How to Develop an Attitude of Gratitude Towards Employees

Employees are more likely to trust their employers who recognize their value. Read this blog post from SHRM to learn how you can develop an attitude of gratitude towards your employees.


Many companies plan to boost employee engagement in 2019. With benefits for both employees and employers, the strategy is easy to understand. What’s more, a strong employee recognition program can set your company apart in a tight job market.

Indeed, we find that demonstrating pride in our employees leads them to take pride in our company. A human-centric approach creates a company culture that puts workers first. Employees are more likely to trust (and feel trusted by) companies that recognize their value.

Putting employees first can also pay big dividends to the bottom line– a strong connection exists between employee trust and company performance. Companies with high degrees of worker trust consistently outperform in terms of productivity, innovation and retention. Happier employees also contribute to a positive company culture.

That positive culture can stretch far beyond the office walls. When job seekers research your company on social media and third-party review sites – something nearly everyone does these days – they will see positive feedback from your employees. This sets your company apart from the crowd and can help attract top talent to your organization.

Creative ways to show you care

When you recognize the value your employees bring, you demonstrate the company’s values of gratitude and appreciation. Don’t just assume employees already know you think they are amazing, show them. Here are some ideas to help you acknowledge employee contributions:

  • Reserve a designated “thank you” time during staff meetings – This provides a chance for managers and team members to express gratitude towards each other.
  • Implement a weekly email “shout-out” campaign – Spread recognition of top performers to the entire firm on a weekly basis.
  • Recognize individual successes with quarterly awards – Prizes for notable achievements and employees who consistently give 110 percent cannot be overvalued.
  • Provide special well-being perks to all – Ideas include reimbursing employees for fitness classes, books or purchases of apps that promote healthy living. Provide periodic yoga classes, chair massages or meditation sessions.
  • Plan special team celebrations after wrapping up a big project – Consider generational differences and crowdsource ideas so employees get something they really want.
  • Arrange annual team retreats packed with fun activities.

When companies celebrate their employees, everyone wins. Employees are happier. There is less burnout and turnover. We have seen a myriad of bottom-line benefits from on-going employee appreciation programs at Indeed. Recognition truly transforms workers, teams and companies.

SOURCE: Wolfe, P. (4 April 2019) "How to Develop an Attitude of Gratitude Towards Employees" (Web Blog Post). Retrieved from https://blog.shrm.org/blog/how-to-develop-an-attitude-of-gratitude-towards-employees


HR’s newest mission: Building a culture of trust

Fifty-eight percent of people report that they trust strangers more than their own bosses, according to a Harvard Business Review survey. Continue reading this blog post to learn more about building a culture of trust.


NEW YORK -- In an environment of workplace uncertainty and change, building or even just maintaining trust can be a herculean task for employers.

Indeed, 58% of people say they trust strangers more than their own bosses, according to a Harvard Business Review survey. Trust is a critical component to creating a happy and effective workplace, Andrew Ross Sorkin, co-anchor of CNBC’s “Squawk Box,” said Tuesday at CNBC’s @Work Talent and HR event in New York City.

So how can HR professionals build employee trust? It begins with getting them to believe they have their employees’ best interests at heart.

“I don’t think we’d ever be satisfied until everyone felt that way,” said Jayne Parker, senior executive vice president and CHRO at the Walt Disney Company. “We do a lot of research to look at this because we know how important trust is.”

About 30% of workers aren’t happy with their jobs, according to a recent CNBC/SurveyMonkey survey. Factors contributing to an employee’s sense of work satisfaction are pay, opportunity, autonomy, recognition and meaning, Jon Cohen, SurveyMonkey’s chief research officer, said during another session at the event.

“Workers want to trust their managers and believe they want them to succeed,” Cohen said. “Of the employees who don’t trust their boss, two-thirds said they’d consider quitting.”

With a company the size of Disney, developing teams and building trust within those individual units can translate to overall company trust. Disney has worked hard, Parker said, to make sure employees can say, “I trust the person I work for. I trust they’ll treat me with sincerity.”

Indeed, 65% of employees who don't trust their direct supervisors to provide them opportunities to advance their careers have considered quitting their jobs in the last three months, according to the survey, which was discussed at the event. Conversely, just 17% of people who trust their supervisors "a lot" to advance their career have considered quitting.

SurveyMonkey asked 9,000 U.S. workers whether they were satisfied with their jobs; 85% of respondents said they were “somewhat satisfied” with their work. However, these results shouldn’t give employers comfort, says Cohen. Those employees still have plenty of reasons to look for new jobs — uncertainty being one of them.

“The happiness people report at work is real, but the anxiety is real too,” Cohen says.

