Two news studies by Gallup and Workhuman and by Achievers Workforce Institute have found that the use of technology to recognize employee achievement can help increase employee well-being and reduce turnover. "Technology can be used to remind managers to look for opportunities to recognize employees and also to illustrate what effective recognition looks like," said Chris French, executive vice president of customer strategy at Workhuman.
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Data shows that the US workforce has nearly returned to pre-pandemic levels, but the number of people working or looking for a job has continued to present challenges, so some employers are tapping older workers to fill gaps. Many large companies, including McDonald's, Marriott International and Apple, have signed an AARP pledge to improve job opportunities for older workers, and Bureau of Labor Statistics data indicates that employment among older adults is increasing.
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A Locust Street Group survey of 1,000 people found 67% of US adults are satisfied with the health coverage they obtain from employer-based health insurance plans, and 56% said the amount they pay for cost-sharing, copays and premiums for employer-based coverage is reasonable. Respondents cited affordability, comprehensive coverage and choice of health care providers as the top reasons for their satisfaction with employer-based coverage, according to the findings presented at an AHIP webinar.
Mass layoffs have become commonplace of late among startups, so now there's a startup that offers consulting services for companies. Continuum charges a flat fee, such as $20,000 for companies with 250 to 500 employees, and provides 10 hours of advising on layoffs.
Expressing the emotions around what you see as your "flaws" can help you appreciate them in new ways, forgive yourself and finally learn to love them so they can be healed, writes Mike Robbins. "When we love our flaws, we create an environment where we can either make the specific changes we truly want (from an authentic place of intention) or learn to love and accept ourselves whether an actual 'change' takes place," Robbins writes.
In May, my dad had surgery on his ankle and the recovery period was slated for about six months. Dad, 74, has slowed a bit but is still strong and fairly active. He’s a pastor and also works at a local grocery warehouse. Being down for six months I knew would make him climb the walls. “I don’t envy you having to manage that, Mom,” I joked with my mother when she told me about Dad’s recovery timeline.
I heard from Dad yesterday. He gave me a rundown on his physical therapy and latest checkup. All is going well, he told me. He’s ahead of schedule on his recovery. “I’ll be back in the pulpit in September and back to work in November,” he told me.
My daughter was less enthusiastic about her grandfather’s return-to-work plans. “Tutu needs to stop working! He needs to just relax,” she groused. She said she was going to talk to him.
“Good luck with that,” I said dryly. I knew he’d listen patiently to his granddaughter and lovingly address her concerns. But he was going back to work.
More and more adults in their 70s are participating in the workforce, according to our Recruiting & Retention story today. Some are doing it because they need the income. Others, like my dad, enjoy the routine and being active. Whatever their reason, employers are glad. They find this set -- the Baby Boomers -- are attentive, diligent workers.
They sure are. That was the generation that knew how to work hard and take care of their responsibilities without complaint. They’re tough and resilient and work with honor and integrity. They’re a credit to any organization.
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