SHRM recently published a study that presents new findings on age discrimination at work and its impact on the American workforce. According to the research, approximately 30% of workers in the United States have experienced unfair treatment based on their age at some point in their careers. Out of these individuals, 72% have admitted that such mistreatment has made them contemplate quitting their jobs.
A recent report by The Conference Board states that American workers are experiencing a higher level of satisfaction than ever before. In 2022, a total of 62.3% of U.S. workers expressed contentment with their jobs, which is an increase from 60.2% in 2021.
iHire has published a new research report uncovering job seekers’ preferences when searching for work. The What Candidates Want: 2023 Job Seeker Report details the results of iHire’s survey of a Qualtrics panel comprising 600 working professionals in all industries across the United States.
Companies can prepare now for a recession by optimizing their workforce. Since employees are a company's greatest asset, successfully navigating economic uncertainty relies on investing in them.
A large share of workers say they aren't taking vacations, often due to the high costs, according to research by Eagle Hill Consulting. 39% of U.S. workers report that they have not taken a vacation during the last 12 months. Nearly half of workers (45%) state the reason as being it’s too expensive. This is another effect of inflation.
Employee compensation is a critical factor in employee retention. When employees feel that they are being fairly compensated for their work, they are more likely to stay with their current employer. However, compensation is not just about salary, but also includes benefits, incentives, and other forms of rewards.
Nearly 60% of organizations have increased their efforts to boost employee engagement since early 2020. However, a new report from ATD, Employee Engagement and Burnout: Maintaining Morale in Changing Times, shows that there continues to be room to improve engagement and ease employee burnout.
Recent layoffs in the tech industry have intensified a climate of toxicity in tech companies according to 45% of employees, a new research report by TalentLMS and Culture Amp reveals. Employees are holding their leaders liable for the toxic work culture in their companies.
If you have a teenager in your home, you’ve likely heard many of their terms….and maybe had to ask them what it means or secretly google it. This year, Gen Z will turn anywhere from 11 to 26 years old. This means many of them are now bringing their slang to the workplace.
Last week, Governor Gretchen Whitmer signed legislation expanding the Elliott-Larsen Civil Rights Act (ELCRA). The bill reaffirms legal protections for sexual orientation and expands coverage to include gender identity and expression.
The mental health crisis in the U.S. is not going away anytime soon, and managers are on the front lines of a rapidly evolving mental health crisis in the workplace often without the resources they need to support workers. That’s according to the findings of Lyra Health’s 2023 State of Workforce Mental Health Report. The third annual survey compiles responses from more than 2,500 employees and 250 employee benefits leaders.
Aon plc has published its 2022-2023 Global Wellbeing Survey revealing that improving employee wellbeing factors can enhance company performance by at least 11% and up to 55%.
Toxic work culture is the number-one reason employees leave jobs and is the cause for many employee health issues. A toxic workplace is an environment where employees are subjected to harassment, discrimination, or bullying. It can also be a place where the employee is micromanaged or has a hostile work environment. Employees often feel unsafe or uncomfortable causing stress, anxiety, and depression.
In a world where the labor participation shortage is not going away, employers are looking for real ways to drive productivity, performance, retention of talent, and new strategies for attracting incoming generations. Just paying employees more is not driving major improvements and may not be financially sustainable over time. What else can be done?
Considering the amount of time we spend with our colleagues, romances and other relationships are bound to form in the workplace. According to SHRM’s Annual Workplace Romance Survey, 75% of workers are comfortable with people at their workplace being involved in a romantic relationship, and 83% respect or would respect those who are in one.
Long covid impacting workforce: Long Covid — also known as long-haul Covid, post-Covid, or post-acute Covid syndrome — is a chronic illness with potentially debilitating symptoms. About 18% of people with long Covid hadn’t returned to work for more than a year, according to a report by the New York State Insurance Fund, the state’s largest workers’ compensation insurer.
A local Culver's is in trouble with the law for breaking laws protecting working minors. The company has to pay $13, 212 in civil money penalties for allowing crew members ages 14-15 to work longer hours than is legally permitted.
Due to inflation, 78% of employees want more support from their companies, and getting financial wellness benefits at work is important to 77% of U.S. employees across industries, according to a new survey from TalentLMS.
A survey conducted by Human Resource Executive (HRE) in late 2022 revealed that the top five things keeping HR up at night includes hiring and retention, stress, culture, technology, and learning and development.
Less than one-third of employees feel they are paid fairly, while just 34% of employees believe their pay is equitable, according to a survey by Gartner, Inc.
U.S. employers are reshaping their performance management efforts and pay-for-performance programs to give them a much-needed boost, according to a new survey by WTW. The survey found just one in four employers (26%) reported being effective at both managing and paying for performance. The current way of doing things is broken.
Six employer groups representing large companies have sent a letter urging Congress to act on passing measures that would address the nation’s mental health and substance abuse crisis before the end of the year.
Many neurodivergent job seekers say they’ve faced barriers in the hiring process despite offering many positive attributes that can help employers thrive, such as creativity, accuracy, loyalty, and other strengths. 61% of neurodivergent respondents to a recent survey said they experienced stigma or felt misunderstood at some point during their career. So, how can you create an inclusive environment that embraces neurodiversity?