Today’s post comes to us from The Workforce Institute advisory board member Sharlyn Lauby, also known as the HR Bartender. This article is the first in a two-part series about the increased value in organizations “showing the work,” one of The Workforce Institute’s Workplace Predictions for 2023.

I love math. One of the things that’s interesting about math is both the answer and the process are important. For example, when I was in school, not only did I have to provide the correct answer to a math problem, but I had to show how I got the answer.

We can apply this same logic in the business world. When we’re making decisions, we want to make the right one and we need to use a good process to get there. If we don’t pay attention to both processes and outcomes, we run the risk of having less than desirable results.

I always like to keep in mind that good processes lead to good results. The way we can do that is by “showing our work,” like we do with math problems.

Why Managers Should Show Their Work

Let’s start with managers. They have a tough job. The common functions of management include: 

Managers might feel that they don’t have time to “show their work” or that by “showing their work,” they are making themselves dispensable. Both of those reasons shouldn’t be true. Part of a manager’s role is developing employees and showing the work allows them to do just that.

Example: A manager is responsible for making the team’s schedule. They decide to show the most senior employee the process they use for making the schedule. They explain the software and how it works. They also explain the rationale for approving shift swaps and time off. The following month, the manager is asked to participate in a super-secret meeting with the CEO about a new company initiative. The manager knows it would be great for their career to be there. They also know it will cut into their time working on the schedule. They can ask that employee who has seen how the schedule is made to assist.

A benefit of showing employees the work isn’t just having them pick up the slack when a manager is invited to an unexpected meeting. Showing the work can help to fill in the gaps when it comes to communications.

Example: An organization has noticed a recent trend in declining sales. They believe the situation is temporary, so managers don’t show anyone the profit and loss (P&L) statement. One manager decided to share the P&L with their team. The employees started brainstorming ideas that would generate revenue and/or reduce expenses. The manager shared those ideas with senior leadership and the company was able to reverse their declining sales trend.

Managers who regularly show their work can improve their careers, develop employees for future opportunities, and contribute to the organization’s bottom line. While we’ve discussed a couple of examples, let’s consider activities that can help managers show their work.

Five Ways for Managers to Show Their Work

In the book “Show Your Work: The Payoffs and How-To’s of Working Out Loud,” author Jane Bozarth offers suggestions and examples of how organizations can show their work on a regular basis. Here are five to consider: 

  1. Look at existing processes. Showing your work doesn’t have to be difficult. See if there are existing processes that can be used to facilitate showing the work. No reason to create something new if you don’t have to. 
  1. Identify ambassadors. Think of ambassadors as people who are very good at sharing how they do things. Every organization has them. The company’s subject matter experts (SMEs) might be a great place to start.  
  1. Ask questions. Being a manager isn’t about knowing everything. Put ego aside and don’t be afraid to ask, “How did you do that?” The answer could provide a proven strategy that will be helpful in the future.  
  1. Learn how to curate well. Curation is the ability to organize, share, and find current, relevant information. Showing the work isn’t about bombarding people with emails, links, and attachments. It’s about sharing good content. There’s a difference.  
  1. Support sharing and making things public. Managers should turn “showing the work” into part of who they are and the company culture. Let employees know that the company wants to show the work and be transparent.  

Make Showing Your Work a Regular Habit

Managers who show their work will find their job gets easier. Employees know they’re getting good information to do their jobs. The team will excel, which lifts the entire organization.

The key to showing your work well is almost to move it from “that thing you do” to something you just do all the time. Like a regular habit. Maybe it starts with asking the question, “When did I show my work today?” Then it won’t be too long before managers are showing their work all the time.

Next month at The Workforce Institute, Sharlyn explores how employees can “show their work” and how doing so can benefit their careers, and the overall organization.

Today’s post comes to us from Brandon Bielich, managing editor of The Workforce Institute.

We have some great news to share here at The Workforce Institute. We are pleased to officially welcome two new advisory board members — Dr. Jessica Kriegel and Enrique Rubio — as well as Dr. Jarik Conrad as our new executive director.

If you’re part of the workplace culture, HR, human capital management (HCM), or workforce management spaces, then you’re likely already familiar with their work in the field or maybe you’ve even met Jessica, Enrique, and Jarik. For those who are less acquainted, here’s a little more about them.

Dr. Jessica Kriegel

Jessica is the chief scientist of workplace culture at Culture Partners. In her role, Jessica leads research and strategy in best practices for driving results through culture. For more than 15 years, she has been guiding global, national, and Fortune 100 companies across the finance, technology, real estate, and healthcare industries on the path to creating intentional cultures that accelerate employee performance.

As a keynote speaker, Jessica leverages her current research and expertise in driving global organizational culture innovation, providing leaders with the map and tools for how to build cultures that deliver results. Her insights on workplace culture have been featured by CNBC, CNN, Fast Company, Forbes, Fortune, and The Wall Street Journal.

