The workforce has changed tremendously since the start of the pandemic in 2020. According to studies, approximately 41.8% of the American workforce worked remotely during the start of the pandemic, but that has since fallen to about 22%. Still, millions of people still work from their home offices, kitchens, or living rooms. Since this transition, many employers have tried to keep positive company culture alive. To achieve this, employers started asking employees to turn on their cameras during meetings. However, this raised employees’ concerns about privacy. Some argue that they must share their homes and personal lives with others when the camera is on. They say that this is not only an issue of privacy but that this requirement should be illegal. Well, is it?
Category: Human Resources
When you carefully create a work schedule based on people’s availability, it’s frustrating when employees don’t show up for their shifts. It’s even more frustrating when employees don’t notify anyone about their absence because this leaves you understaffed and stressed out. Here’s how to handle a no-call/no-show employee, legally:
Good employees are the champions of your business. Their uniqueness and skills bring special qualities that help your company prosper. It can therefore be difficult to lose these types of high-quality individuals when they move on to other career opportunities. It’s challenging to see them go, but it’s even more challenging to replace these employees. No matter how much time you have to prepare for their departure, it’s often still difficult to find someone to fill their shoes. Replacing employees is also costly in many ways: it will take time, it will take funding, and it will take a lot of effort.
In the workplace, you’re bound to meet people with ideas and values that diverge from your own. Many employers work hard to create diverse teams, as it enhances creativity, improves decision-making, increases profitability, and amplifies engagement. There’s no question that a diverse staff improves company culture, increases retention, and promotes growth; however, diversity can come with serious downsides when employees clash with a coworker’s personal values and beliefs.
If you’re reading this, chances are you’ve either just hired a remote employee, or you’re thinking about hiring a remote employee. Just as you’d have to do with an in-office employee, you’ll need to show your new virtual employees the ropes so they can be successful. Through careful consideration and organization, you can successfully onboard a remote employee without the headaches. How do you effectively bring someone onto your team that you’ve never met in person? We’ll tell you how:
We live in a new age where nearly all office-based employees are working from home. There’s no question that telecommuting has grown tremendously in the past decade, but the coronavirus’ impact on the workplace has heightened its growth over the past few months. As some offices transition from temporary to more permanent home-based work, it’s time to think about something more than just managing your remote workforce. Now that you’ve abandoned previous in-office practices or you’ve considered hiring remote employees, you need to know how to hire new employees in a virtual environment and bring them onto your team successfully.
Many businesses are facing economic hardships now that the coronavirus has considerably slowed consumer spending. Without an influx of income, many business owners made tough decisions to cut employee hours and pay throughout the past few weeks. As a result of this change, anxious employees try to figure out how to balance their new financial situations. In response to coronavirus’ economic effect on businesses, the federal government took action to provide relief.
The holiday season is among us, which means that it’s the season for raises, bonuses, and more. A lot of employees have expectations this time of year because many employers provide extra perks. Employers might give extra pay as incentive to work during the holidays, cash bonuses, extra time off, and more. With all of these different policies implemented by businesses, employees aren’t sure what they’re actually entitled to. What can employees expect when they work on a holiday?
If you’re an employer, an acquisition is a good thing. This means that your business gained so much revenue and popularity that another larger company sees its potential and purchases it. If you’re an employee, you may have a different mindset about acquisitions. Unlike employers, employees often do not sit back and relax when they hear about this transition. After an acquisition, employees are nervous about their job security, and rightfully so. All of these changes cause confusion and nervousness among employees, and that’s why we’re here to clear things up:
Losing an employee is a confusing and painful time for many people. When a colleague passes away, employers not only grieve the loss of their team member, but they also have to figure out how to move the business forward. Although it feels like it’s not the best time, the business does have to take steps to ensure that the job position is filled again and that the necessary paperwork is taken care of. One of the first things that needs to be handled is the employee’s final wages. What does one do with their final paycheck? What happens to time off? And what taxes should be filed?
If you’re familiar with the hiring process, you know how long it takes to find a good candidate for an open position. Can you really be sure that this person is right for the job? Although someone you hire may seem like the perfect fit, there is no guarantee that they will perform the way you expect. This is why most companies implement a probation period after hiring an employee. A probationary period is a time to assess whether or not your new hire (or newly promoted employee) is a good fit for the position. This also allows the employee to see whether or not they like the new job. The probationary period typically lasts around 3-6 months, depending on the company.
Employee retention is something that many businesses struggle with, and higher turnover rates come along with that. According to the Bureau of Labor Statistics latest Job Openings and Labor Turnover Summary, approximately 3.5 million employees quit their jobs in April 2019 alone. Employee resignation requires businesses to fill that employee’s position quickly, which is stressful. Additionally, employee replacement comes at a cost to the business. A recent study by the Society of Human Resource Management (SHRM) discovered that the average cost per hire is around $4,000. This is costly because businesses have to spend time training the employee until they contribute to the ROI. Since turnover can be costly to your business financially and socially, you will want to try your best to keep your valued employees at your workplace. So, what are some reasons as to why your employees are leaving?