Benefits

How Flextime Supports Employee Well-Being and Work-Life Balance

2025-01-07T17:01:49-05:00

Flextime policies allow employees to build a schedule that matches their biological sleep patterns, bolstering employee health and performance.

Why should business leaders care if night owls get enough sleep?

When employees lose sleep, their health is affected and productivity dips. Research shows one fourth of the world’s population isn’t sleeping as well as they should — not because they are lazy or improvident, but because their bodies are hardwired against the typical 8 a.m. to 5 p.m. work schedule.

For leaders who want to help employees find their optimal sleep schedule — and boost worker health and business performance — flextime arrangements are key.

What is flextime?

Flextime is a scheduling arrangement that offers full- and part-time employees input on what hours they work. Employees still work the same number of scheduled hours but have the freedom to alter their start and end times.

While the standard eight to five schedule suits roughly 55% of the population, it harms employees who don’t fit the mold. Night owls, roughly 25% of the population, force themselves into standard working hours at the cost of their sleep. Rigid schedules can result in higher sick days, decreased productivity, and higher turnover. If employees are offered flextime, leaders can unlock the potential of employees who are fighting against their biology.

By taking time to learn about genetic time clocks — called chronotypes — leaders can improve employee productivity and protect employee well-being.

What are chronotypes?

Everyone has a unique 24-hour master biological clock, or circadian rhythm. Chronotypes are classifications based on when a person’s circadian rhythm dictates they should be awake or asleep.

Broadly, there are three chronotypes: morning-types, evening-types, and somewhere-in-between-types. Individuals can begin to understand their chronotype by asking, “If I had no plans tomorrow, what time would I like to wake up?” Those who naturally rise before 6 a.m. are categorized as the morning-type. Wake up after 9 a.m.? You likely fall in the evening-type category. And if you naturally start your day between 6 a.m. and 9 a.m., you belong to the in-between category.

When you experience chrono-misalignment (your sleep/wake cycles clash with your body’s natural sleep schedule), you are more likely to suffer exhaustion or make poor decisions that can have serious consequences for your personal and professional life.

Why should employers care about chrono-misalignment?

A healthy workplace does more than make employees happy. It drives essential business outcomes.

In Great Place To Work® research conducted with Johns Hopkins Carey Business School, four out of five employees worldwide reported not flourishing at work, leading to higher turnover and talent costs. When companies prioritize well-being, employees are three times more likely to intend to stay with their employer.

Consider how chrono-misalignment can have a negative impact on your business beyond just the employee experience.

1. It’s expensive.

Absenteeism costs employers big money. According to the Centers for Disease Control and Prevention, sick day absenteeism costs U.S. employers over $225 billion annually.

Some of that absenteeism is directly linked to poor sleep, a direct effect of chrono-misalignment. SleepWatch data shows that morning-type individuals get 48 more minutes of sleep per night than evening-types. For evening-type workers, that’s 16 fewer hours of sleep per month.

The good news: Flextime offerings have positive impacts on reducing absenteeism. A recent study showed flextime policies increased job satisfaction, ultimately reducing employees’ intent to leave.

2. It’s dangerous.

In a 2014 study using a driving simulator, researchers found that evening-types made more errors and were less attentive at 8 a.m. compared with their morning-type counterparts. Not only are these employees more dangerous on the road, but their impaired, sleep-deprived thinking can continue to impact their job performance throughout the early morning.

Evening-type individuals also report more general exhaustion than morning-types. In fighting chrono-misalignment, employees expend extra energy trying to maintain performance standards in suboptimal conditions, leading to chronic exhaustion — a key factor in burnout.

Additionally, experiencing chrono-misalignment is linked to decreased attention, poorer decision-making, and increased irritability — it can even lead to less ethical behavior.

3. Employee work suffers.

Chrono-misalignment and subsequent sleep deficiencies have been linked to increased job procrastination. When employees don’t get adequate sleep, they lack the energy to focus their attention and resist distractions, and productivity suffers.

