NLRB likely to bolster unions in key decisions | Job-hopping is hurting business productivity | Employers begin to take harder line on return to office
A series of upcoming decisions by the majority-Democrat National Labor Relations Board likely will be favorable to unions, with one poised to set a higher standard for companies arguing that their workplace policies do not run afoul of workers' federal rights. Another decision could help workers demonstrate that they are not independent contractors but should rather be classified as employees, while other cases concern electronic surveillance of workers, as well as mandatory meetings that discourage unionizing.
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Workers have been job-hopping, which increases the cost of doing business as employers are having to train new workers, which decreases productivity. "I think it will be healthy, but not immediately," says John Haltiwanger, a University of Maryland economist. "There's a long-term payoff to this, but it could literally take years, not months, for this to kick in."
The most wanted benefits and effective strategies to retain workers in 2023 are workplace flexibility, restorative action to ward off burnout, help with increased personal costs from inflation, and job assurance in a more challenging economy.
The Indiana Alliance of Boys & Girls Clubs is introducing a virtual reality career exploration program at its sites in the state. The game-like VR simulations are intended to help students find a career path that interests them by simulating work in such careers as aviation, hospitality and health.
Leaders can make team members feel valued by validating contributions and by setting clear expectations to motivate goal achievement, S. Chris Edmonds says in this video. "Validation increases employees' clarity, commitment and confidence that they're doing important work that matters," Edmonds says.
The remote work tug-of-war between employers and workers continues, as we see in today’s Leadership & Development -- here and here -- and Benefits & Compensation stories.
It made me think back to my early days as a telecommuter. My schedule started with me going into the office at 7 a.m. on Mondays, Wednesdays and Fridays. I’d work until 2:30 p.m. then make the one-hour commute home to get my son from school. I’d be home by 4 p.m. and log back in to finish the workday. Tuesdays and Thursdays I worked from home, 8 a.m. to 5 p.m. I did this for about two years.
And then the schedule evolved. I transferred to another team and stopped going into the office on Fridays. By then, I had earned the trust of my managers and they let me adjust the schedule as needed for my children’s needs. I spent the last five years of my tenure there working from home full time.
As I think about those days, I realize that the schedule was never fully set in stone, especially at the beginning. We treated it like an experiment. We watched things, had honest conversations and made tweaks as necessary (like my start and finish times or days in the office). It worked. My work quality and productivity remained high and I was happy.
I wonder if this is what we need more of right now: experimentation and honest discussion. I realize that companies set policy so they can manage teams at scale, but maybe it would be prudent to step back and reassess this strategy. What if instead of mandating all staff report to the office on set days, let workers choose the days that work best for them? What about offering flexible start and finish times? How about trying some ideas with one department and then scaling from there?
"That's a lot of uncertainty, Kanoe. We don't have time for that."
Maybe. But do you have time to double down on recruitment and training? Because it could come to that. There's a fair amount of data showing that workers are leaving companies that remain rigid about telecommuting. Your call. But a little flexibility could go a long way.
How are you handling remote and hybrid work schedules? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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How proud when I see all the young women who are making and reporting the news. If I did anything to help make that happen, that is my legacy. From the bottom of my heart, to all of you with whom I have worked and who have watched and been by my side, I can say: 'Thank you.'
Barbara Walters, broadcast journalist, television personality 1929-2022
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