How to Build a Motivated Workforce

Getting an engaged workforce requires employers to focus on nurturing motivation.m Employers need to nurture motivation in order to build an engaged workforce. Continue reading to learn more.


There’s a lot of buzz and conversation happening around the importance of employee engagement to a successful organization. But I believe that engagement is an overused or at least misused term. Engagement, to me, isn’t a process but rather an end-state where your employees are “all in.”

Engaged employees work hard on today’s priorities, and when they believe what they do matters and know that you’re invested in them, they will stay with your business for the long term and help you solve the challenges of tomorrow. But getting to this state of engagement requires focusing on nurturing motivation.

Simply put, motivated workers are more productive and efficient, and stretch themselves to do more. When employees are motivated, they get their work done faster and with greater levels of collaboration, creativity and commitment. A motivated workforce goes above and beyond to do what is in the best interest of the organization and, ultimately, the bottom line. So, what are ways you can truly motivate employees?

Set Clear Expectations and Goals, and Communicate Frequently

It’s a strange truth, but many employees simply don’t know what is expected of them at work. Workers are more motivated and engaged when they are given clear objectives, understand how they will be evaluated, and see how their efforts contribute to the bigger picture. Isn’t that what we all want anyway; to contribute to and be a part of something bigger than ourselves? When HR teams help create this clarity for our employees, they experience a greater “purposefulness” or “meaningfulness”  which in turn contributes to motivation. So how do you ensure organizational alignment and foster this sense of meaningfulness?

One critical step that HR leaders can take is working with managers to increase the frequency of communication around performance and goals. When employees work with their managers to set goals and then check in on progress on an ongoing basis rather than treating them as ‘set and forget,’ it can help improve employee motivation, elevate performance and benefit organizations overall. By increasing the frequency of conversations between managers and employees around progress towards goals, HR teams can take a huge step towards creating an effective performance management program for today’s workforce.

This ongoing endeavor isn’t easy.  There are time and commitment involved, and it only works when managers and employees are both invested in open and ongoing dialog about goals and expectations. But the more often managers talk to their employees, the more motivation and performance increases within the workforce. Even quick, informal check-ins, or “managing in the moment” to address priorities or give feedback boosts an employee’s sense that someone is invested in them, and drives motivation.

Spend Time Talking About Career Development

Motivation is tied to a future outlook. One critical way to boost motivation is to move away from ineffective, backward-looking annual performance reviews, and start coaching your managers around having more frequent conversations with their employees that focus on career development. By focusing on development, these conversations become more constructive, forward-looking, and connected to both personal and business objectives. Now you’ve motivated an employee because you’re actually talking about their future and showing you are invested in them!

Implementing performance management processes that are rooted in continuous conversations that center on coaching and career development is vastly more effective for motivating the modern workforce. Focusing on ”performance development” rather than “performance review” shifts the conversation around the process to a more forward-looking, positive and employee-focused stance. This can have a huge impact from an employee motivation perspective, rather than feeling like their managers are micromanaging them or questioning their work, workers feel invested in and motivated to get to the next level in their career, which translates to increases in employee performance.

Provide Timely and Relevant Feedback

Almost half of employees receive feedback from their managers only a few times a year or less. Not only do employees want clear expectations to be established, they also want to know how these are mapping to their larger career goals. Managers need to provide feedback in a timely manner to promote career development. Feedback can be tricky to deliver, and many don’t like delivering or receiving it. So managers need to normalize the feedback by making sure it is timely and is relevant to the employee and their work.

There are many approaches to delivering feedback, but delivering all feedback all the time isn’t the right answer. Managers need to be thoughtful about evaluating all the feedback they receive about their employees and select those items that are most relevant to the employee and those items that they are ready to hear, all in a timely manner to assist the employee in their career.

So, for many reasons, a quarterly review cadence, vs. an annual review, enables managers to align employees’ individual career goals with the organization’s top priorities, ensuring the employee has a sense of purpose and business goals are met.

This is what motivating your workforce is all about. There is no silver bullet to motivate your workforce, however, HR leaders and managers can make a big impact by having frequent and continuous conversations with employees that focus on career development, communicating clear expectations and providing timely feedback. It’s an ongoing process and won’t happen overnight, but by focusing on motivation, both employees and organization at large are better positioned for success.