Disney recently closed its $71.3 billion deal to acquire large swaths of Fox’s entertainment segment. As such, there is insecurity within the offices of both entertainment giants, Parker explained.

As the closing date approached, reports started circulating that employees of both companies were expecting layoffs. In a situation like this distrust starts to emerge and people begin to ask “backstabbing questions,” Parker said. Employees want to know who will have their back. It’s up to the employer to be as transparent as possible and be honest that there will be changes made.

The employee may not happily skip off after this conversation, but they can have a better understanding of what is going on, easing the tension of the situation.

“We spent the past year focusing on sincerity and authenticity,” Parker said of the merger. “We have to be honest that there is going to be change in the company.”

SOURCE: Schiavo, A.; Webster, K. (3 April 2019) "HR’s newest mission: Building a culture of trust" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/hr-mission-to-build-a-workplace-culture-of-trust?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


7 ways employers can support employee caregivers

Research from Harvard Business School revealed that 73 percent of employees in the United States act as caregivers for a child, parent or friend. Read this blog post from Employee Benefit News for seven ways employers can support employee caregivers.


The number of caregiving adults in the U.S. has reached a tipping point.

As the baby boomer generation gets older, an increasing number of people in the workforce are taking on the role of unpaid caregiver for a family member or friend. Many also are in the midst of raising their own children, which means they’re pulled in many different directions, trying to keep up with work commitments and family responsibilities. In fact, according to researchers at Harvard Business School, 73% of employees in the U.S. are caring for a child, parent or friend.

What do all these statistics point to? They mean that employers have an opportunity to play a role in helping employees balance these often competing priorities.

The Harvard study highlights the impact of employee caregiving responsibilities on the workplace. While only 24% of employers surveyed believed employee caregiving influenced their employees’ performance at work, 80% of the employees who were surveyed admitted that caregiving had an effect on their productivity at work and interfered with their ability to do their best work.

The survey also found that caregiving can affect employee retention, with 32% of the employees surveyed saying they had left a job because of their caregiving responsibilities. In addition, employees who are caregivers are more likely to miss work, arrive late or leave early, which affects not only productivity, but also the employees’ ability to progress in their careers.

Employers can take a proactive role in supporting employees who are caregivers. That support, in turn, can have a positive effect on productivity, morale and employee retention. Here are seven strategies employers should consider.

Create an organization-wide understanding of the challenges caregivers face.

Employees who aren’t sure that their managers and leaders would understand the juggling they’re doing and the stresses they face are more likely to not only have problems at work, but — because they face high stress levels trying to get everything done at home and work — they also are at higher risk for a number of health problems such as depression and heart disease. By creating a culture that allows employees to openly express their challenges and ask for support, employers can not only keep employees healthy and productive, they also can reduce secondary costs associated with decreased productivity and chronic health problems.

Know what challenges employees face.

Regular employee surveys can help employers assess employees’ needs in terms of caregiving and tailor the benefits the organization offers to help meet those needs.

Communicate the benefits that are available.

In many cases, employers already offer programs and benefits that can help employees who are caregivers such as an employee assistance program and referral services for finding caregivers who can help when the employee isn’t able to. However, many employees aren’t aware these programs are available, so it’s important to continuously share information about them in company newsletters, emails and at meetings.

Consider flex time and remote work options.

Depending on the employees’ work responsibilities, employers can offer flexible work arrangements that allow employees to work different hours or to telecommute for a certain number of days per week.

Change the approach to paid time off.

Rather than dividing paid time off into vacation days, sick days and personal days, consider grouping all time off into one category. That allows employees to take time off for caregiving as needed. A growing number of companies, including Adobe, Deloitte, Bristol-Meyers Squibb and Coca-Cola, are also offering paid family leave benefits so that employees can take time off to provide care.

Connect employees with resources.

Beyond an EAP and referral services, employers can offer programs that connect caregivers with resources for both their caregiving role and for the self-care they need to remain healthy and able to handle both job and caregiving roles better. Those resources can include:

Beyond an EAP and referral services, employers can offer programs that connect caregivers with resources for both their caregiving role and for the self-care they need to remain healthy and able to handle both job and caregiving roles better. Those resources can include:

  • Advisory services that help employees connect with healthcare providers for their parents, children and themselves
  • Nurse managers, case managers and geriatric care managers who can help employees who are managing the care of a family member who’s living with a serious health condition or disability
  • Advocates who can help employees who are dealing with complex insurance claims for the person they care for, planning for long-term care, or managing the legal and financial complexities that can arise when a parent or spouse dies

Internal caregiver resources groups that bring together employees who are dealing with the issues surrounding caregiving so that they can share ideas and experiences

Measure how well your support is working.

