Rule limits classifying workers as independent contractors | Report cites benefits of psychologically safe workplaces | "There's no such thing as overcommunication"
A final rule being issued by the Labor Department outlines six criteria that employers must examine in classifying a worker as an employee or an independent contractor. The rule, which is set to go into effect March 11, could heighten protections and compensations for millions of workers, although it likely will draw legal challenges from businesses.
A Boston Consulting Group survey found employees in psychologically safe workplaces are happier, more motivated and more likely to achieve their full potential than other employees. The report also found 12% of employees at places that fail to allow people to speak up without fear of criticism often leave within a year.
HR leaders see wellbeing, especially mental health, becoming an expectation of employees and a mandate for employers. Watch for employers to find new ways to offer support to workers, especially those who work remotely and can feel isolated.
Corning Community College in New York state introduced a Manufacturing Technician Program, providing essential skills for entry-level positions in the local manufacturing sector. The first class, fully funded through a grant, includes training in blueprint reading, manufacturing math and hands-on experience, aiming to prepare students for successful careers in the industry.
HR leaders say they remain committed to DEI efforts, including a greater focus on skills-based hiring, while a Littler survey found 57% of executives have expanded their DEI programs and 36% have maintained them. "We are flexible today where possible and are further evaluating our educational requirements to determine those that can be eliminated or changed to preferred, while more greatly crediting work experience," says Maxine Carrington. Northwell Health senior vice president and chief people officer.
Email. Text. Social Media. Slack. Phone. We have at our fingertips a plethora of ways to communicate with each other. Do we make good use of them?
In today’s Leadership & Development story from Fast Company, CEO Brad Jacobs says he uses all these channels, and a few others, to connect regularly with his staff. It is impossible to overcommunicate, he maintains. “I’m a big advocate of communication in all its forms. It makes it possible for me to convey my vision to employees in ways that can inspire them, like a rallying cry,” he writes.
I was skeptical, at first, about Jacobs’ position. With the flood of emails and Slack messages I get in a day, plus the number of meetings I attend in a week, I often feel like overcommunication is a disease of the corporate world. But, as I continued reading, I realized he is not advocating for talking for the sake of talking. Rather, he is advocating for efficient communication -- keeping staff informed and building relationship between himself and his teams. The feedback loops they have implemented also support this aim. I can get behind that all day long.
What do you think about overcommunicating? Does your senior leadership touch base regularly with the organization at large? How? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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