SOURCE: Strohfus, D (27 August 2018) "How to Build a Motivated Workforce" (Web Blog Post). Retrieved from http://hrexecutive.com/how-to-build-a-motivated-workforce/


Trucking Risk Advisor - May 2018

ELD Enforcement Contributes to Rising Freight Rates

Electronic logging device (ELD) enforcement has contributed to rapidly growing freight rates, according to a report from transportation information firm DAT Solutions. The firm found that 3 percent of surveyed truckers planned to retire instead of comply with the ELD rule, which was a large factor in a 7 percent drop in year-over-year trucking capacity.

Although the ELD rule came into effect at the end of 2017, the Department of Transportation only began enforcement of the rule on April 1, 2018. ELDs automatically track a driver’s compliance with federal hours-of-service limits, and drivers who don’t use the devices must stop driving until one is installed.

While freight rates in April are generally lower following the end of the first quarter, DAT Solutions’ report found that rates have increased as motor carriers struggle to account for a shortage of skilled drivers.

Call us at 920-921-5921 for more information on trends in the trucking industry.

New Technology May Replace Mirrors With Camera-based Systems

Although sideview mirrors allow drivers to stay aware of surrounding traffic, the large devices offer limited viewing angles and create drag that lowers fuel economy. As a result, some technology companies are advocating for the use of camera-based systems to improve safety and lower operating costs.

Prototype camera systems feature multiple, internally wired cameras that provide drivers with multiple views of adjacent lanes, the blind spot in front of a truck’s hood and the ground on each side of the vehicle. The cameras themselves also include a number of safety features:

  • Redundant systems to reduce the chances of a malfunction
  • Low-light visibility options
  • Heated glass to prevent the buildup of ice and frost
  • Special coatings that resist rain and moisture

Camera systems can improve a heavy-duty truck’s fuel economy by approximately 2.5 percent and lead to over $1,300 in annual fuel savings. The systems can also lead to savings by reducing crashes, as traditional mirrors are limited by large blind spots, glares, night visibility and adverse weather.

The FMCSA is currently accepting public comments on an exemption for the MirrorEye camera system, which has been used in Europe since 2016. For more information, visit the FMCSA’s notice in the Federal Register.


How to evaluate an applicant tracking system

With unemployment rates at a 17-year low, competition for talent is fierce. Applicant tracking systems (ATS) are supposed to fix any inefficiencies in your recruiting process that would otherwise be overlooked. Continue reading for more information.


Unemployment is at 3.9%, a 17-year low. Competition for talent is fierce, especially when you’re trying to hire sellers, mid-level managers, professional staff and skilled labor. When hiring gets this tough, inefficiencies in your recruiting process that could otherwise be ignored will become code red emergencies.

Applicant tracking systems (ATS) are supposed to fix those problems. Some do; many don’t. To tell the difference, HR professionals must do their research. Here are the three most important questions to ask before you invest in an ATS.

1. Will the ATS help or hurt my employment brand? If you’re not an employee at Google or Apple, you’ve probably daydreamed about having your own nap pod in Silicon Valley or being toted around in an automated car. You know the amazing benefits and the free-spirited culture at these organizations. That’s employment brand. Granted, not every organization can hope for Google-level brand awareness, but every company — for better or worse — has a brand of their own, made up of every interaction and detail of the recruiting and hiring process.

See also: LinkedIn voice messaging aims to connect HR with job seekers

You should know that most ATS are made by software engineers, not recruiters. The downside there is that most systems don’t deliver a candidate experience designed to convey an impression of what it would be like to work for your company. If your ATS isn’t helping bolster your employment brand, it’s not working hard enough.

To ensure that candidates can get a feel for your company culture before they even submit an application, you’ll want to find an ATS that can offer fully-branded career pages that match your website. This means having the same colors, fonts, brand messaging and imaging will be crucial to your employment brand. And this is only the beginning. Your ideal ATS should allow you to integrate with major job boards and social media platforms (branding 101: Hang out with the cool kids), allow for one click application submission through mobile devices and keep the application process all in one browser No one wants their employment brand to be “clunky” and “unfriendly”.

2. Will the ATS help speed up the process or will it slow us down? Recruiters and hiring managers either love or hate their ATS. There’s not much middle ground. That’s because they often have to invent ingenious workarounds to use the system, which drives them crazy because it’s time wasted.

