraging employees to take PTO can be just as important, if not more so, than encouraging the “hustle” culture. Read More Button    

HR Insights Blog Header“Survivor’s guilt” is often associated with car crashes or natural disasters, but it can occur after any traumatic event.

The emotion typically comes when individuals feel remorseful for making it through a tragedy when others did not. In a professional setting, employees may experience survivor’s guilt— and the anxiety that comes with it—after organizational layoffs, furloughs or other shake-ups. Employers should do everything they can to address these complex emotions among employees following major workplace changes. Failing to do so can result in serious long-term consequences for employees and the organization as a whole. This article provides a brief overview of how survivor’s guilt can affect a workforce and outlines mitigation steps for employers to take.

HR Insights Blog HeaderIn light of the coronavirus (COVID-19) pandemic, many organizations are taking precautions to best ensure the health and safety of their workforce. As return-to-work plans are implemented, employees are also concerned about safety—and are often addressing concerns directly with their employers.

As organizations address new challenges, many are seeking answers regarding what they can, and cannot do in response to common return-to-work concerns. This article serves as a general guide for employers regarding safety and workplace precautions as organizations prepare and implement return-to-work plans, and prepare to address common concerns as employees return to the workplace.

HR Insights Blog HeaderIn response to the COVID-19 pandemic, day cares and schools shut their doors. Months later, child care centers remain closed in many parts of the country, which means that parents are tasked with juggling caregiving and work responsibilities.

In fact, according to a survey from Boston Consulting Group (BCG), 60% of U.S. parents report that they’ve had no outside help with child care during the pandemic.

HR Insights Blog HeaderEveryone knows that name-calling, teasing and other bullying behavior is unwelcome in the workplace.

But what if the comments are veiled in humor? Jokes about “old farts” or “screen-obsessed millennials” might seem like acceptable office banter to some, but these comments may amount to ageism and could seriously impact an organization—and should be quickly snuffed out when noticed.
This article explains some of the ways offhand comments can affect a workplace and outlines steps employers can take to combat their spread.
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HR Insights Blog HeaderThis toolkit serves as an introduction to workplace stress and provides several ways that employers can address and mitigate stress in the workplace. It is not intended as legal or medical advice and should only be used for informational purposes.

Introduction

According to a Gallup poll, 55% of Americans experience stress daily—making the United States one of the most stressed-out nations in the world. While some stress isn’t necessarily bad for employees’ health, chronic stress can cause negative long-term health effects. Employees will experience stress in all areas of their lives but consistently cite work as their top stressor. In fact, 64% of U.S. adults reported work as their top stressor in 2019.

AHR Insights Blog Headers businesses across the country continue reopening and the threat of a second wave of COVID-19 cases looms, employers are facing difficult decisions regarding work-from-home arrangements.

Some employers are opting to extend work-from-home arrangements until next year, others are asking all employees to return to the office and some are offering a hybrid of the two models. For employers that are either reopening in phases or allowing some employees to continue to work from home during the pandemic, the question of who should continue working from home becomes a pressing issue. This article will provide an overview of best practices for employers to consider when determining which employees should continue to work from home during the pandemic.