The first step to supporting caregivers in the workforce is to implement policies, programs and benefits that offer them the tools they need to balance work and caregiving. An equally important second step is to regularly review what is offered, how much the offerings are used, and by which employees. Ask employees for feedback on how effectively what the organization provides is in helping them with issues they face as working caregivers and solicit ideas for new approaches and tools they’d like to have.

SOURCE: Varn, M. (25 March 2019) "7 ways employers can support employee caregivers" (Web Blog Post). Retrieved from https://www.benefitnews.com/list/7-ways-employers-can-support-employee-caregivers


Shifting from Employee Engagement to Employee Experience

When it comes to the busy workplace, it is not uncommon for employees to get bogged down in their daily tasks and overlook several key elements surrounding their healthcare and personal needs. Fortunately, there are ways to gather all your eggs in one basket and alleviate stress and surprise.

In this installment of CenterStage, Tonya Bahr, a benefits advisor at Hierl Insurance, Inc., weighs in on three key things employers and HR professionals should keep in mind when establishing their agenda:

  • Offering employees an experience when it comes to their benefits
  • How to sweeten your current coverage options to attract new talent
  • How to control the mental well-being of your employees

How Does Investing in Employee Experience vs Employee Engagement Offer a Leg-Up on Competition?

If customer experience is the total of all interactions that customers will have with your company, then employee experience is your workforce’s relationship with your business. This encompasses all interactions they will have with you, from their potential recruit to their final days as an employee. A happier workforce is just the tip of the iceberg when it comes to the benefits of embracing employee experience rather than simply engaging or “urging” them to comply with the standard company operating procedures. Tonya noted employees forget their benefits if they have not utilized them in a while.

A survey from Gallup discovered 87% of employees worldwide are not engaged, but companies with high engagement outperform their competitors by 147% in earnings per share (HR Exchange Survey). As a result, companies that are looking to gain an edge on the competition should consider the importance of their employees when it comes to getting ahead. For those looking for a place to start, Tonya recommended the following:

About Your Expert:

Tonya has a passion for educating business owners and employees on benefit options, helping them make decisions that best fit their personal and financial objectives.

Tonya Bahr,
Benefits Advisor

01. Creating A Dialogue

Improving employee experience is a two-way conversation – it requires the need to listen to your people and have that conversation regularly. Companies need to look beyond outdated practices and toward annual surveys in favor of creating a community and having regular ongoing dialogue that drives the kind of engagement that employees want.

Gathering employees and visiting topics such as the utilization of telehealth and discounted urgent care visits are two ways to get employees talking. This not only provides the open feedback that thrives within a strong work environment but also triggers other employees to explore their plans and see if they receive the same options.

Sparking conversation within your company will additionally encourage employees to shop around for lower cost alternatives to hospital and doctor visits. Unlike buying a new car or searching for a new TV to purchase, Tonya noted employers and employees just aren’t doing their homework for the best options available – ultimately costing them in unnecessary expenses.

02. Go Beyond the “Feel Good” Offerings

Perks such as gym memberships and free lunches have become common practice for companies looking to brand themselves as a great employer. However, it is important to understand these tactics aren’t the answer when it comes to employee experience but rather an engagement strategy. Modern employees want to work in a great environment and want to know their contributions are valued through benefit offerings like discounted healthcare.

For anyone looking to unlock the power of employee engagement through benefits, the time to act is now. With the number of companies catching on to the importance of customer experience, it will not only help you gain an edge on your competition but make your company a favorable place to work – the definition of a ‘win-win’.

Why Hierl?

At Hierl Insurance, we love what we do, and this includes a partnership with you in mind. We understand the demands of each client are unique, so we craft your options to fit your business perfectly, creating a different story for each client.

We believe it is okay to like your experts, such as Tonya Bahr, who is standing by waiting to greet you with a warm welcome. Together, we can devise a blueprint to turn your company’s dreams into reality.

To speak with Tonya, contact her today at (920) 921-5921 or by email at tbahr@hierl.com.


In Pursuit of a Better Meeting

Are you in pursuit of a better meeting? While making meetings more fun than your annual office holiday party may be impossible, it is possible to lessen the dread and increase morale. Read this blog post from UBA to learn more.


Groans and sighs often greet the ping of a meeting invite hitting an inbox. While it may be impossible to make meetings more fun than the office holiday party, it is possible to lessen the dread, increase morale, and improve the results of a meeting.

Complaints about meetings are often justified, including wasted time, the same voices dominating the conversation time after time, and no follow-up or action plan after the meeting. Another issue, according to the Harvard Business Review, is that managers often rank the effectiveness of their own meetings much higher than attendees do, 90 percent of whom report daydreaming and nearly three-quarters of whom use the time to do other work.

Despite the challenges, meetings do have benefits beyond getting the to-dos done! They can bring people together for a change of pace, improve communication overall, and create a more cohesive team.