Enrique Rubio

Enrique is an HR, technology, and future-of-work expert, keynote speaker, and founder of Hacking HR, a global learning community at the intersection of the future of work, technology, business, and organizations, with thousands of members all over the world. Prior to launching Hacking HR, Enrique was the founder and CEO of Management Consultants, a firm specializing in HR in Venezuela.

Previously, he worked in the telecommunications sector as a senior project engineer for Telefonica, and as an advisor to the chief human resources officer at the Inter-American Development Bank. In 2020, Engagedly.com named Enrique one of the Top 100 HR Influencers.

Dr. Jarik Conrad

In his day-to-day role, Jarik serves as vice president of human insights at UKG, leading a team of former HR practitioners, business leaders, and consultants who are distinguished experts in the HCM field and uniquely qualified to help leadership teams reach their organizational goals. With an acute pulse on industry trends, best practices, and technological innovations, Jarik and his team serve as liaisons, trusted advisors, and thought leaders who help to shape HR industry conversations and direction.

Prior to UKG, Jarik spent more than 20 years in HR leadership roles in the private, public, and nonprofit sectors. He is the author of two bestselling books: “The Fragile Mind: How It Has Produced and Unwittingly Perpetrates America’s Tragic Disparities,” and “In Search of Humanity: Why We Fight, How to Stop, and the Role Business Must Play.”

On behalf of our entire advisory board, we’d like to welcome Jessica, Enrique, and Jarik to The Workforce Institute! We’re looking forward to learning from their unique insights, astute analysis, and diverse perspectives about today’s — and tomorrow’s — workforce.

Today’s post comes to us from Brandon Bielich, managing editor of The Workforce Institute.

Here we are at the beginning of another year, and that means it’s time for The Workforce Institute’s annual list of Workplace Predictions.

Each year, our advisory board of experts convenes to discuss the most pressing workplace challenges impacting not just HR, but organizations and their people. Together, they strive to forecast what’s ahead in the coming year — to help companies effectively prepare, navigate change, and better serve their employees and customers.

While traditional work has changed in many ways over the past few years, mainly due to the pandemic, one constant has remained: The most compassionate and caring companies stand to benefit the most through, maybe even despite, times of uncertainty. There are several outside factors currently affecting employees, from mental health to natural disasters to social unrest to the economy, and companies can play an influential role in improving work and life for their people.

As workers and companies start to find their working rhythm in 2023, respect for all people — and valuing the differences and dynamics that come with each individual person — will become key to recruiting and retaining top talent, building customer relationships, and fostering business success.

With that in mind, here are five workplace predictions for 2023:

ROI of DEI&B: Companies that invest in DEI&B programs during tough times will see better business results, while those who cut fall behind. In 2022, The Workforce Institute predicted that corporate environmental, social, and governance (ESG) programs would emerge as a make-or-break asset for business stability and growth. As a continuation of that prediction, DEI&B as a business imperative will reach the next level this year. Many leaders have pledged to do more to improve DEI&B at their organization, or to launch a program altogether, and employees and customers increasingly prefer to work for or do business with companies wholly committed to meaningful DEI&B. Equity in its many forms, from recruiting to wages to opportunity, is better for all people. In 2023, we will see more proof that DEI&B is also better for the bottom line. Organizations that double down on DEI&B — even in the hardest of times, such as during a recession — see better returns on their investment, and a greater sense of belonging for people will help boost retention and engagement, as the unending war for talent wages on.

Metrics That Matter: The best leaders will “show their work” to gain greater buy-in from employees, especially with returning to the office and making difficult decisions. Schoolchildren are often asked to “show the work” when solving problems. In the year ahead, businesses and leaders who do the same by showing the data and metrics behind their decisions will foster greater loyalty, trust, and productivity from their people. Even if employees don’t always like or agree with the decisions made, the best leaders will be celebrated for providing greater transparency into the why behind decisions and company strategy. This will be key for tackling 2023’s challenges, including encouraging employees back to the workplace after a rise in, and increased preference for, remote and hybrid work schedules.

A Heroes’ Exit? Workers who hold on to service-oriented, essential roles — such as HR, healthcare workers, retail, and teachers — will be rewarded as many of their peers search for new careers. Organizations have asked a lot of people on the frontlines these past three years. Those workers who’ve continued to show up throughout the most trying of times will consider leaving, creating a second wave of the Great Resignation in their wake. Likewise, HR professionals have carried additional responsibilities as more and more employees have left, and many have burned out and grown weary of the original reason they joined HR in the first place — to help people. Those who decide to stay could be rewarded for their loyalty, in the form of promotions and wage increases. Organizations need to start planning now for what happens when more employees, including HR, leave en masse. This includes cross-training new and existing employees, reskilling talent, diversifying recruiting efforts, and keeping an open mind about the transferability of skills.