Offering flexible work has an opposite effect. A study found that flextime arrangements were positively associated with employee motivation and productivity.

Where should employers start implementing flextime in the workplace?

There are several ways HR professionals and leaders can begin to help different chronotypes thrive in the workplace:

1. Start by allowing full-time employees to adjust their working schedule by one hour.

Even just an extra hour can offer evening-type individuals more time to sleep, offsetting the 48-minute average deficit they face in a traditional schedule. A later start time shifts their work responsibilities to a time more aligned with their biology, allowing for better control over their attention and greater alertness on the job.

2. Reset expectations around when work gets done.

With employees opting for flextime arrangements, your workforce won’t all be clocking in on the same schedule. Leaders should encourage employees to stick to their personal work schedule and resist pressure to always be “on,” or immediately responsive, simply because others are working beyond traditional hours.

When leaders make a point to acknowledge different schedules in their communications, employees feel empowered to preserve their time away from work.

3. Reduce stigma for employees who ask for flextime.

When implementing flextime policies, consider how your culture supports or hinders employees from participating.

Traditional American work culture praises early risers and stigmatizes night owls as less ambitious and less productive. Employees requesting or using flexible schedules often face prejudice from their supervisors.

To reduce bias, make flextime standard across your whole organization. When employees ask for a different schedule, make sure their careers don’t suffer.

4. Host annual training about healthy sleep habits.

Discuss healthy sleep habits with your workers. Reminding employees to take care of their well-being can foster feelings of organizational trust and work engagement, and most importantly, improve employee health.

When companies prioritize well-being, employees are three times more likely to intend to stay with their employer.

The global workforce has seen numerous changes in how and when we work. As companies work to create inclusive workplaces, sleep should be included in the conversation about flexibility.

Embracing flextime is more than simply allowing employees the “flexibility” to take breaks to pick up their kids or run to a doctor’s appointment.

Flextime allows employees to adjust their schedule to fit their biological needs. To create an environment of openness and respect, organizations should educate their employees on the importance of understanding their chronotype and allow them to make informed decisions about their work schedules.

Parental Leave: How Much Time Off Do 카지노 커뮤니티 추천 Give?

2024-12-10T03:13:51-05:00

When it comes to your company’s parental leave policy, how does it compare to the Best Workplaces for Parents?

Becoming a parent is a time of great excitement and great planning. There are plenty of things to organize before welcoming a new child into your family — from picking the right stroller to organizing your parental leave.

The United States is still the odd one out globally — no federal parental leave policy, unlike other wealthy nations. But on a slightly more positive note: 카지노 커뮤니티 추천 are stepping up (or at least holding steady). According to SHRM’s 2024 Benefits Survey, 40% of employers are offering paid parental leave, matching last year’s numbers. So, while we’re not exactly racing ahead, we’re not rolling backward either.

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Great Place To Work® Certified™ companies are known to prioritize supporting new parents with robust parental leave policies and special practices catered to parents. These include things like new parent buddies, support for couples in various stages of their fertility journey, and foster care parental leave.

Great Place To Work analyzed data from more than half a million employees with parenting responsibilities to create a list of the Fortune Best Workplaces for Parents™. We found that managerial support, flexibility, meaningful work, and a focus on psychological and emotional health do more than support working parents — they l ead to higher engagement, reduced stress, and increased productivity among employees.

Generous parental leave policies and ample time off are important pieces of this puzzle, but they’re not the whole story.

Because here’s the thing: Parental leave isn’t just about the policy — it’s about how it works in real life. Longer leave doesn’t automatically mean better leave. What matters most is whether employees feel they can actually take that leave without worrying about their jobs or promotions.

Too often, companies write great policies but stop short of the follow-through: Leadership at every level needs to make those benefits feel safe to use.

Because let’s be real: Decent leave you can take beats amazing leave that’s just a line in the handbook. (Of course, amazing leave and the freedom to take it? Now, that’s what makes a workplace truly great.)