Want to empower your leadership and avoid being one of the almost 8 in 10 who thinks their meetings are going great when attendees beg to differ? Here are some things to consider.

Before

Be sure to set attendance, an agenda, and the tone for your meeting. Consider who is essential and get the meeting on their calendar but spare other people. If you want many opinions, open it up to more people after that. A leaner meeting may be more productive and allow critical voices and ideas to have the time and space to collaborate and percolate.

Sending out an agenda ahead of time not only shows you’re prepared, it helps everyone prepare. Prime the problem-solving pump by putting the topics up for discussion into everyone’s minds ahead of time. Plus, once the meeting is started, an agenda helps keep things on track. In an article on the power of a well-run meeting, the New York Times calls a great agenda a compass for the conversation, helping guide a drifting discussion back on course.

If you are calling the meeting, be sure to make the agenda yourself and take the time to plan for a successful gathering. Don’t delegate crafting an agenda but, maybe, says The Balance Careers, ask for input. A call for ideas or dedicated time to brainstorm helps set a positive, inclusive tone for the meeting. Culture starts from the top, so show you value both the time you’ll spend together and everyone’s potential contributions.

During

Meetings that are a routine part of the schedule can become too routine. Ask everyone to pick a different seat, bring in an outside expert or unexpected snack to mix things up. Try a brainstorming activity, an ice breaker, or a walking meeting outside instead of the conference room. There’s no need to get gimmicky, but a little variety can go a long way.

Consider the pacing of your meeting and always allow for silence. Introverts or team members who prefer to fully process an idea before sharing will be more likely to contribute if some thinking time is offered before diving into the sharing. Remember that agenda? Don’t cram it so full that it removes any time for serendipity. And if no lightning strikes, the team will enjoy a meeting that ends early instead of runs late.

As the leader of a meeting, once you’ve shared the agenda, then it’s time to share the air. If you lead with your ideas, they may be the ones that win even if better ones exist. Rather than dominate the discussion, set some ground rules and let others talk. Facilitation is an art form the best leaders work to master.

After

Follow up with a recap and next steps once the meeting has wrapped. Employees will be understandably frustrated if they feel like their time or ideas met a dead end. Knowing their contributions were valuable and that there is an action plan helps employees invest in the next meeting.

Meeting leaders shouldn’t fear feedback. Sending an anonymous survey, asking for suggestions, and keeping an open mind about ways to improve can help your leadership and your team’s attitude toward meetings.

A regular audit of your meetings and meeting schedule is a smart tip. How much do you talk versus other team members? Were attendees focused? What meetings really need to stay in 2019? What can you cancel and bring back if needed? Trimming the schedule can be a great start, but experts caution against assuming no meetings is the way to go.

Additionally, one coach recommends via an article in Forbes that one meeting always stay on the schedule, especially for new managers. A weekly one-on-one with direct reports is an essential way to hear what they need to succeed and take some time to plan. Face time is important for employees, certainly, but it’s also a chance for meeting leaders to solicit genuine feedback about meetings. That’s one way to make meetings come full circle!

Read more:

How to Run a More Effective Meeting

How to Lead Effective Team Meetings

Ten Things New Managers Need to Know

Why Your Meetings Stink—and What to Do About It

SOURCE: Olson, B. (26 February 2019) "In Pursuit of a Better Meeting" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/in-pursuit-of-a-better-meeting


Dispelling the stigma around mental health disorders in the workplace

The Anxiety and Depression Association of America stated that nearly six in 10 U.S. workers reported that anxiety impacts their performance in the workplace. Read this blog post to learn more about the stigma associated with mental health disorders in the workplace.


It’s no secret that poor mental health impacts employee performance. Anxiety disorders, for example, affect 40 million adults in the U.S. each year, and nearly six in 10 American workers report that anxiety impacts their workplace performance, according to the Anxiety and Depression Association of America.

But because of the stigma often associated with mental health disorders, employees might not be using the benefits and programs clients have in place to help address the problem. That’s why just having programs in place isn’t enough, experts say. Instead, employers need to help remove the stigma of mental health conditions by creating a culture of inclusiveness in the workplace and forming employee resource groups.

Employers including Johnson & Johnson, Trulia and Verizon Media are doing just that, company executives said during a webinar last week hosted by the National Alliance of Healthcare Purchaser Coalitions.

When Margaux Joffe, associate director of accessibility and inclusion at Verizon Media, started working on a proposal to form a mental health-focused employee resource group (ERG), dispelling stigma and empowering workers was one of her first priorities.

“We wanted to create a paradigm shift,” she said, speaking as part of the webinar. “Growing up, you’re taught to think you’re ‘normal or not normal;’ you’re mentally ill or you’re not. We started with the idea there is no such thing as a ‘normal brain’ as we’re increasingly understanding neurodiversity in the human race.”