People-Leader Paradox: Middle management roles become increasingly valuable to the organization, though the job will be less valued and sought-after by many workers. Being a middle manager is one of the hardest roles in the workplace today — and many workers no longer want to take on the added stress and strain of managing people. Some people leaders will even take demotions and move back to individual contributor roles with a pay cut, if it means better mental health and less overall responsibility. In 2023, capable and passionate managers will be in high demand, as organizations scramble to fill leadership vacancies amid rising disinterest in the role. This will create a “people-leader paradox,” as organizational demand for leaders increases and employees’ desire for the role decreases.

Compliance Correction: The hidden costs and compliance complexities of remote and hybrid work will have major financial ramifications on both organizations and their employees. After mostly flying under the radar since 2020, companies and their people will start to feel the financial impacts of previously unforeseen costs, legalities, tax implications, and compliance requirements around the world that come with a more flexible, remote, and hybrid workforce (e.g., people working in different countries than their employers, working part time in one location for months at a time). Employees, too, will have to pay closer attention to what they owe the governments in the countries, states, and counties where they live and work, lest they end up paying more taxes than originally expected. Organizations and their employees will need to consider the short- and long-term financial implications of their workplace policies and programs.


There’s obviously a lot to unpack here. The Workforce Institute advisory board will continue to explore these workplace predictions in full as we progress into the new year, as well as share insightful perspectives and best practices for addressing these challenges head-on.

On behalf of The Workforce Institute, here’s to a productive, rewarding, and fulfilling 2023!

Today’s post comes to us from The Workforce Institute advisory board member Ivonne Vargas. As we kick off the new year and wellness at work is top of mind, Ivonne provides a look at the importance of employee-wellness programs, specifically in Latin America.

The relationship between employee wellbeing and productivity is more directly related than previously thought, which has highlighted the importance of those programs and employers offering comprehensive wellbeing plans that cover all areas their workers’ lives.

This conclusion was reached by Aon’s Global Wellbeing Survey, conducted among 1,640 companies in 41 countries, and in which 87% of companies acknowledge that they have at least one wellness initiative in place, although only 55% have a defined strategy to implement it.

On the other hand, in the “Redefining Work and Rewards 2021 Survey” by Willis Towers Watson, 59% of companies state that compensation teams are evolving to align with wellbeing, new ways of working, and diversity, equity, and inclusion (DE&I) in three main areas: remuneration, benefits, and careers, with the aim of promoting the resilience of the organization, dignity in the workplace, and the sustainability of human capital.

This trend has been especially present in the past year, and will continue, as revealed by the global report “Health Trends” by Mercer Marsh Benefits, which surveyed 210 insurers from 59 countries to uncover the main trends that will shape the future of healthcare offered by employers.

The report shows that the benefits offered by employers are primarily focused on mental health, prevention, and promotion of self-care. This is the beginning, however. It is necessary to remember that today, when talking about wellbeing, it requires an approach that is as holistic as possible. There are several, equally important pillars of employee wellness — it is just as important to have a line of emotional support as it is to receive guidance on managing personal finances.

Lessons We Can Learn from Latin America

There are a few lessons to be learned from Latin America about employee wellness. The first is to review priorities in terms of wellbeing according to the characteristics of the collaborators. A representative case of this is what Latin American women currently value, as it relates to wellness programs.

For example, 41% of women in Latin America — including 47% from Mexico and 45% from Chile — believe that having complimentary health and dental insurance would significantly increase their general wellbeing, according to a report on the most important wellness trends for women, organized by the first social unicorn in Latin America, a health and wellness platform for employees that transforms healthy habits into social donations. This high valuation on the part of Latin American women of the eventual benefit of complimentary insurance is clear from the fact that the majority of the inhabitants only have access to the public health system.

According to the same report, women also want to increase activities associated with wellness. On average, 3 out of 10 women indicate they would do more activities (e.g., sports, mindfulness). Women in Mexico stand out in this trend: 44% would like to take specialized courses or workshops and 43% would like to study languages.

The second lesson is: If the path is open, we must find ways to encourage greater wellbeing among employees. In conversations with compensation experts, for example, it becomes clear that integrating self-care products into company benefits plans is a critical strategy employers should consider. There are actions that are really simple, but that require resources such as time and active listening, such as identifying the collaborator’s motivators and transforming this into a healthy habit.

Aon’s Mexico Compensation Survey reflects that wellness plans and compensation strategies are still a challenge for companies nationwide. The ranking of benefits focuses primarily on compensation based on salary or focused on life insurance or medical expenses: more than 90% of the companies surveyed cover life insurance and major medical expenses.

The value of providing dynamic life insurance to employees can increase based on employees’ healthy habits, and at no cost to the company. This can be done by linking to technology, such as a wellness app, through which the person builds healthier lifestyle habits, in addition to having insurance that helps increase their financial protection.

The challenge, according to the Aon report, is that strategies focused on wellness or health often lag behind. Betting on technologies that allow them to accelerate the incorporation of health measures is key, through actions as practical as organizations becoming agents of change by providing health and wellbeing benefits. With these tools, it is possible to measure wellbeing and promote a self-learning environment, which also helps to comply with regulations (such as NOM-035 and NOM-037).

