Flexible schedules and work arrangements, as well as new projects and roles, are two ways to help employees without increasing salary, writes Anastasiia Osypova, head of people, engagement and culture at Innovecs. "Another non-monetary motivator is to make employees happier by alleviating their home routine duties, giving access to engaging webinars, online courses, podcasts on healthy eating, meditation applications, back exercises, and much more," Osypova writes.
Professional mentoring can extend to your personal working life, especially if you have children to juggle. Seek out co-workers with children of similar ages as well as older children to help you navigate balancing your home life with the company's culture.
To convince your boss that you would like to work remotely permanently, prepare a one-page memo that outlines your reasons -- but focus on how the company would benefit from this arrangement and not how you would personally benefit. There are three "don'ts" to keep in mind when drafting your appeal, writes Arianne Cohen, and consider asking for a trial run.
A Zety survey suggests American workers are reluctant to tell HR about workplace mistreatment because they worry the problem wouldn't be addressed or that they've be penalized for speaking up, writes William Arruda, founder of CareerBlast. He advises HR to assess and revise not only policies, but also the wording of such guidance.
Corporate financial health is a concern for the majority of HR leaders polled by Human Resources Director, with freezes in raises and hiring the most common response. Meanwhile, HR leaders in Wales discuss how the coronavirus pandemic has changed discussions about company culture and shifted thinking from "'why do you need to work from home?' to 'why do you need to travel to the office?' " says Simon Boulcott, The Crown Estate's head of people.
A Supreme Court ruling in favor of the Trump administration has cleared the way for a federal rule expanding exemptions to the Affordable Care Act's birth control coverage requirements, permitting more employers to stop covering contraceptives on moral and religious grounds.
Use the "9-box" matrix tool to create a discussion around existing performance and the people identified as high-potential employees, writes leadership consultant Karen Walker. Managers give their views on where employees should be placed in the three-by-three matrix, which ultimately highlights the most promising talent and gaps in the company's succession plan.
Workplace pledges of respect and professional behavior are one option for HR to lead organizations through social unrest and minimize at-work conflicts, says Brian Koegle, employment attorney at Poole Shaffery & Koegle. "Putting employee commitments in writing reminds your entire team that the business is serious about providing a safe working environment and that there could be serious consequences for violating the terms of the written agreement," Koegle says.
Bad hiring decisions are costly, Lou Adler of The Adler Group writes. Adler outlines four ways to know if you are on your way to a bad hire, such as when members of the hiring team do not agree on job requirements or when strong applicants drop out of the process early.
Tracking hours and computer idle time are among the common ways employers are monitoring productivity levels among their remote work teams, Lin Grensing-Pophal writes. Grensing-Pophal notes these measures only tell a partial story though, and suggests employers track workers' progress toward key goals and use those metrics to gauge productivity.