A lot of people with mental health issues don’t necessarily identify with the word disability, added Meredith Arthur, content marketing manager at Trulia.

“We struggled around removing the word disability because there was a desire to face the stigma and take it on,” she said of Trulia’s ERG. “Ultimately, we wanted to reach as many people as we could. We wanted to be sharper in our focus on mental health.”

Trulia expanded its ERG statement of purpose from just focusing on mental health education and awareness to advocating for the needs of different abilities.

Joffe said putting in place an ERG for mental health at Verizon was done with the support of senior leadership. “We’ve been lucky to get a lot of support from the company for ERG,” she said. “A common challenge that exists across the board is lack of organization readiness.”

Readiness is a huge component of success in mental health programs, added Kelly Greenwood, founder and CEO of Mind Share, a nonprofit organization addressing the culture of workplace mental health.

“It is so important to achieve true culture change,” she said. “Oftentimes we work with leadership first and do workshops for executive teams before rolling them out to the company to really get that buy-in and understanding from the top down to build a transparent culture.”

At Johnson & Johnson, it took the company about nine months to get its ERG program up and running. “There was a lot of conversation internally if it should be its own ERG for mental health or integrated into another employee resource group,” said Geralyn Giorgio, talent acquisition change management communications and training lead at the pharmaceutical and consumer packaged goods manufacturing company.

At that time, she said, the company had an ERG called the alliance for disability leadership. The decision was made to put mental health under that ERG umbrella. “Since than happened, there were a lot of [employees] not seeing themselves in this ERG. We felt strongly we had to rebrand the ERG, and we went live last year, using the name alliance for diverse abilities to make it more inclusive,” she said.

This year, Giorgio said, the company will work to empower managers to handle mental health conversations.

“If you have a manager open to the conversation, [employees] have a different experience than someone whose manager is ill-informed,” she said. “That’s something we need to focus on this year — helping our managers feel more comfortable with having the conversation.”

SOURCE: Otto, N. (12 March 2019) "Dispelling the stigma around mental health disorders in the workplace" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/news/dispelling-workplace-mental-health-stigma?brief=00000152-146e-d1cc-a5fa-7cff8fee0000


Tackling Workplace Bullying

According to recent research, about 75 percent of U.S. employees have been impacted by workplace bullying. Continue reading this blog post from UBA to learn how employers can tackle workplace bullying.


A recent study reports more than half of employees in global businesses witnessed or experienced workplace bullying. While that’s alarming, research focused on the U.S. says closer to 75 percent of employees have been impacted by workplace bullying.

What are some of those impacts? Individuals experiencing bullying report increased stress, depression, lower self-esteem and disengagement. A company culture that allows workplace bullying to go unchecked is a culture that will struggle with overall retention, productivity and worker satisfaction. While the social-emotional and productivity impacts are not to be ignored, studies cited in Safety and Health Magazine also show an increased risk of cardiovascular disease at rates rivaling diabetes and drinking as risk factors.

Given these impacts, it’s not surprising workplace bullying is getting significant attention from both researchers and the popular press. While it would be easy to assume, then, that solutions are being proactively developed, that’s not always the case. Several factors impact HR and other company leadership’s ability to aggressively tackle this hot topic.

One challenge is that workplace bullying can be seen as harmless, unintentional, or a matter of subjective interpretation. To counter that, the Workplace Bullying Institute says to look for deliberate behavior or language that is repeated, harmful, intimidating, insulting, humiliating or sabotages the target according to an article in Entrepreneur. When looking, it’s also important to look up and down the corporate ladder. This kind of workplace problem can come from a coworker or a misuse of power by a manager or leader.

According to an article in The HR Director, while more than 9 in 10 businesses want to make feeling safe a hallmark of employee wellbeing, only 1 in 10 is doing something about it. One reason so few are taking action is due to a disconnect about who should take the lead. Senior management skews toward expecting HR to take the lead, but most employees think management should be leading. A first critical step, then, is determining if employee psychological safety is a priority and then empowering a department or team to do something.

Once your team is ready, here are five steps to take.

Establish policies against bullying and to address allegations if you don’t already have them. If you do have policies, take meaningful time to assess and improve them. Consider your social media policies as well. Not all workplace bullying happens at a physical place of work. Much happens online.

Educate employees on new or existing policies. Employees who know there are clear systems in place are more satisfied and more likely to get help. Consider onboarding education for new employees and how you can let them know you’re a company with a plan in place. Formal training that addresses bullying and how to intercede as a bystander can put everyone on the same team.