According to the “Workplace Wellness Programs Study” report from Randstad, wellness programs (or corporate wellbeing) have a substantial impact on reducing healthcare costs, increasing productivity, and retaining talent. An additional study by Harvard University found that, on average, for every dollar spent on employee wellness, medical costs are reduced by $3.27, and absenteeism is reduced by $2.73. That is an ROI of 6 to 1.2.

It is not just the ROI that comes from keeping employees healthy and happy. Organizations that fail to do so also risk losing talent to high turnover rates, which come with their own sets of costs. When it comes to ways of attracting and keeping high-performing people at your organization, employee wellness programs are a great place to start.

Today’s post comes to us from Brandon Bielich, managing editor of The Workforce Institute.

It’s our final post of 2022, if you can believe it! Today, we’re taking a look back at some of our must-read articles, must-listen podcast episodes, and must-watch videos from 2022 at The Workforce Institute.

Looking ahead, we’ve got a lot in store for you, our readers, in 2023 — plenty more of the great, actionable workplace insights you’ve come to expect from The Workforce Institute advisory board, as well as some new content we think you and your organization will benefit from in the years ahead. If you haven’t already, don’t forget to subscribe today, so you never miss an article, podcast, or study.


Introducing The Workforce Institute Weigh-In | February 17, 2022
In February, we launched a new monthly featured called The Workforce Institute Weigh-In. As the name suggests, each month, we ask our advisory board members to “weigh-in” on a particular HR topic. These are meant to be much shorter takes and bite-sized insights rather than our usual longer-form articles. That said, sometimes our experts have more to say on a given topic, so you’ll often see full articles in response to a question we posed. We’re excited to continue The Workforce Institute Weigh-In series in 2023.

Three Retention Strategies in a Candidate’s Market | April 27, 2022
Our popular “Leadership in the Labor Shortage” video series — also endearingly known as “No Suits, No Slides!” — rolled on with several new episodes over the course of the year. This was one of our most popular episodes from the series, which co-stars advisory board member John Frehse, senior managing director of labor strategy at Ankura, and Dave Gilbertson, vice president at UKG, offering their ever-casual, yet always informed, takes on what’s really going on in the current labor market. If you’re new to the series, you can catch up with every episode of No Suits, No Slides! today.

Is the Great Resignation Rife with Great Regret? | May 5, 2022
The COVID-19 pandemic has had great impacts on the workforce. One of the most prominent was the Great Resignation, where millions of people left the workforce. In 2022, we conducted a study to see whether those who left their jobs during the pandemic ultimately regretted the decision. Our results might surprise you — like how one in five employees who quit during the pandemic have already boomeranged back to their former employer. Learn what other interesting tidbits we unpacked from this study.

Why Stay Interviews Are the Best-Kept Secret to Retention | May 12, 2022
If millions of people say they ultimately regretted leaving during the pandemic, a natural question becomes: How do we keep our top performers from making that regretful decision in the first place? One answer is stay interviews. We actually covered stay interviews from a variety of angles this year, including the best questions to ask in a stay interview (via The Workforce Weigh-In) and, on the other side of the coin, what to do when it’s too late and you’re conducting an exit interview.

Summer Listening List: Top HR Podcasts to Subscribe to Today | July 12, 2022
For those who prefer a playlist over a reading list, here we offer some of our favorite podcasts that should be on your feed today. As it turns out, many of our advisory board members host or co-host their own podcasts (not just our friends Chas Fields and Julie Develin over at the People Purpose Podcast). If you’re looking to discover your next new favorite, our (Summer) Listening List is the place to start. By the way, these podcasts aren’t just great for summer, but also for fall, winter, and spring! Because, after all, HR doesn’t take any days off.

Quiet Quitting…or Career Correction? | September 6, 2022
The term “quiet quitting” took HR by storm in mid-2022. Here at The Workforce Institute, we offered our own take on the trending topic and what might actually be going on with employees who choose to quiet quit. As this article describes, maybe what we’ve actually been witnessing here is a series of “career corrections,” akin to when an otherwise-inflated stock market returns to some sense of normalcy.

Reasons for Returning to the Office: The Workforce Institute Weigh-In | September 15, 2022
The topic of returning to the office (RTO) has been a hot-button issue for organizations across the world this year, so it’s no surprise this was our most popular edition of The Workforce Institute Weigh-In for 2022. We had more than a dozen of our advisory board members provide their perspectives on this topic. If you’re still wondering about how to implement a successful RTO program or tweak your current plan, be sure to read this article.

The People Purpose Podcast: Looking at Leadership: Vital Criteria for Leaders in the Workplace | October 11, 2022
Effective leadership is one of those topics we constantly cover at The Workforce Institute because, well, there’s no one-size-fits-all approach that wins the day. However, we can probably all agree it’s important for business success. Check out this episode of the People Purpose Podcast for an in-depth look at leadership.