When searching for the right ATS system, make sure that it can provide customizable email templates for hiring teams during the recruiting process. It’s important to remember that the system should allow you to send those emails in bulk to potential candidates. You need to be able to set reminders and schedule alerts for users to follow up with candidates or completed tasks. This ensures that you’re saving time and no candidate gets lost in the ether.

Know that dashboards are a great way to get a bird’s eye view on the recruiting process but they’re not the end all. Plenty of HCM providers will have flashy demos and dashboards that seem to work flawlessly, but after implementation you’ll be left with a clunky and glitchy product.

See also: 7 Ways Employers Can Support Older Workers And Job Seekers

To avoid that outcome, ask these questions during your search: Can we see the step-by-step process for reviewing applications, approving candidates, and moving them through interviews? Look beyond the demo screens. You want to see how the system really works, step by step. Can we import and export candidate information? How are potential candidates scored?

3. Does the ATS offer compliance and reporting capabilities? This one’s a biggie. Recruiting and hiring compliance is complex, and so reporting and analytics is a must-have. You need to be able to drive recruiting and hiring decisions in real-time with powerful analytics rather than sloppy excel sheets and poorly filed assessment papers. An ATS will allow you to quickly view the metrics that matter to you, see where your best candidates are coming from, find bottlenecks and catch missed opportunities. With clear and easy to use reporting features that captures all pre-hire compliance data in one place, you’ll never have to worry about fines or tarnishing your reputation.

Of course, there’s plenty more you could ask. Implementation, data security, mobile capabilities and ongoing service and support are all tires worth kicking. But this initial list of questions is a great place to start. Finding and hiring top talent requires lightning-fast action and decisions. When you’re shopping for an ATS, however, it pays to slow down long enough to get the facts.

SOURCE: Neese, Bill (12 September 2018) "How to evaluate an applicant tracking system" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/how-to-evaluate-an-applicant-tracking-system


Covered Establishments in All States Must Now Submit OSHA Electronic Reports

HIGHLIGHTS

·      The electronic reporting rule now applies to all affected establishments, including establishments in states with OSHA-approved plans.

·      It does not matter whether the state has ratified the electronic reporting requirements.

·      The OSHA ITA is currently available and accepting reports on OSHA 300A forms with 2017 data.

IMPORTANT DATES

December 31, 2017

Due date for first OSHA electronic reports through ITA (submit 2016 data)

July 1, 2018

Due date for second OSHA electronic reports through ITA (submit 2017 data)

OVERVIEW

On April 30, 2018, the Occupational Safety and Health Administration (OSHA) announced it will require all establishments affected by the electronic reporting rule to submit their 2017 data to OSHA by July 1, 2018.

This announcement clarifies the requirement for establishments in states with an OSHA-approved plan. These establishments must submit electronic reports, regardless of whether the state has ratified or incorporated the electronic reporting rule into its OSHA state plan.

ACTION STEPS

Establishments in all states, including those with an OSHA-approved state plan, should prepare to submit electronic reports by July 1, 2018. Affected establishments can accomplish this by:

  • Becoming familiar with the requirements in the electronic reporting rule; and
  • Transitioning their OSHA records to an electronic format approved by the Injury Tracking Application (ITA)

OSHA Electronic Reporting

OSHA’s electronic reporting rule was issued in 2016. The rule requires establishments to report data from their injury and illness records to OSHA electronically if they:

  • Are already required to create and maintain OSHA injury and illness records and have 250 or more employees;
  • Have between 20 and 249 employees and belong to a high-risk industry; or
  • Receive a specific request from OSHA to create, maintain and submit electronic records, even if they would otherwise be exempt from OSHA recordkeeping requirements.

The electronic reporting rule applies to establishments, not employers. An employer may have several worksites or establishments. In these situations, some establishments may be affected while others are not.

To determine whether an establishment is affected, employers must determine each establishment’s peak employment during the calendar year. During this determination, employers must count every individual that worked at that establishment, regardless of whether he or she worked full-time, part-time, or was a temporary or seasonal worker.

OSHA-approved State Plans

The final rule required OSHA-approved state plans to adopt the electronic rule or “substantially identical” requirements within six months of the final rule’s publication date.

This means that OSHA-approved state plans have the authority to adopt reporting requirements that go above and beyond what is required by the federal rule. For this reason, establishments located in OSHA-approved state plan jurisdictions should consult with their local OSHA offices to make sure they are satisfying all electronic reporting requirements.

