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    Wired for HR

    Archives for July 2020

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    People are traveling more and more right now after a long time at home—both for business and pleasure. However, COVID-19 infection rates are still rising across the country, and states are passing their own travel restrictions, complicating travel plans immensely, especially for employers. Depending on your state, you may be on the hook for paid leave if your employee must quarantine post-travel. This means if your employee travels to a high risk (for COVID-19) area for a week, you may be losing them in the office for 3 weeks. Worse, you might be paying them for all those days! You’ll want to discuss matters like this further with your HR department or HR consultant if you have one. It’s also important to start with any travel bans your state may have. Below is a breakdown of the Massachusetts travel ban and next steps you may want to take.

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    You might be wondering why you should even give onboarding a second thought in your strategic HR planning. If you’ve gotten all the requisite paperwork, what else needs to be considered? There are some sobering statistics on why good onboarding should be a significant part of your talent strategy, especially in today’s highly remote work environment. 1) The average turnover rate for companies is 22% in the US. 2)Turnover costs between 1.5 and 2 times the employee’s annual salaries, according to an article by HR Magazine.

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    Most of your workforce has been slogging through the safety complications of COVID, or working remotely seemingly indefinitely. So, your staff engagement is probably low and employee burnout might be damaging your bottom line. Check out our new eBook for 5 tips about better people strategy that you can start implementing today. Read the new eBook to:
    1.) Learn about employee burnout and its costs. 2.) Delve into the causes of burnout. 3.) Gain 5 tips to help fight it and build a better culture.

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    Employee burnout has been an evergreen problem, one that employers have dealt with for decades. Back in 2018, a Gallup study found that two-thirds of full-time workers experience some level of burnout sometimes. However, two years later, in a pandemic world where work forces have been forced to go remote for longer than anybody expected, dealing with employee burnout is becoming more of a crisis for many employers.

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    As the pandemic complicates life, it has certainly complicated workplace rights and compliance for employers. Workers are suddenly in need of completely new protections for completely new circumstances that have been created by the pandemic. Safety at work, sick time, and time to take care of family members who are sick (or not at school, daycare, etc.) have quickly become major issues.