Office parties are so last year. Planning an office party in 2020 is not an easy task.  Its time to think of alternatives to the annual event. Your employees will appreciate any effort you take to make the office holiday party one they look forward to, even if it is through a Zoom call. They deserve it, after all, 2020 has been quite a year.

Many organizations have had to tighten their budgets due to the pandemic.  Employees understand this, but it’s still nice to feel appreciated, and employees have become accustomed to employers expressing that appreciation at year-end.  It doesn’t have to cost a fortune to show your employees you appreciate them.

Human Experience Management (HXM) is on the rise. We are all in this big experiment of remote work, return to work, and being an essential worksite.  Employees expect and need more than pay and benefits. They want experiences.  Their experience involves the technology they use, company culture, agility, and employee development and growth opportunities.   

Employees are prioritizing their safety, security, and personal values over money and titles according to the results of the Worker Value Survey, conducted by WorldatWork. The study of more than 5,400 working professionals uncovered significant workplace shifts and reflects the impact of COVID-19 lockdowns and social issues.

A new study, Workplaces in Crisis: Employee Care Still Missing the Mark, was recently released by an employee experience software company, Limeade. The study revisits the Limeade 2020 Employee Care Report from March, comparing results from before the pandemic with today. The findings reveal how COVID-19 has impacted employee burnout, emotional health, overall well-being, and engagement – and how both managers and companies are falling short on showing employees they authentically care.

A new survey from FlexJobs and Mental Health America (MHA) reports that 75% of workers have experienced burnout, and 40% of those polled said it was a direct result of the Coronavirus pandemic.

Many employers are grappling with how to help workers and their families balance work and their children’s education. As the first day of school approaches – employers are learning how to provide support by getting creative.

According to a second pulse survey by KPMG LLP, 79% of U.S. workers from organizations with more than 1,000 employees indicate that over the last four months, the quality of their work has improved, 70% say that their productivity has increased, and 67% indicate their work-life balance has improved. 84% are satisfied with their employer's response to the pandemic.

Returning to the workplace does not equal returning to life as it was pre-pandemic and just might be more complicated than the initial lock-down.  A new study by Mercer shows that employers are looking for ways to preserve their employees’ health and well-being while keeping them energized and productive. 

Employers can earn the trust of their employees through timely and accurate communication.  But how to communicate and how much is a question that came up in a recent ASE Member Roundtable regarding COVID-19 in the workplace.

Restrictions have started to lift, and employers have begun the process of reopening their offices and recalling employees from their home offices. But for those employees that remain remote, here are 10 ways to keep them engaged.

With Governor Whitmer’s new executive order, any non-essential employees are now working remotely where possible.  Employees are experiencing great stress during this time.  As COVID-19 continues to wreak havoc on our nation, it’s important for employers to find ways to boost morale.

Recent statistics reveal that March Madness has become more popular than ever before, due in large part to the worldwide betting that takes place. Over 60 million people are expected to fill out brackets this year, with an estimated $10 million being put on the table. This can also result in a downturn in employee productivity.

The number one response to coping with toxic employees is to ignore them, with 44% of respondents noting this is their preferred approach, according to new research conducted by Fierce Conversations on toxic workplace culture. Addressing behavior with management comes in second, with confronting them the third-most preferred option.

We’ve all heard the saying, “people leave managers, not companies.”  Managers have the most direct influence on the employees they supervise, and creating effective retention strategies to decrease turnover should be one of their most important jobs.  With the tight labor market and the unemployment rate hitting a record 50 year low, many employers have indicated that finding and retaining good talent is their greatest obstacle for growth.