The OSHA-approved state plans shown on this map have not yet adopted the requirement to submit injury and illness reports electronically.

As a result, establishments in these states were not required to submit their 2016 data through the reporting website in 2017. However, OSHA has now clarified that they must submit their 2017 data in 2018.

All Employers
California

Maryland

Minnesota

South Carolina

Utah

Washington

Wyoming

Public Employers
Illinois

Maine

New Jersey

New York


Risk Insights - Understanding Total Cost of Risk

Risk exists everywhere in business. One of the biggest mistakes that companies make is assuming that the cost of risk only involves their insurance premiums paid, retained losses and administrative costs. However, the total cost of risk encompasses much more than that.

While a risk management program can be an effective method for controlling risk, the resources used by the program may not be addressing all the risks faced by the business. One way to discover all of the risks facing your business—including the ones that might not be seen, considered or addressed in your risk management program—is to examine the total cost of risk (TCOR).

TCOR is the total cost of the items that businesses are responsible for, such as insurance premiums, retained losses in the form of deductibles and uninsured losses, indirect costs of claims and administrative costs, and other factors that can include the following:

  • Transaction costs
  • Loss of reputation
  • Loss of market share
  • Overtime
  • Additional training
  • Product loss
  • Production decrease
  • Claims reporting and investigation
  • Fines

Over time, an idea of an organization’s TCOR can provide a form of measurement for assessing how its risk-related costs are changing, relative to the overall growth rate of the business.

Why is Knowledge of TCOR Important?

If your business is only focusing on insurance premiums as your way of quantifying risk, you may be missing costs that you have more control over. For example, premiums may be the least controllable costs, as insurance rates are determined by outside forces such as weather-related events, the stock market, interest rates and the insurance marketplace.

Furthermore, the benefit of decreasing premiums is negated if an organization sees an increase in indirect costs of claims and administrative costs. True cost reduction is most impacted by lowering indirect costs, which can cost more than the actual claim itself. TCOR helps identify those costs.


Understanding your TCOR and your ranking helps identify areas where your organization can save money.


How Does TCOR Work?

TCOR is measured per $1,000 of revenue. By measuring TCOR against revenue, you can measure the progress that your safety and risk management programs make in reducing internal costs throughout the years.

Benefits of Knowing Your TCOR

When business owners accurately measure TCOR, they tend to possess the motivation to invest into a more effective risk management effort, which can provide a significant rate of return. Many business owners use TCOR to realize the following benefits:

  • Increased productivity, profitability and efficiency
  • Reduced costs across the entire business, not just reduced insurance premiums

A better idea of any inconsistencies in the organization’s risk management approach

Tips for Utilizing TCOR

Consider the following tips when evaluating TCOR for your organization:

  • Use a basic framework to break down costs into component categories such as insurance premiums, service provider costs, risk transfer costs and safety department expenses.
  • Identify existing costs for each risk category, expressed as a percentage of overall company revenues.
  • Establish targets for each category for future years.
  • Remember that it’s not just about premiums. TCOR also includes self-insured losses, internal administrative fees and outside vendor fees.
  • Work on one area of TCOR at a time. This helps expose weaknesses in other areas of your risk management program and helps identify problem areas that need attention.
  • Consider all components of TCOR proportionally, and examine how they’re operating in conjunction with each other. If losses are low and premiums are high, there may be a need to reduce annual premiums and retain more predictable losses.
  • Be patient. Don’t expect immediate cost savings. Be prepared to invest in risk management tools that can deliver financial benefits over time.

Contact Hierl Insurance Inc. for a TCOR evaluation and resources that can help you lower your TCOR and improve your bottom line.


Eliminate Electronic Distractions from the Workplace

It is a generally accepted fact that the use of cellphones and other electronic devices while driving present a distraction that greatly increases the chance for an accident. Unfortunately, what too many people fail to take into consideration is how distracting these devices can be in other situations.

In an industry of moving machinery and equipment, manufacturing workers are especially susceptible to workplace injury. They need to be alert at all times, as even the smallest slip-up can cause an accident. Not only can an inattentive worker injure themselves but their carelessness can also endanger others. In this type of work environment it is easy to see the importance of minimizing the potential distractions faced by your employees.

