Low workforce, productivity growth in way of Trump goal | Has Taco Bell found the key to reducing staff turnover? | Companies emphasize importance of employee mental health
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A lack of workers and slow productivity growth might hamper President Donald Trump's goal of economic growth that exceeds 3%. Economists project a long-term growth rate of 1.8% annually, based on workforce and productivity growth.
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After discovering a troubling staff turnover rate, Taco Bell and consultancy Mercer analyzed data and found that workers were more concerned with their overall earnings than hourly wages, and that employees who worked at least 100 hours monthly had a 71% higher retention rate than staffers who worked less. "This was eye opening," said Bjorn Erland, Taco Bell's vice president of people and experience, who also discovered via the research that moving regional general managers from store to store was hurting restaurant-level staff retention.
The "r u ok?" program at EY in Pittsburgh is designed to raise awareness about mental health issues and support employees with mental health concerns. The HR Company Store in Phoenix holds training classes so managers can learn to identify and support workers with mental health issues, while EaseCentral in San Francisco offers mental services through telehealth.
Returning to the workforce after a long break is tough, but people can ease the transition by exuding confidence and by staying current in their industry, writes Ellen Kalis of SapientRazorfish. Kalis offers five tips for restarting a career, including using career-return programs and setting high expectations.
Federal officials said they plan to propose eliminating the online health insurance exchange for small businesses created under the Affordable Care Act. Small businesses would no longer be able to shop for health plans under the Small Business Health Options Program website and would instead be directed to insurers and brokers.
HR must adapt to employees who are pursuing multiple careers and making their talents available in unconventional ways, writes Sylvia Vorhauser-Smith, an executive at PageUp People. "What if you thought about your talent needs as a fluid resource mix, that required continuous adjustment based on your business needs, the availability of talent and the time it takes to source or develop it?" she writes.