Empower employees to report bullying. Many people who experience workplace bullying are unsure if they should report it, worried they’ll get in trouble if they do report it, and aren’t comfortable reporting it because they’re being bullied by a supervisor or manager.

Explore how your workplace works for gig economy freelancers and contractors. It’s important to decide how your HR department will acknowledge and deal with their bullying concerns. Are they less likely to report something you should know about because they have less job security or don’t feel protected by policies?

Exemplify the type of behavior you wish to see, says Forbes. Workplace civility and culture start at the top, and managers set expectations. Take claims seriously, behave in respectful, authentic ways, and you’re on your way to a better experience for your employees.

Read more:

Workplace bullying is not going away

Here Is Why We Need To Talk About Bullying In The Work Place

Five Ways To Shut Down Workplace Bullying

Study shows workplace bullying rivals diabetes, drinking as heart disease risk factor

Effectively Addressing A Workplace Bully

SOURCE: Olson, B. (19 February 2019) "Tackling Workplace Bullying" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/tackling-workplace-bullying


7 employee engagement trends gaining momentum

A recent Gallup survey reports that organizations with highly engaged employees outperform the competition by 147 percent in earnings per share. Continue reading for seven employee engagement trends that are gaining momentum.


Employee engagement is top-of-mind in the HR industry these days. In many ways, it might be one of employers’ biggest pain points. In this tight job market, it’s easier for employees to jump ship — and that’s a big headache for HR. Employers now are working more diligently to retain their key talent who are apt to go elsewhere to seek the working environment they desire.

According to the Society for Human Resource Management, it costs a company, on average, six to nine months of an employee’s salary to replace her. So, for an employee making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses. Others predict the cost is even more: That losing a salaried employee can cost as much as twice their salary, especially for a high earner or executive-level employee.

Think about it. Salary and benefits are important, sure. But in this job market, employees can find what they are looking for in a compensation package. So, what makes the difference? It’s employee engagement — the extent to which an employee’s personal goals and interests align with the vision and goals of the company.

Organizations with highly-engaged employees outperform the competition by 147% in earnings per share, according to Gallup. More companies are realizing the effect that improved employee engagement is having on employee performance, retention and productivity. A G2 Crowd survey reported that in 2019, companies will increase their spending on employee engagement by 45%.

This year has all the makings of being a pivotal year for employee engagement with retention being equally, or even more as important, as recruitment. HR professionals, and companies as a whole, need to review employee engagement practices to make sure their strategy impacts retention, production and performance.

What’s ahead in 2019 for employee engagement? Here are my predictions.

Employers will put much more focus on employee engagement. An analysis from PwC says the new standard for employee engagement is fulfillment — the feeling people have when their work and their motivations are aligned and they gain a sense of meaning and purpose as a result. Others say it’s the employee experience — that it’s more than better perks and benefits. It’s ensuring that employees have positive, meaningful interactions with the organization at every step. Whether it’s employee engagement, fulfillment or experience, 2019 is going to see more employers, and the industry itself, paying much more attention to employee engagement.

Flexibility will be all-important. Millennials, the largest generation in the workforce, have made it loud and clear that they want more workplace flexibility including the ability to shift work hours (such as starting the day earlier or later) and working from home one or two days a week. Turns out that non-millennials are saying the same thing. Look for companies to incorporate more flexibility into company policies this year.

The annual performance review continues to be on its way out. The trend away from the annual performance review in favor of more frequent, real-time reviews and informal feedback will start to take hold in 2019. Ongoing communication is a much more effective tactic. Millennials, in particular, like at least monthly review format/commentary. In addition, steps for development, growth and mentoring can influence an employee’s satisfaction and desire to stay with the company.

Employee appreciation will move to a year-round activity. Call it what you want — recognition, appreciation, etc. But it’s not about an end-of-year holiday party or an employee of the month recognition. And it doesn’t have to always be about the cost of doing it — a manager’s thanks and lunch brought in at the end of a big project can go a long way. This year will see more attention to demonstrating employee appreciation on a year-round basis and rethinking the ways in which we can show it.

Companies will add benefits that satisfy employee lifestyle needs. Employee engagement no longer is one-size-fits-all. Employees have various lifestyle needs that companies can address that show they care about employee life stages. For example, more attention is being paid today to the needs of nursing mothers, and many companies are providing lactation services. For example, Goldman Sachs last year started paying for nursing mothers to ship breast milk to their homes when they travel. PwC introduced a phased return-to-work program following parental leave. Look for companies to identify and add more unique benefits in 2019 that show their employees they care about their life stages.