Cellphones

Whether it’s talking or texting, cellphone use takes the employees focus off their task. While handheld use compounds the problem, even using a hands-free device does not allow for full concentration. Studies indicate that the act of talking on the phone is distracting regardless of whether the user is physically holding the device or not. It is the conversation itself that takes an employee’s focus off their work and surroundings.

While some employees may need to use a work cellphone as part of their job, it is best to place restrictions on when and where those phones can be used. Personal cellphones should not be allowed on the manufacturing floor at all, as even the momentary distraction of a call or message alert can potentially lead to an accident. Employees should not have phones on their person during work hours unless they are on a break from their duties and are in a designated break area.

Attentive, focused employees are essential to creating a safe work environment. To reduce the chance for employee injury, it is important to keep the workplace free of distractions, such as cellphones and mp3 players.

Mp3 and Other Music Players

There are a variety of audio cues that alert workers to what is happening around them. Unfortunately, when an employee’s hearing is impaired by music, a shout from a coworker, an odd sound from a malfunctioning machine or the backup alarm on a truck or forklift can be easily missed. Besides limiting the worker’s ability to hear what is going on around them, there is also the potential distraction of operating the device. When adjusting volume or switching songs, not only is the employee’s hearing impaired, but they are also visually engaged with the device. This greatly decreases the worker’s awareness of his or her surroundings.

Potential Hearing Loss

In a manufacturing setting it is not uncommon for there to be high noise levels that require proper ear protection to prevent hearing loss. The use of cellphones, hands-free devices and headphones can interfere with an employee’s proper use of protective equipment. Even though such devices may cover the ear, most are not meant to provide hearing protection.

In fact, in noisy situations, devices that administer sound directly into the ear increase dangerous levels of noise exposure as employees turn up volume levels to drown out background noise. The combination of these noise exposures greatly increases the rate of hearing loss, which in turn increases the chance for occupational hearing loss claims.

Electronics Usage Policy

Attentive, focused employees are essential to creating a safe work environment, which is why it is important to eliminate possible distractions. Prohibiting employee use of personal electronic devices can aid in reducing workplace accidents. To clearly state your company’s rules on when and where usage is restricted, institute an electronics usage policy. Once instituted, train your employees in the policy requirements and make sure restrictions are diligently enforced.


Construction Risk Advisor: September 2018

Industry Overspending $177 Billion Per Year

The average time construction professionals in the U.S. spend on avoidable issues like conflict resolution, rework and looking for project data costs the industry over $177 billion annually, according to a new report.

The participants surveyed for the report said they spend 65 percent of their time on “optimal” activities like communicating with stakeholders and optimizing resources that keep projects on track. They spend the remaining 35 percent of their time on “nonoptimal” tasks like hunting down project information, resolving conflicts and dealing with mistakes that require rework. That amounts to almost two full working days lost per person each week.

Some of the reasons for the nonoptimal costs include poor communication, constrained access to data, incorrect data and the lack of an easy way to share data with stakeholders. Another possible reason is that more than 80 percent of the survey’s respondents said they don’t use mobile devices to collaborate and access project data, despite the fact that mobile devices could help them work more efficiently.

Newsletter Provided by: Hierl's Property & Casualty Experts

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States Say Contractors Must Guarantee Wages

Maryland’s General Contractor Liability for Unpaid Wages Act becomes effective on Oct. 1, making private contractors for prime construction projects in the state financially responsible for unpaid wages of subcontractor employees. And unless the reason for nonpayment is related to a legitimate dispute, general contractors could be held responsible for up to three times the amount owed, plus attorney fees.

California and Oregon also enacted similar laws earlier this year. In California, general contractors are now liable for the unpaid wages of any employee who furnishes labor to or through them, plus unpaid benefits and interest.

Oregon’s wage protection law creates liability for the general contractor only if the worker’s subcontractor employer has not yet been paid in full.

Mitigating The Risk

In order to reduce the risk of general contractors having to pay their subcontractors’ employee wages, some industry experts are recommending that subcontractors provide their own payment bonds.

Opponents of the recent laws argue that it could be difficult for subcontractors on rocky financial ground to meet bond underwriting requirements. And since large projects could require several new bonds per job, overall project costs could increase significantly. Plus, if subcontractors don’t pay up, prime contractors will have to pay twice for the same labor.


