Gallup survey finds gap in workplace wellbeing efforts | Employers underestimate burden of caregiving on workers | Data shows AI will spark growth in middle-management roles
A Gallup survey reveals that only 21% of employees feel their organization genuinely cares about their wellbeing, despite many companies implementing wellbeing initiatives. The report warns of 'carewashing' -- superficial support that fails to address burnout -- and recommends a holistic approach integrating career, social, and physical wellbeing. Full Story: BenefitsPRO (free registration) (11/12)
Seventy-three percent of individuals surveyed in the United States are actively caring for someone -- perhaps children, parents or relatives, among others -- according to a report from Harvard Business School's Managing the Future of Work project. Employers seem unaware of the heavy impact that caregiving has on workers, with just 24% reporting that it affects their productivity. On the contrary, 80% of workers say that caregiving hurts their productivity, but they won't disclose this out of concern for their job. Full Story: Harvard Business Review (tiered subscription model) (11/13)
Recruitment up in Wash. county with 32-hour workweek San Juan County, Wash., has successfully implemented a 32-hour workweek for union employees, retaining full-time benefits while reducing hours. The initiative has resulted in an 85.5% increase in job applications, a 48% decrease in employee separations and savings of nearly $1 million. Full Story: CNN (11/13)
Roughly one in five workers are now monitored by activity trackers, according to new research from Software Finder. The practice is becoming more widespread despite leading to increased distrust and job dissatisfaction. Tracked employees are 73% more likely to distrust their employers and twice as likely to be job-hunting than their untracked counterparts. Employees are also pushing back, with some using devices like mouse movers to evade surveillance. Full Story: IT Pro (11/13)
The HR Leader
Survey: Third of employees plan to change jobs More than a third of employees globally plan to switch jobs over the next six months despite 80% finding meaning in their work, according to a ManpowerGroup survey. Becky Frankiewicz, chief commercial officer at ManpowerGroup, says the findings show "purpose alone isn't enough to retain talent" and employees want workplaces that support mental health, work-life balance and career development. Full Story: Human Resources Director (11/13)
SmartBreak: Question of the Day
November is the month to break records and celebrate International Guinness World Record Day. Did you know Ashrita Furman holds the most records listed in the eponymous books. What record did he break first?
The brother and sister who work together to take care of their mother who has early-onset Alzheimer disease.
The parents whose son has autism. They’ve had to leave work several times in recent weeks to deal with behavioral issues at his school.
The woman whose husband is having major surgery and will need extended care during his recovery.
The single mother who recently discovered her daughter has been cutting and suffering from depression.
Nearly three-quarters of people in the US are involved in some form of caregiving, according to our Recruitment & Retention story today. And yet, many employers remain strangely obtuse to this reality, even as it has an impact on productivity. I imagine that some of this is owing to a lack of knowledge about what’s happening in their staff members' personal lives. That’s a touchy area. How should managers approach this, so they demonstrate compassion without intruding on their workers' privacy?
Let your teams know your door is open if they need to talk or work through issues related to their family responsibilities, advises Swinburne Business School professor Anne Bardoel in this conversation with Harvard Business Review’s Amy Bernstein.
“I can remember my manager saying, if any of you ever have any issues family related, I’m always happy to provide you flexibility. You know, make it known that you do recognize people come to work with other responsibilities outside of work. And that can open up the conversation as well,” Bardoel says.
I like this language. It’s neutral but forthright and kind. It invites honest discourse that can lead to real solutions.
What works for you? How do you handle employees with heavy caregiving responsibilities? Let me know!
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