Curious to know how your company’s paid parental leave policy compares to the Best Workplaces for Parents? Read on.

How much maternity leave do most companies give?

Maternity leave in the U.S. is a patchwork at best. On average, working moms get around 10 weeks off — paid and unpaid combined — but it’s a complete lottery depending on where you work.

Only 27% of employees have access to paid family leave, and most rely on the 12 weeks of unpaid leave offered under the Family and Medical Leave Act (FMLA). And let’s not forget: You only qualify for FMLA if you’ve clocked 1,250 hours at a company that is large enough to be included in the Act.

By comparison, mothers who work at the Best Workplaces for Parents receive an average of 15 weeks of maternity leave.

How much paternity leave do fathers get on average?

In the U.S., parents are not legally entitled to take paid parental leave, and only 27% of workers in the U.S. have access to paid paternity leave through employers.

While paid paternity leave is becoming more common, the average amount of paternity leave given by U.S. companies is one week.

Compare this to paternity leave offered by the Best Workplaces for Parents, where fathers are eligible for nearly 12 weeks of paid leave.

How much parental leave is optimal?

When it comes to maternity leave, longer isn’t just better — it’s essential. Research shows that giving moms more time off after having a baby does wonders for everyone involved. For babies, it means better health, lower infant mortality rates, and higher chances of breastfeeding success. For moms, it’s about mental health, bonding, and recovering properly — because, let’s face it, childbirth isn’t exactly a walk in the park.

The sweet spot? The International Labor Organization calls for at least 18 weeks of maternity leave and no less than 14 weeks. UNICEF recommends a full six months, or 24 weeks, as the ideal amount of time new parents should receive.

And even the American Academy of Pediatrics recommends six months. This amount of time supports breastfeeding and postpartum depression rates. Plus, countries that offer longer leave see fewer infant deaths and healthier babies.

Let all that sink in. Currently, the U.S. offers an average of 70 days for new mothers compared to UNICEF’s recommended 168 days (24 weeks). That’s a difference of 479%. Perhaps the question isn’t just whether your parental leave is competitive but whether it is healthy. Or even humane.

Top workplaces with the best parental leave policies

The Best Workplaces for Parents don’t just offer generous parental leave — they create an environment where employees feel supported in using those benefits.

On average, these workplaces provide:

15 weeks of maternity leave
- Large companies offer 75 days (72 paid)
- Small & medium companies offer 78 days (75 paid)
12 weeks of paternity leave
- Large companies offer 61 days (53 paid)
- Small & medium companies offer 54 days (52 paid)

The biotech and pharmaceutical industries showed the highest amount of parental leave, with an average of 115 days offered (95 paid) for maternity leave and 89 days offered (51 paid) for paternity leave.

The financial services and insurance sector had the lowest overall, with an average of 59 days offered (all paid) for maternity leave and an average of 48 days offered (45 days paid) for paternity leave. However, these are still well above the number of days offered by most U.S. workplaces.

Large companies with the best parental leave policies

These companies lead the way in supporting working parents through comprehensive support, including generous parental leave policies and a culture that ensures employees feel empowered to use them:

1. Cisco

California-based IT company Cisco hit the number one spot on the 2024 Best Workplaces for Parents list. Cisco has repeatedly topped our list, ranking number 1 since 2020.

Employees said they appreciate the flexibility that Cisco provides to promote work-life balance: “I love that we are given complete flexibility with remote work. As a parent, this is a HUGE benefit for me. I am able to provide at-home nanny care for my child and don’t have a commute, adding unnecessary time to a day that is already too short,” said one employee.

Number of maternity days offered: 65 (65 paid)
Number of paternity days offered: 65 (65 paid)

2. NVIDIA

NVIDIA is another IT company that puts parents first with their care — it offers a whopping 110 days of paid maternity leave (among one of the highest amounts on our list). The company also jumped up two spots from its 2023 ranking.