Employers will take a much more holistic approach to wellness. Gone are the days when employee wellness meant providing a gym membership and orchestrating an internal health fair. In recent years we have seen companies start broadening their wellness approach. Happy, healthy employees are generally engaged employees and that involves addressing all aspects of wellness. According to the University of Maryland, there are eight mutually-interdependent dimensions of wellness — physical, mental, emotional, social, occupational, financial, purposeful and environmental. They don’t have to be equally balanced, and employers likely can’t address all of them. 2019 will see employers studying the holistic wellness approach and making changes that fit their particular organization and their employees the best.

Gamification will be adopted more widely. Whether it’s for onboarding, benefits communication/understanding, wellness programs or other employee engagement tactics, gamification will be considered and adopted more widely this year. Gamification techniques can be used as well to increase use of intranets, social media platforms and mobile communication. Look for employers this year to create more apps and digital games to increase employee engagement.

Employees who feel their companies care about them are more engaged and dedicated to company success. Those of us in HR need to pay as much attention to employee engagement this year as we do to compensation and benefits in order to succeed with employee retention.

SOURCE: Roberts, R. (13 February 2019) "7 employee engagement trends gaining momentum" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/these-employee-engagement-trends-are-gaining-momentum


4 ways to help employees make better choices about what they eat

How often are there doughnuts, chips, soda, etc. in the break room? According to the RAND Corporation, 60 percent of Americans suffer from at least one chronic condition. Continue reading to learn more.


Doughnuts in the conference room. Soda and chips from the vending machine. Cookies in the office kitchen. A recent CDC study of employees across the U.S. found that the foods people get at work tend to contain high amounts of salt, sugar and empty calories.

When people are busy and on-the-go — a common reality for full-time employees who spend more than a third of their day at work — it’s all too easy to fall into poor eating habits. And poor eating habits contribute to poor health. According to a RAND Corporation Study, 60% of American adults suffer from at least one chronic condition (like diabetes or high blood pressure) and 42% have more than one. These conditions are costly, and not just for individuals themselves. The CDC estimates that productivity losses related to health issues cost U.S. employers $1,685 per employee per year, or $225.8 billion annually.

For employers that care about wellness, improving food and beverage offerings represents an untapped opportunity: Better nutrition at work can not only have a powerful impact on employee health but also contribute to a happier, more focused and productive workforce. Making large-scale changes across an organization is not always easy, however, especially when it comes to ingrained habits and preferences. What can today’s employers do to incentivize their employees to make healthier choices?

1. Make healthy food and beverages a benefit.

According to Deloitte’s 2018 survey on Global Human Capital Trends, 63% of employees surveyed cited healthy snacks as something they value highly when it comes to wellness. People want to eat healthier, which is great, but when they are busy, they’ll pick up what’s easy and available. And in too many of today’s offices, that means vending machines and office kitchens stocked with ultra-processed foods high in sugar and salt. Not only are these items unhealthy, they can also lead to sluggishness and lethargy as blood sugar levels spike and then crash.

It’s pretty simple: When more nutritious offerings are readily available — and especially if they are free or subsidized — people are more likely to try them. Companies that offer high-quality food and beverages as a benefit will reap rewards not just in terms of a healthier and more productive workforce, but also in attracting and retaining people, like millennials, who value wellness and appreciate the fact that their employer is investing in their health and happiness.

2. Get personal.

Different people have different drivers and different needs. This is why a one-size-fits-all approach to changing habits rarely works. Before making big decisions about your company’s food and beverage services, ask questions: Are some people on special diets or do they keep unusual schedules? What do people like and dislike about current available options? What kinds of foods and drinks do they wish were offered, but aren’t?

With a better understanding of habits, preferences and what drives people to the kitchen or break room in the first place (boredom? low energy? social time?), employers can begin to build a food and beverage profile that’s tailored to their workforce’s individual needs and thus more likely to be embraced.

3. Consider the “psychology” of snacking.

People don’t always make rational decisions — even more so when they are tired, stressed or “hangry.” But when corporations make the healthy choice the easy (and delicious!) choice, it helps. Everything from where snacks and drinks are positioned — are the more nutritious options at eye level? — to the design of kitchen and break room spaces can make a difference in promoting better eating habits.

For example, kitchen spaces that are attractive, comfortable and inviting encourage people to take a little more time and put more thought into selecting their snacks, and can also serve as a welcome place for people to connect with each other and de-stress. Taste is another important consideration. People sometimes assume that healthy food won’t taste as good as the bad stuff, but this is often just a misconception. Special tastings or fun office activities like offering a “snack of the week” can get people to try more nutritious options and see for themselves that they can be just as — if not more — delicious than what they were eating before.