Agriculture Risk Advisor: September/October 2018

3 Tips For Hiring Farm Labor

With some farmers struggling to find reliable farm labor, it is important to invest some thought in the hiring process. Here are some tips for finding the right help:

  1. Examine your needs. You might have a general idea in your head of what work needs to be done, but it’s best to be specific. Narrow down broad processes into specific jobs so you can determine how much help you truly need.
  2. Think about desired traits. Do you need someone to fill a temporary need, or are you hoping that person can go on to fill a managerial role? You’ll have to determine whether people skills are more important than manual labor or machinery skills, and list those traits in your job description.
  3. Consider hiring for a trial period. If you’re hesitant about a candidate but need immediate help, consider hiring them for a short-term trial period. This saves you from high employee turnover while buying you time to recognize your needs. It allows both you and the worker to communicate any frustrations and expectations after the trial period before considering whether the working relationship is worth investing in long term.

Newsletter Provided by: Hierl's Property & Casualty Experts

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Rise Of Robotics In Farming

Producers are increasingly considering using farming robots to replace human workers who either can’t or aren’t interested in picking crops. Agriculture is a prime market for robotics since it is less regulated than other industries.

Robots Needed To Fill Unwanted Jobs

Farming’s labor crunch is a global problem, and industry experts expect things to get worse in the years to come. Produce growers are struggling to man the fields, and higher wages aren’t persuading people to perform the physically demanding tasks.

According to the Department of Labor, the 2017 median pay for an agricultural worker was $11.41 per hour. In California, farm wages can top $20 per hour. But this is still not enough to attract laborers at a sufficient level.

Advances In Farming Technology

Driscoll’s, one of America’s largest produce distributors, has been testing a robot made by Harvest CROO Robotics, a Florida-based startup. The robot is capable of covering 8 acres in a single day and replacing a team of more than 30 human pickers.

Another emerging farming technology is a “no-touch” vineyard developed by researchers at UC Davis, which waters vines and picks fruit while improving yields, quality and costs. It costs about 7 cents in labor per vine to manage the touchless vineyard, compared to $1 per vine in a conventional vineyard.

Although robotics isn’t expected to steal all of the farming labor jobs, experts believe it could still be a disruptive technology, requiring a change in the way traditional growers operate.


Safety Focused Newsletter: September 2018

Staying Safe When Traveling for Work

Many jobs require employees to travel for work, sometimes even abroad. While this can be a fun experience, staying safe can be much more difficult if you are in an unfamiliar area. To keep yourself safe when traveling for work, remember the following tips:

  • Familiarize yourself with local customs and laws, as you are subject to them while traveling.
  • Avoid hailing taxis on the street when possible. Instead, have your hotel’s concierge service book a reliable driver or car service for you.

Research is essential when it comes to ensuring a successful business trip and maintaining your safety.

  • Keep hotel doors and windows locked at all times. When you arrive, and any time you leave and return to the room, make sure the locks are working.
  • Ensure that your room has a working peephole and use it to verify the identity of anyone visiting your room. If an unexpected visitor claims to be a hotel employee, call the front desk to confirm.
  • Take photos of important documents and information, like your passport and driver’s license, and leave copies at home.

Research is essential when it comes to ensuring a successful business trip. Planning ahead and remaining vigilant can make all the difference.

Ways to Communicate with Peers You Disagree With

In your professional career, you’re bound to have to work alongside people you don’t agree with. For some, this can be a source of stress, particularly if you have to go out of your way to keep the workplace relationship civil.

In these situations, it’s important to know how to interact professionally. Not only will this display a high level of maturity to your co-workers and managers, but it can also help you avoid making a bad situation worse.

To work with peers you disagree with, do the following:

  • Listen more than you speak. Diversity of opinions is important, and allowing yourself the time to process what another person wants can help you understand where they’re coming from.
  • Think before you respond. Choose your words carefully when responding to something you disagree with. Doing so ensures that you can justify your arguments in a sincere, respectful tone.
  • Try to find common ground and avoid dragging others into an argument.
  • Avoid personal insults. Discussions should be civil and focus on workplace issues.
  • Ask questions. Sometimes disagreements come from a lack of understanding. Asking questions in a friendly tone can be a good way to steer a conversation into a more positive direction.

Working with people you disagree with can be difficult, but it’s an important part of most jobs. If you are concerned that you and a peer will never get along, consider speaking to a supervisor.