The Workforce Institute Celebrates 15 Years! | October 13, 2022
October 2022 marked 15 years for The Workforce Institute at UKG, as we officially launched in October 2007! Back then, long before the monumental merger that created UKG, we were known as The Workforce Institute at Kronos and led by Joyce Maroney, who served as our first managing director. This milestone article celebrates our 15-year journey so far and provides a fun look back at our history.

We Need to Fix Work | November 18, 2022
Our latest global research study revealed that, when it comes to thoughts about work, it looks like we have a problem. For example, nearly half of employees worldwide (46%) surveyed said they wouldn’t recommend their company nor their profession to their children or any young person they care about, and 38% of employees globally said, “I wouldn’t wish my job on my worst enemy.” Clearly, we need to fix work. The good news is, we can! We’ll have more to say about this research in the months ahead, but this article provides preliminary thoughts on some of the more fascinating results.

On behalf of our entire advisory board and all of us at The Workforce Institute, we thank you for another great year! Here’s to a productive and successful 2023!

Today’s post comes to us from Brandon Bielich, managing editor of The Workforce Institute.

Here we are at the end of another year — and what a productive year it’s been for The Workforce Institute at UKG! For one, we celebrated 15 years of actionable insights, informative research, and thought leadership with best practices for managing the global workforce! We’ll have a proper recap of 2022 later this week, but for now, here’s a look at anything you might have missed from us this past month.


Helping Managers Make Good Judgement Calls
David Creelman kicked off December at The Workforce Institute with an informative article on effective leadership. As David writes, “There are several ways HR can help managers make good judgement calls on nuanced issues … However, many of these approaches can easily backfire.” In this article, you’ll learn an approach for supporting sound, consistent managerial judgement.


The People Purpose Podcast: We Can Fix Work: The Workforce Institute’s Latest Research
In case you missed it, last month we premiered our latest global study, analyzing the current and future state of work. It’s clear from the results that we need to fix work — and, thankfully, we can! In this episode of the People Purpose Podcast, co-hosts Chas Fields and Julie Develin discuss some of the most fascinating findings from the research and what organizations can do to address them today.


One-on-One Meetings: An Employee’s Guide
This is part two of a two-part series by Sharlyn Lauby in which she discusses best practices for holding successful 1:1 meetings. Part one covered 1:1 meetings from the manager’s perspective, and, this month, Sharlyn looks at an employee’s role in 1:1s. Hint: It’s just as important as the manager’s responsibility for fostering a productive, impactful environment that serves to not only benefit the employee’s career, but also help drive the business forward.


What to Know About HR Compliance in 2023
If there’s one constant in the world of employment law and HR compliance, it’s change. The past year was no different, and 2023 is sure to be another year full of surprises — but it doesn’t have to be all surprises. For those of us who prefer to plan ahead, our good friend Kate Bischoff, employment attorney, is here with her brand-new white paper: the 2023 Employment Law Review. Check it out today to be ready for what’s ahead in the world of compliance in 2023!


Top HR Tips for 2023: The Workforce Institute Weigh-In
It’s been a successful year for our newest monthly feature, The Workforce Institute Weigh-In, which we launched in February. As we wrap up 2022, we’re looking to 2023 for the December Weigh-In, as members of our advisory board provide their best tips for HR and their organizations in the year ahead. Discover strategies for preparing your organization and your people in the upcoming year.


The People Purpose Podcast: Ethics in the Workplace
A little more than half of employees are willing to speak up against workplace misconduct, but is that enough? In this episode of the People Purpose Podcast, Chas and Julie discuss ethical decision making in HR, and how to separate what’s happening in your personal life from the decisions you’re making at work. Plus, they talk about the differences between morals and ethics. If you’re new to the podcast, don’t forget to subscribe on Apple Podcasts and Spotify, or watch your favorite episodes on YouTube.


A Time to Ponder and a Time to Plan: Healthcare in 2022 and 2023
As we come to the close of 2022, it’s been a busy year in healthcare. Nanne Finis, chief nursing executive at UKG, reflects on the top healthcare trends from 2022 and provides her predictions for the year ahead. Nanne offers some great advice for the new year, and even if you aren’t part of the healthcare industry, you won’t want to skip this one.


Nearly half (46%) of today’s workers wouldn’t recommend their job to their children, according to a new global study by The Workforce Institute! In this episode of the People Purpose Podcast, Chas and Julie dive into some of the most intriguing stats from the institute’s latest research on the current state and future of work. How did we get here, and what do we need to change in the years ahead to make work better for all employees, including future generations?
 
Subscribe to the People Purpose Podcast on Apple Podcasts and Spotify or watch on YouTube.

Resources:
Full Study: We Can Fix Work
Our New Website!
The Workforce Institute
Improve Your 1:1s

Today’s post comes to us from Brandon Bielich, managing editor of The Workforce Institute.

Can you believe the holidays are here? Whether you’re recovering from your Thanksgiving gorge or hanging holiday decorations, we invite you to take a few moments to catch up on all the great insights from The Workforce Institute we offered this past month. As we quickly roll into December, here’s a look at anything you might have missed from us at The Workforce Institute in November.