4. Nudge, don’t push.

Don’t expect people to move from potato chips to veggie and quinoa salad overnight. Organizations that start with a few key changes — replacing sugary sodas with flavored water, for example, or swapping out highly-processed snacks and foods with similar, but more nutritious options — will face less initial resistance, and can then build up their healthy offerings over time. Every workplace has their guilty pleasures, whether it’s a specific brand of soda or a favorite candy. Rather than turning people off by taking their “comfort snacks” away, sometimes the best approach is to simply add healthier alternatives and then wait for people discover on their own that these can be equally fulfilling and delicious, and most importantly, make them feel better too.

Workplace wellness initiatives continue to grow in popularity, but there are still questions about whether these programs are as effective as they could be. While health screenings, smoking cessation programs and gym memberships are a good start, corporations shouldn’t overlook a key driver of good health — what their people eat and drink. Providing easy access to a great diet at work is a smart strategy for improving wellness, and one that employees will come to appreciate as a valuable benefit. Plus, healthy, enthusiastic and energized people makes for a much happier and more productive workplace — a win-win for employees and employers alike.

SOURCE: Heinrich, M. (3 January 2019) "4 ways to help employees make better choices about what they eat" (Web Blog Post). Retrieved from https://www.benefitnews.com/list/4-ways-to-help-employees-make-better-choices-about-what-they-eat?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


4 ways to help employees master their HDHPs in 2019

How can employers help their employees better understand their High Deductible Health Plans? Whether your employees are HDHP veterans or newbies, there are things companies can do to help improve employee understanding. Read on to learn more.


With 2018 in the books, now is a great time to give HDHP veterans and newbies at your company some help understanding — and squeezing more value out of — their plans in 2019.

Here are four simple steps your HR team can take over the next few months to put employees on the right track.

1. Post a jargon-free FAQ page on your intranet

When: Two weeks before your new plan year begins

Keep your FAQ at ten questions (and answers!), maximum. Otherwise, your employees can get overwhelmed by their health plans and by the FAQ.

When writing up the answers, pretend you’re talking directly to an employee who doesn’t know any of the insurance jargon you do. Keep it simple and straightforward.

Make sure your questions reflect the concerns of different employee types: Millennials who haven’t had insurance before, older employees behind on retirement, employees about to have a new kid, etc. To get a clear sense of these concerns, invite a diverse group of 5-7 employees out for coffee and ask them.

Some sample questions for your FAQ might be:
• Is an HSA different from an FSA?
• Do I have to open an HSA?
• How much money should I put in my HSA?
• This plan looks way more expensive than my PPO. What gives?

2. Send a reminder email about setting up an HSA and/or choosing a monthly contribution amount

When: The first week of the new plan year

When your employees don’t take advantage of their HSA not only do they miss out on low-hanging tax savings, your company misses out on payroll tax savings, too.

So right at the start of the new year, send an email that explains why it’s important to set up a contribution amount right away.

A few reasons why it’s really important to do this:

  • You can’t use any HSA funds until your account is fully set up and you’ve chosen how much you’re going to contribute.
  • If you pay for any healthcare at all next year, and don’t contribute to your HSA, you’re doing it wrong. Why? You don’t pay taxes on any of the money you put into your HSA and then spend on eligible health care…which puts real money back in your pocket. (Last year, the average HSA user contributed about $70 every two weeks and saved $267 in taxes as a result!)
  • There’s no “use it or lose it” rule! Any money you put into your HSA this year is yours to use for medical expenses the rest of your life. And once you turn 65, you can use it for anything at all. A Mediterranean cruise. A life-size Build-a-Bear. You name it.

3. Give your HDHP newbies tips on navigating their first visit to the doctor and pharmacy

When: The week insurance cards are mailed out

When employees who are used to PPO-style co-pays realize they have to pay more upfront with their HDHP, they can get…cranky. And start to doubt their plan choice — or worse, you as their employer choice.

So set expectations ahead of time to avoid employee sticker shock and to prevent you from getting an earful. Specifically, remind employees which types of visits are considered preventative care (and likely free) and which aren’t. Then explain their options when it comes to paying for — and getting reimbursed for — the visit.

4. Share tips on saving money on care with all your HDHP users

When: Any time before the end of the first quarter of the year

Specifically, you might recommend that your employees:

  • Check prescription prices on a site like Goodrx.com before they buy their meds
  • Visit an urgent care center instead of the ER, if they’re sick or hurt but it’s not life-threatening
  • Use a telemedicine tool (if your company offers one) to get free online medical advice without having to leave their Kleenex-riddled beds

Sure, following this communication schedule requires extra elbow grease. But if you defuse your employees’ stress and confusion early, they’ll feel more prepared to take control of their healthcare and get the most out of their plans. And as a bonus, you and your team get to spend less time answering panicked questions the rest of the year.

SOURCE: Calvin, H. (2 January 2019) "4 ways to help employees master their HDHPs in 2019" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/4-ways-to-help-employees-master-their-hdhps-in-2019