The CDC has issued a 60-page document, "CDC Activities and Initiatives Supporting the COVID-19 Response and the President’s Plan for Opening America Up Again," briefly summarizing the CDC’s initiatives, activities, and tools in support of the Whole-of-Government response to COVID-19.
CNBC and SurveyMonkey together polled over 9,000 workers in the U.S. to measure the impacts of COVID-19 on employee satisfaction. 48% of respondents noted they are currently doing their jobs remotely. But whether remote or not, the results show an uptick in employee happiness.
New research from SHRM (Society for Human Resource Management) offers a warning to U.S. employers about the psychological effects of COVID-19. Although millions are currently laid off, many workers have continued to work through the pandemic and are feeling stressed.
A majority of U.S. employers expect to continue their remote work policies and, to a lesser extent, flexible work arrangements after the COVID-19 pandemic ends, according to a new survey by Willis Towers Watson. The survey also found that while employers have boosted their employee communication in response to the pandemic, they will need to do more to help workers cope with expected increased levels of stress and anxiety in the months ahead.
A new AON survey, Adjusting Total Rewards Programs and Workforce Strategies in Response to COVID-19, shows how companies around the world are adjusting workforce strategies and supporting employees in response to the COVID-19 pandemic.
The National Association of Colleges and Employers (NACE) is polling its members monthly to track changes taking place surrounding higher education and the employer community that recruits new college graduates.
COVID-19 has caused much stress for all of us. Work normally done in an office environment is now being done at home, surrounded by family for many. Lives been altered, and the fear of the unknown can be overbearing. Many may feel they have lost control. But you still have control and choices, they have just changed.
ASE recently completed our second employer survey around employer responses to the COVID-19 pandemic. The COVID-19 Business Impact Survey, launched on March 26th, examines the financial impact the current COVID-19 pandemic has had on Michigan business and the steps some have taken to mitigate that impact. The survey closed on April 2nd.
A large portion of the U.S. is in the midst of possibly the biggest work from home “experiment” to date. This past Sunday, WDIV’s Flashpoint with Devin Scillian talked to Stanford Economics Professor, Nicholas Bloom. Mr. Bloom conducted the 2013 Stanford study in China on remote work.
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.
Employers are taking quick action to keep their employees safe from COVID-19 (Coronoavirus). According to the March study of 1,097 adults, a third of respondents say their organizations have a plan in place they are confident about and 43% have a basic plan—even if it is "hastily assembled". Most plans center on remote work and travel restrictions. Specifically:
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.
A strengths-based culture helps organizations attract top talent, bring out the best performance in every employee, and strengthens the organization’s ability to grow. It can strongly differentiate one company from another.
Staying at home may be the best way to get the most done at work, according to a new Korn Ferry survey of professionals regarding working virtually.
Shadow boards are a new concept where organizations put together a group of non-executive employees that work with senior management on strategic initiatives. They help organizations solve two problems – disengaged younger workers and keeping up with changing market conditions.
McLean & Company’s 2020 HR Trends Report indicated that in their drive to support others, HR professionals too often neglect their own development and challenges. HR stress levels are increasing, and more varied and holistic HR development is required to keep pace with changing needs. Organizations that help HR professionals develop their skills and manage stress have more effective HR departments.
Many Americans are worried about the economy, and a growing number see it as a potential threat to their job security. This economic anxiety has created a sense of complacency, forcing many workers to remain in their current position despite dissatisfaction and even mental health risks.
Most chief people officers (CPOs) realize they need new skills to meet the demand of the 21st century role, but few are prepared, citing a lack of development and investment from the C-suite. This is according to a new study by HR People + Strategy (SHRM's Executive Network of business and thought leaders in human resources) and with Willis Towers Watson, a leading global advisory, broking and solutions company.
Is it a beautiful day in your workplace neighborhood? Mr. Rogers was known for teaching children acceptance, empathy, kindness, honesty, and so much more. As HR professionals, these lessons can be applied to the workplace.
According to research from Fierce Conversations, the majority of U.S. employees — regardless of gender or seniority — feel they cannot share an idea, opinion, or concern at work due to a fear of disrupting their role at their company. The survey found that nearly 63% of U.S. employees have chosen not to share a concern or negative feedback at work.
A new report by Paychex, Inc. identifies the top 10 regulatory issues that employers should be aware of and prepared for in 2020. As business owners and HR managers plan for the year ahead, the list outlines the compliance topics that should be kept top of mind as they are likely to shape the legislative and regulatory landscape of the next 12 months, especially heading into an unpredictable election year.
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.
While it’s fairly easy to evaluate a candidate’s hard skills, soft skills prove much more difficult to evaluate – but are often as or more important.
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