More Thoughts on Managing Employees’ Time Off
In October, The Workforce Institute Weigh-In navigated the sometimes tricky topic of time off — and how to manage employees who take “too much” or “too little” of it. This month, advisory board member Dennis Miller offers an extended take on how to best manage employees’ time off.


Essential Onboarding Steps for New Employees — Even Seasonal
With seasonal hiring ramping up during the holiday season, we outline some of the many ways to successfully onboard your new employees — especially your seasonal, part-time, and temporary employees. Some organizations may view onboarding as a practice reserved for long-term employees and not short-term staff like seasonal employees or even interns. But that’s underestimating the long-term value of a great onboarding program for all employees.


The People Purpose Podcast: Another Workplace Survey? Ways to Get Useful Feedback
In this episode of the People Purpose Podcast, co-hosts Chas Fields and Julie Develin discuss ways to make sure your workplace surveys are effective and have an impact. If you’re tired of surveys at work, Chas and Julie offer some tips for garnering effective feedback from your employees. Plus, find out how to utilize gamification in the workplace.


One-on-One Meetings: A Manager’s Guide
In the first of a two-part series, advisory board member Sharlyn Lauby, also known as the HR Bartender, discusses the value that 1:1 meetings can bring to working relationships and performance. The first part in this series focuses on the manager’s role in 1:1s. Next month, Sharlyn explores the topic of 1:1s from the employee’s perspective.


“No Suits, No Slides!” Returns with Three New Episodes
Everyone’s favorite video series has returned! The ever-popular “Leadership in the Labor Shortage” series — also known endearingly as “No Suits, No Slides!” — is back with three new episodes looking at what’s going on with the labor market from three different angles. Co-hosts John Frehse, senior managing director of labor strategy at Ankura and an advisory board member, and Dave Gilbertson, vice president at UKG, tackle the topics of corporate surveys, the differences between the labor market and the economy, and the healthcare industry — all in an entertaining, yet informative, way. If you’re new to this series, you can catch up today.


The People Purpose Podcast: #UKGAspire2022 Recap
In this bonus episode of the People Purpose Podcast, Chas and Julie report live from Las Vegas and the first-ever UKG Aspire customer conference. With over 3,500 people in attendance, listen to the hosts discuss the sights, the sounds, and the opportunity that presents itself when attending. If you missed being there in Vegas (or attending virtually) and are suffering from “FOMO” (fear of missing out), this episode is for you.

By the way, if you want more perspectives on the UKG Aspire conference experience, check out this article featuring reflections from eight leaders who attended Aspire.


We Need to Fix Work
Do you like your job? Well, nearly half of employees worldwide (46%) said they wouldn’t recommend their company or their job to the kids in their lives! That’s according to a new global study from The Workforce Institute, announced this month. The biggest conclusion we can draw from this report is, we need to fix work! The good news is, we can! Learn more in this article, as we break down some of the more fascinating findings from our latest research. We’ll have much more to say about this study in the coming weeks, so remember to subscribe to The Workforce Institute for the latest.


The People Purpose Podcast: Why We Should Be Thankful for HR
Two episodes of my favorite podcast in one week? Color us grateful! In this episode, Chas and Julie spend some time sharing what they’re grateful for, and especially why they’re thankful for HR professionals amid the ever-growing, ever-evolving role of HR. You’ll also gain insight into the hosts’ Thanksgiving plans, their thoughts on cooking and spending time with family, and much more!


Why We’re Thankful for HR: The Workforce Institute Weigh-In
Continuing with our theme of gratitude, our latest edition of The Workforce Institute Weigh-In focuses on reasons we’re all thankful for (the often-hidden) heroes of HR. Several members of our advisory board pick up right where Chas and Julie left off, including Julie herself, in sharing why they’re grateful for the HR practitioners in their lives. Many of our advisory board members are current or former HR professionals in their own right, so they offer firsthand perspectives here.


UKG’s first-annual customer conference, Aspire, has come to an end. With over 3,500 people in attendance, listen to Chas and Julie discuss the sights, the sounds, and the opportunity that presents itself when attending. If you missed being there in Las Vegas and have “FOMO,” this episode is for you.

Subscribe to the People Purpose Podcast on Apple Podcasts and Spotify or watch on YouTube.

Resources: 
Our New Website!
The Workforce Institute
Improve Your 1:1s
Talent Health Check
Manager Quiz
UKG


Today’s post comes to us from Executive Director of The Workforce Institute, Chris Mullen, Ph.D., SHRM-SCP, SPHR
 
Happy summer! Hopefully, things have slowed down a bit and you’ve had some time to relax and recharge over the past few weeks. Here at The Workforce Institute, it’s been business as usual. We’re delighted to continue bringing you the same great articles, research, and podcasts you’ve come to expect from our advisory board of experts. If you missed anything from us the past month, here’s your recap of July 2022.


