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    For the first time in history, the average office often has multiple generations working together as a team. Due to advances in medicine, multigenerational workforces in the US often include a record-setting five generations. There are many benefits of multigenerational diversity in the workplace, but also significant challenges. Workplaces with younger generations and older generations are seeing more challenges due to differing communication styles, working styles, work hours, and prioritization of work-life balance. These issues profoundly impact employee engagement and employee retention rates. This article outlines essential tactics for managing a multigenerational workplace. Read the article to:

    – Discover 4 proven strategies for boosting employee engagement across every generation
    – Get specific tactics for taking the pulse on company culture
    – Find out why employers should consider generational differences when improving employee engagement
    – Understand best practices for implementing employee engagement and retention initiatives

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    Employers across the United States and in every industry should be alert to conversations among their employees about union representation, collective bargaining agreements, demands for higher wages, or improvements in working conditions. The national bureau of labor statistics notes that the number of union workers in the US has been steadily declining since the 1950s, with only around 6% of the labor market counted as union workers or union organizers. However, many prominent companies including Starbucks, Amazon, and Apple have all recently had employees filing paperwork and holding meetings to discuss unionization. Even if their employees aren’t currently discussing collective action, it’s critical to be aware that all workers are covered and protected by the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB). When it comes to employers and unions, it’s vital not to discriminate, retaliate against, or infringe upon employee rights to unionize. This article covers crucial considerations for employers and unions. Read the article to:

    – Learn about protected employee rights to form or join a union
    – Find out what employers can do to help them avoid unionization
    – Understand employer requirements under the National Labor Relations Act (NLRA)
    – Get tips on building NLRA compliance into company culture, onboarding, and the employee handbook

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    Employers across every industry are mulling a return to work, but many are choosing to continue to allow their team members to work remotely. Remote workforce management offers employers a few advantages. Firstly, a remote worker is often happier, which means they’re more engaged and stay longer with the organization. Secondly, organizations can expand the hiring process to include broader talent pools when the work environment is fully or partially remote. Finally, employers who manage remote workers are able to hire talent that represents more diversity and has specialized skills and experience. MP’s recruiting experts share keys to recruiting a remote employee. Read the article to:

    – Learn three strategies for optimal remote recruiting
    – Find out how to become a remote employer of choice
    – Gets tips for improving cybersecurity with remote teams via collaboration tools
    – Discover compliance requirements remote employers must know

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    In 2022, employers should prioritize Family Medical Leave Act (FMLA) compliance. The Department of Labor (DOL) announced in 2022 (and beyond), it will be increasing FMLA audits on employers. If the DOL finds FMLA technical violations or noncompliant FMLA forms, employers will incur costly consequences. Additionally, they may be opened to DOL wage and hour audits. MP’s HR experts share a checklist to help employers perform an internal FMLA audit. (Note that ideally, employers will use this checklist in conjunction with services from an employment lawyer or HR consulting services, such as MP’s.)

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    To reduce risk and exposure and improve employee retention, it’s critical to cultivate a strong management style. Firstly, a good boss is key to employee satisfaction and retention. A Gallup poll found that 75% of people who left their jobs were motivated to run because they didn’t want to work for their supervisor anymore. In 2022, this is an especially critical point. This year, many employers are losing staff or facing challenges finding new talent to support their team. So, it’s vital that organizations do everything they can to show candidates their best employer brand. A second reason companies need strong management is that an employee in a leadership position often has the power to make mistakes in their work that result in significant consequences. A common error by management could create consequences such as risking compliance or increasing legal risk and exposure. MP’s HR compliance experts share the top common mistakes managers make—and tips to fix them. Read the article to:

    – Find out the five top mistakes managers make
    – Learn best practices for reducing and managing employee mistakes
    – Get tips for coaching team members to meet defined goals and turn in a high performance every day
    – Outline how to prevent and deal with employee turnover challenges in 2022

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    As Americans quit their jobs at record rates, employers are struggling to survive The Great Resignation. Organizations may not know what steps to take next to improve employee retention, or their ability to land the talent they need. One powerful tactic many employers may not have considered: improve the organization’s diversity, equity, and inclusion (DEI) initiatives. Employers are likely to see a marked decline in resignation rates and stand out in the labor markets if they create work environments where everyone will feel a sense of belonging– regardless of sexual orientation, national origin, veteran status, socioeconomic status, etc. MP’s HR experts share approaches employers should utilize to embrace diversity and inclusion in their culture and survive The Great Resignation. Read the article to:
    – Find out three strategies employers must use to improve diversity and inclusion in their workplace
    – Get proven strategies for creating a more inclusive company culture at all levels
    – Learn practical tactics to recruit with diversity and inclusion in mind
    – Discover why your company’s definition of “diversity” may be too limited