Report links high performance with worker benefits | Create a cross-generational workplace, combat ageism | Survey: Employees want freedom on when, where to work
Employee fulfillment increases when companies provide health-care, maternity leave, paid leave and child assistance benefits, says a new report by Best Place for Working Parents. Productivity rose especially at employers that offered health care and maternity leave, according to the report of 49 US employers.
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Each generation has a different outlook on the workforce, but Sonia Aranza, CEO of Aranza Communications, suggests taking advantage of the knowledge and perspective each has to offer. Human resources can cultivate this environment by creating cross-generation ERGs, starting a mentor program that doesn't always follow job hierarchy and discouraging ageist language.
Supporting pet ownership = happier employees Attracting, retaining and engaging quality employees of all generations are three leading challenges that companies face in today's employment landscape. Luckily, supporting pet-owning employees improves their work experience—and positively affects these key metrics for employers. Find out more.
A Best Practices in Healthcare Survey by WTW found that about 60% of US employers are establishing initiatives to help them control rising health care costs while recruiting and retaining staff, and strategies include narrower provider networks, lower-cost providers, centers of excellence within health plans, carving out specialty pharmacy services, and restricting or discontinuing out-of-network coverage for nonemergency care. Employers saw an average 6% increase in health care plan costs this year, and next year's increase is projected to be 6.4%.
The potential integration of AI into wearable technologies promises enhanced safety and productivity in industrial workplaces by offering personalized protective measures and comfort tailored to workers' needs. "These advanced technologies represent a paradigm shift, allowing us to prioritize the well-being, preferences, and experiences of each worker with pinpoint accuracy and in real time," writes Carrie Merck from safety equipment specialist Ansell.
When Andrew Thompson, managing director and co-founder of Spring Ridge Ventures, coaches leaders, he helps them focus on "who, what and how," where leaders set the goal, the team decides who is accountable, and the leader does not direct how the work gets done. "You never interfere with how, ever. Because once you're telling people how to do their jobs, they're never going to do it," Thompson says.
I attended my nieces’ hula competition this past weekend. I spent Sunday morning watching them and the other girls in the hālau get their hair curled and prettied up with flowers for their hula ‘auana. Lani*, one of the mothers, and I were chatting about the girls when her daughter Becca* walked over. Lani went to give her a hug, but Becca swatted her hand away. “You’ll mess up my hair!” she hissed, ducking the outstretched arm.
The Hawaiian mother and aunty in me raised an eyebrow at the girl. Becca’s actions -- especially the swat -- are a big no-no in our culture. Children are supposed to be respectful to parents and adults. I could tell Lani was a bit embarrased.
“She calls me ‘Boomer’,” she said to me, sheepishly. I chuckled and looked at Becca.
“Sorry, kiddo, but your mom isn’t a Boomer,” I said, smiling. “She’s too young. She’s maybe GenX or a millennial. But definitely not a Boomer. That’s my mom and dad.”
“Oh,” Becca responded, looking at her mother. Lani looked amused now. I continued.
“But let me tell you something about Boomers,” I said, feeling the energy welling inside me. I thought of my dad, my mom and my aunts and uncles and how they lived their lives.
“Boomers are gangster,” I said and Becca smiled. “Boomers raised me. They are tough. They’re industrious. They work hard at everything they do: raising kids, staying married, going to work, paying bills -- whatever. They don’t cut corners, they don’t complain. They don’t need safe spaces and they aren’t easily offended. They are true toughness. And we should learn from their example.”
Today’s Recruitment & Retention story talks about building a cross-generational workplace. The advantages are obvious. As we head that direction, though, let’s not overthink the process. Let’s not get caught up in quotas or complicated recruitment strategies. I liked how Sonia Aranza, CEO and principal consultant at Aranza Communications puts it: “What you [actually] want is competency. Talent is talent. It comes in all ages."
Today is my dad’s birthday. He would have been 76 years old. He worked his entire adult life, even into his final year. He believed he had something to contribute to the workforce. He worked around people of all ages. When he passed, many of them told us that what they loved about Dad was his work ethic and commitment to doing a thorough job. That’s competency. That’s talent.
That was my dad.
Do you have an intergenerational workplace? How are you leveraging the experiences and talents of your employees? Let me know! And if you enjoy this brief, tell others so they can benefit also.
*Names changed to protect privacy.
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