EverythingPeople This Week!

TalentLMS, a leading learning management system backed by Epignosis and Workable, released a report which reveals that 72% of tech workers in the U.S. are thinking of quitting their job in the next 12 months. Top reasons include a lack of flexibility and lack of learning and development opportunities.

A new Randstad USA survey found that workers have health and safety concerns around returning to work. The survey revealed three main findings:

In a recent LinkedIn review of over 100,000 U.S. hiring decisions involving people with “chief” in their job titles -- chief executive officer, chief operating officer, and chief finance officer remain the top three.  But it’s no surprise that chief diversity and inclusion officer saw the biggest gain of all hires at 111%, chief people officer came in as the 3rd most hired position at 61%, and chief talent officer at 36%. This ranking is a clear indicator of the shift...

A new survey by Corestream revealed that employee demand for voluntary benefits, particularly mental health and financial wellness offerings, to ease burdens brought on by the pandemic is increasing. More employers are offering a larger variety of voluntary benefits categories to meet the needs of an increasingly diverse workforce.

As businesses manage the ongoing impact of the COVID-19 pandemic, employers have increased their focus on creating benefit programs that address the evolving needs of their diverse workforces, especially mental/emotional health, work/life balance, and financial health. Moreover, 80% of employers report that diversity, equity, and inclusion influence their corporate well-being strategies. This is according to Fidelity Investments® and Business Group on Health’s Employer-Sponsored...

Many employers have taken action to address the financial well-being of their employees, and one of the most popular benefits companies have either expanded or begun to offer is student loan repayment assistance in addition to tuition reimbursement programs.

With all who are unemployed and those who are actively looking for a new job while working, jobs are not being filled.  There are a reported 9 million jobs available.  Economists are calling the new paradigm “The Great Job Mismatch.”  What is driving this trend?

As COVID changed our work patterns, there is a growing movement to see whether the 5-day a week work cycle is effective or not.  Longer hours and connectivity and burnout are becoming a staple of the workplace.  Further, there is a question of productivity in the long term when workers are so stretched.  Compressed workweeks are used by many organizations.

As the COVID-19 pandemic enters a new phase and employees return to the workplace, some employers may need to face controversial issues regarding vaccinated and unvaccinated employees. Below are some considerations, provided by Ogletree Deakins, for employers as they take steps to prevent or resolve workplace disagreements regarding vaccines and other workplace safety measures to help employees focus on work.

The number of job openings, as well as people voluntarily leaving employers, hit all-time highs in recent months. New data finds an astounding 95% of workers say they are considering changing jobs.  The U.S. has 9.2 million jobs open, with 92% of workers saying they are willing to switch industries for a new job.

It’s neither the one job for life nor the one specific career path for life that motivates the new workforce.  Today, particularly millennials (aged between 25 and 40 years old) and Gen Z (up to 24 years old), are rejecting the concept of one full-time job and a single boss in favor of something that’s being dubbed polywork, or having multiple jobs at once.

While challenging, workplace flexibility in manufacturing will prove invaluable for remaining competitive now and into the future. A new report, "The Future of Flexible Work in Manufacturing: Workforce Priorities for a Hybrid World," by Manufacturers Alliance, in collaboration with Aon plc, finds five major drivers of success for manufacturers as they shift out of the pandemic and into the future.

The benefits of remote work, when logistically feasible, are immense.  Employees have more flexibility with their day, and employers have found that employees tend to work longer.  It has forced employers to rethink the future workplace. But there are drawbacks. 

One of ASE’s sister associations, MRA, recently conducted a survey focused on return-to-work plans, mask policies at work, vaccinations, and recruiting as organizations move toward a post-pandemic life. The survey, Adjusting to the Newest COVID-19 Challenges, indicated that 50% of organizations have transitioned their workforce back to fully onsite.

Employees want this and they want that.  The most recent issue is arising from the remote work environment.  For those jobs that can be done anywhere, employees expect their compensation to be the same as where they were initially situated, unless they move to a more expensive location, then they want the bump.