The People Purpose Podcast: Cut the Cookie-Cutter Learning — Part One
We started the month with part one of a two-part discussion on learning development from the People Purpose Podcast. In this episode, Chas Fields and Julie Develin talk about how some organizations are missing the mark when it comes to training and developing their employees, and they discuss ways to identify flaws in your own training to improve your organization’s people-development programs.


New Research: Is Manufacturing Stability in Sight?
With fears of a recession starting to resurface more and more among record inflation, what does it mean for industries, companies, and workers in the short and long term? In this post, I focused on the manufacturing industry. The latest study from The Workforce Institute — titled “Is Stability in Sight?” — examines the future state of manufacturing in the United States and this article breaks down a few of the most noteworthy findings from the research.


Summer Listening List: Top HR Podcasts to Subscribe to Today
Speaking of podcasts, if you like the People Purpose Podcast, you’ll definitely want to check out the podcasts featured on our new Summer Listening List. Did you know many of our advisory board members also host awesome podcasts? If you’re looking for a new favorite, or just want to learn more about how to be successful in HR and business, be sure to click the link above and subscribe to these top podcasts today!


Rethinking Employee Discipline in a Tight Labor Market
Despite said fears of a recession, employees are still quitting in record numbers and leaving their employers scrambling to fill critical staffing positions. The scenario poses an interesting question: should employers think twice before disciplining an employee or letting them go for a minor infraction, such as decreased productivity, given the current recruiting challenges? Advisory board member Dennis Miller explores this thought-provoking topic.


The People Purpose Podcast: Cut the Cookie-Cutter Learning — Part Two
As promised, Chas and Julie dedicated a second episode of their podcast in July to employee learning and development — yep, the topic is that important! We’re all different types of learners and there’s no one-size-fits-all effective approach. In this episode of the People Purpose Podcast, you’ll learn how to be proactive and cater to your employees’ different learning styles. Definitely listen to part one before you dive into the conversation here.


How to Promote Financial Wellness with Employees: The Workforce Institute Weigh-In
For our latest edition of our monthly feature, The Workforce Institute Weigh-In, we covered financial wellness. This was a direct response to Chas and Julie’s recent episode of the People Purpose Podcast on the same critical topic. In this post, we asked members of our advisory board to weigh-in on the best ways to encourage financial wellbeing among your employees and what organizations can do to help their people achieve financial goals.


Four Truths of the 2020s Workforce We Should Embrace
Advisory board member Alexandra Levit wraps up our month with an in-depth look at four emerging workforce trends we should all start embracing now. Alexandra is a bestselling author and futurist who focuses on what’s ahead for workers (and what it means for employers). This article is a great introduction to the topic. If you’d like to read more of Alexandra’s thoughts on this subject, I recommend her book “Humanity Works.”

The Workforce Institute Weigh-In for July 2022 explores how to support employees’ financial wellness and dives deeper into the discussion, in response to a recent episode of the People Purpose Podcast. This month, our advisory board members’ responses are a bit longer as they cover this critical topic.

The Workforce Institute Weigh-In for July 2022: What can you do to promote financial wellness among your employees and help them improve their financial wellbeing?

“I’d address three audiences, with respect to financial wellbeing: 1) People who are in trouble: Some employees will have gotten themselves into big financial trouble, and they probably need personalized help via some kind of employee assistance plan (EAP). 2) Young employees early in their careers: For young employees, having some financial guidance as part of onboarding would be helpful. This could involve actually doing things like setting up saving plans, not just in theory. 3) General advice for all employees: One could potentially provide all kinds of sound advice for people on how to manage their money, and certainly encouraging wise financial management is always a good thing. Of these three, it’s group one where the biggest issue lies, and it’s group two that would be the easiest to have an impact on. I don’t think group three is a priority, but it’s a nice thing to offer.” — David Creelman, CEO, Creelman Research

“The most significant thing you can do to promote financial wellbeing among your employees is to pay them an equitable, living wage. With inflation driving up the basic expenses of living, the cost of living is rising and becoming unattainable for many. It is essential to monitor the data on this and make adjustments where necessary and affordable to the organization for the financial wellbeing of your employees. Another option for financial wellbeing is an emergency fund, which allows an employee to borrow from a pool of funds or receive a payroll advance for personal emergencies. Some things you can do to promote financial wellness is encourage participation and thoroughly explain your retirement plan to employees. Many do not understand the benefits of saving for retirement or how to maximize the investment options within their plan. Additionally, you can also provide financial planning support as part of your benefits and perk offerings. This support will help employees learn how to budget, save, reduce expenses, and plan for future events such as buying a car or going on a vacation. Anything you can do as an employer to help your employees be financially stable and to support them through financial hardship or setback will go a long way to not only ensure wellness and wellbeing, but to also ensure physical, mental and emotional health, higher productivity, and greater retention.” — Sarah Morgan, chief excellence officer, BuzzARooney, LLC