Newsletter Provided by: Hierl's Property & Casualty Experts

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10 creative ways to help working parents

Do you have working parents at your organization? Employers can take an active role to help relieve daily stressors that affect working parents. Continue reading to learn more.


Can working moms have it all? Say goodbye to the broad-shouldered power suits of the ’80s and ’90s. Juggling a career and raising children is no longer a women’s-only issue.

While mothers are now the primary or sole source of income for 40% of American households with children, 75% of employees of all genders report their biggest concern as a working parent is not having enough time for their children. From single dads to same-sex couples, breadwinning moms to full-time working grandparents, the parenting workforce is changing.

No matter a family’s parenting makeup, employers can take an active role to help alleviate daily stressors affecting all working parents in the new, high-demand workplace. Here are 10 ways to do so.

1. Get real about childcare.

One of the biggest challenges working parents face is finding good quality, reliable, affordable care. Employers can help by offering programs and services such as backup childcare, onsite childcare, or dependent care flexible spending accounts. An employee assistance program with comprehensive dependent care resource and referrals, adoption assistance and personal finance services can relieve a lot of the hassle and pressures of finding childcare services for working parents.

2. Offer flexibility.

Many working parents report that the resource they value most is the ability to have some control over where and when they work. A policy allowing for fixed alternative hours, or the opportunity to work at home as needed, can be a big help. Providing the further ability to have some flexibility on a day-to-day basis — whether to get to a parent conference or accommodate a missed school bus — is even better.

3. Make it convenient.

The ability for working parents to get some of life’s necessities taken care of right at the workplace is a huge plus. On-site amenities that employers offer range from big-ticket items like childcare and fitness centers to postal and banking services, take-home dinners to dry cleaning pick-up and delivery, and car washes to oil changes.

4. Help tackle the “hate-to-do” list.

Often without the support of the village, working parents are saddled with overwhelming responsibilities at home and a laundry list of ‘hate’ to-dos. From grocery shopping to laundry services, employers can offer convenient concierge and errand running perks to save employees time, money, and stress in all areas of life, house, and family management. These services help free up golden personal time, so working parents can focus on more fulfilling family experiences rather than constantly catching up on personal tasks and errands.

5. Promote total health.

Being a working parent is stressful. Don’t underestimate the power of wellness offerings to provide much-needed support. From standing desks to yoga classes, walking meetings to meditation rooms, there are many ways to promote a healthy lifestyle at work.

6. Prioritize mental wellness.

Mental wellness should also be a top priority, and employers can partner with an engaged EAP to build strong stress management solutions and reduce the stigma around mental health at work. Mental health support should be confidential and available at all stages of parenting, from pre-natal to post-partum, empty-nesting and beyond. Mental wellness benefits should be promoted year-round and available to all family members.

7. Remember the older kids.

Parenting doesn’t end when children graduate from grade school. Many employers offer programs such as homework hotlines to help kids through their teen years; EAPs can also provide a wide range of resources and referrals on parenting and education. Services and activities like college coaching, financial counseling, and “lunch and learns” with scholarship or admissions experts can be invaluable to parents facing the next adventure.

8. Simplify travel.

Business travel can be hard when you’re a parent, especially of young children. Careful planning can help ensure working parents don’t have to spend precious weekend time traveling or head to meetings that might have been just as effective by phone. Increasing numbers of employers are also offering breast milk storage and shipping services; some even pay for childcare while employees are out of town.

9. Don’t forget the “working” in working parents.

Becoming a parent doesn’t automatically mean losing interest in your career. Leave it up to employees to decide if they want to take up educational or advancement opportunities.

10. Stay inclusive.

Remember that caregiving responsibilities can encompass a wide range of family situations. Make sure programs and policies — as well as communications about them — support fathers, single parents, adoptive and foster parents, same-sex couples and grandparent-caregivers.

Being a parent is a rewarding and enriching experience — but it can also be exhausting and thankless, especially for those juggling work and family. Fortunately, it doesn’t take much to make the workplace a more supportive, less stressful place for working parents, who will likely return the favor with greater productivity, engagement and loyalty.

SOURCE: Krehbiel, E (2 July 2018) "10 creative ways to help working parents" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/slideshow/10-creative-ways-to-help-working-parents#slide-6