“It is difficult for employees who are not making a living wage to even think about financial wellness, because they are trying to meet just their basic needs — paying rent, buying food, transportation, and even childcare. For many, the best help they can get when it comes to financial wellness is to build skills that increase their probability of getting a raise, a promotion, and, for some, a second job or additional gig work. Sometimes, we overlook the simplest want of our employees: having enough money to pay for our most basic needs. We should support our people to help them reach their goals and thrive in their careers.” — Dr. Chris Mullen, executive director, The Workforce Institute

“Financial wellness not only has an impact on employee wellbeing, but also on business results, as high levels of stress can reduce productivity and lead to absenteeism. As a supervisor, it’s critical to learn how to promote the financial wellness of your team. Encourage employees to use the resources available through your organization. These may include financial advice through the EAP, seminars on budgeting or saving, employee discounts and benefits programs, and company benefits, such as savings plans. Many employees may not be aware of these resources, so be sure to educate them and encourage them to use them. Moreover, any financial wellbeing plan must have four parts: diagnosis, design, communication, and follow-up; and must include all those company activities aimed at favoring the lives of your workers. Support your collaborators in executing their personal financial and savings goals in the short, medium, and long term.” — Ivonne Vargas, award-winning journalist and bestselling author, ¡Contrátame! (Hire Me!)

Today’s post comes to us from Workforce Institute Executive Director, Chris Mullen, Ph.D., SHRM-SCP, SPHR.

Summer is a great time to catch up on the things you might have missed or put off during the busier times of the year. While many will recommend binge-worthy shows or their favorite reads — speaking of, have you checked out my colleague Jarik Conrad’s latest book, “In Search of Humanity,” yet? — we here at The Workforce Institute also wanted to provide a list of our favorite podcasts.

Podcasts are a great way to pass the time on a long flight, road trip, bike ride, at the beach, or wherever your summer days might take you. You’re likely familiar with (and already subscribed to) our People Purpose Podcast, but did you know that many of The Workforce Institute advisory board members also host their own podcasts?

Check out our Summer Listening List below and discover your new favorite podcasts today!

The Hostile Work Environment Podcast
Hosted By: Kate Bischoff and Marc Alifanz
In this podcast, employment attorneys Kate and Marc break down the biggest employment law news while providing their own snarky takes for HR professionals. They give practical, non-legal advice on the whacky world of work and discuss what to expect going forward as employment law changes fast.
Listen

The HR Bartender Show
Hosted By: Sharlyn Lauby
The HR Bartender Show is a casual place to talk about work. Listeners get practical advice about how to be a better leader and manager, focusing on the employee experience, and career advice. Past guests have included The Workforce Institute’s own Julie Develin, Chas Fields, Alexandra Levit, Dan Schawbel, and even yours truly. Episodes might also discuss Sharlyn’s personal goal of finding the best cheeseburger on the planet. So, grab your favorite beverage, pull up a stool, and join the conversation. The bar is always open.
Listen

Leading in Color
Hosted By: Sarah Morgan
Leading in Color is a podcast about cultivating intentional, positive workplace experiences and environments — from recruiting and hiring, to training and development, to coaching and discipline, to policy and strategy, to trends and hot topics. The podcast tackles each area through a lens of diversity, equity, fairness, and inclusion, and episodes also highlight the unique challenges and cutting-edge creativity of leading with social consciousness in the corporate world.
Listen

While We Were Working
Hosted By: Joey V. Price and Sommer Ketron
This weekly podcast for HR pros and people leaders focuses on topics such as employee engagement, workplace culture, and HR law for the agile, modern workplace. In every episode, Joey and Sommer bring their own personal perspectives and years of experience to cover trending topics you might’ve missed while you were working. Episodes also stream live each week on LinkedIn.
Listen

Punk Rock HR
Hosted By: Laurie Ruettimann
As Laurie cautions: Work is broken, but all hope isn’t lost. Join the failed HR lady (Laurie) who went on to become one of the world’s top career advisers, as she talks to some of her closest friends and peers about what happens behind the scenes at your job. Speaking from personal experience as a guest, these are some great conversations.
Listen

5 Questions with Dan Schawbel
Hosted By: Dan Schawbel
Dan is a New York Times bestselling author. But, as a podcast host, he distills the most actionable and tangible advice from a variety of world-class humans, including entrepreneurs, authors, Olympians, politicians, billionaires, Nobel Prize winners, TED speakers, celebrities, astronauts, and more. In fewer than 10 minutes, guests respond to five questions with their best career advice.
Listen | Watch

BONUS: Leadership in the Labor Shortage
Hosted By: John Frehse and Dave Gilbertson
Also known as the “No Suits, No Slides!” series, these videos technically aren’t podcasts, but each features a deep dive into the current state of the labor market from two of the best economic analysts out there today. John and Dave always find ways to present informative stats about the economy in a memorable, easily digestible way. Check it out today, if you haven’t already.
Watch

Have a favorite HR, business, or leadership podcast to share with our readers? Let us know!

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