Employees say that NVIDIA is about people, not policies. “NVIDIA offers benefits I've not seen at other organizations, like the Quarterly Free Days (two extra days off each quarter), where the whole company takes time to relax and rebuild resiliency. Plus, NVIDIA has a big emphasis on family, offering support for infertility and different kinds of families, including adoption, not just standard maternity/paternity packages.”

Number of maternity days offered: 110 (110 paid)
Number of paternity days offered: 60 (60 paid)

3. Hilton

Global hotel chain Hilton jumped three spots on our list from its 2023 ranking and stands out among U.S. employers for its parental leave policies and commitment to work-life balance.

One employee said she particularly appreciated how flexible Hilton is when it comes to her family’s needs: “As a new mother, Hilton and my manager are SO flexible for doctors appts or if she needs to be with me on a call because she’s sick. With ample vacation time too I really feel like I'm encouraged to recharge for myself and to connect with my family.”

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 20 (60 paid)

4. Bain & Company, Inc.

Consultancy firm Bain & Company offers one of the highest amounts of parental leave on our list — and all of it is paid leave for both mothers and fathers. This supportive atmosphere comes not just from management but also from fellow “Bainies” who are willing to help out when their coworkers need it.

“Never have I had someone turn me down when I asked for help with a project or to take off to support myself or my family,” said one employee. “The culture is full of Bainies who will go the extra mile.”

Number of maternity days offered: 105 (105 paid)
Number of paternity days offered: 105 (105 paid)

5. American Express

Global payments company American Express puts families first with its generous parental policies and benefits coverage, which includes support for family planning. In addition to 100 days of paid leave for both new mothers and fathers, the company’s benefits can help with the costs of adoption and surrogacy.

Said one employee: “As a parent or person in a family, the tools that Amex provides for people to grow their families is tremendous. There’s comprehensive coverage to support significant costs of adoption, surrogacy and conception/maternity needs. Followed by a super generous family leave policy to enable all parents to be present for their new family members that arrive through birth or adoption. Paid family leave during such a pivotal growth moment is rare in this country, and the length of time Amex provides for its employees is truly amazing.”

Number of maternity days offered: 100 (100 paid)
Number of paternity days offered: 100 (100 paid)

6. Comcast NBCUniversal

This global media and tech company streams entertainment, sports, and news to customers across the U.S. and Europe. Among the benefits employees cite are offers from the company to help pay for childcare services before and after school, during the summer vacation, and for last-minute situations.

“Having a family and living far away from the physical office location, I LOVE and appreciate the hybrid work model that allows me to do the job I love in a way where I have a healthy work-life balance,” said one employee. “카지노 커뮤니티 랭킹 leadership giving us and fighting for that flexibility holds tremendous value for me as a working mom.”

Number of maternity days offered: 100 (80 paid)
Number of paternity days offered: 100 (80 paid)

7. Fannie Mae

Mortgage financier Fannie Mae’s mission is to facilitate equitable access to homeownership and affordable rental housing across America — and its commitment to this carries over into its generous parental leave policies and flexible work arrangements. This year marks Fannie Mae’s debut on the Best Workplaces for Parents list.

“Fannie Mae cares greatly about work-life balance and offers flexible work options including remote, hybrid, and on-site work options, leave for new parents and grandparents, competitive vacation allowances, flexible Fridays, home purchase and home catastrophe leave, and caregiver leave,” said one employee.

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 60 (60 paid)

8. Deloitte

New York-based Deloitte offers audit, consulting, tax, and advisory services. The company promises a culture of inclusion, collaboration, and purpose, which can be seen in its generous parental leave policies. Deloitte offers 120 paid days of maternity leave, which is one of the highest allotments on our list.

“When I had my children, I thought the time off and support we received was fantastic, but it’s even better now,” said one employee. “Not only do mothers get paid time off, but so do fathers. And the benefits also apply to parents who are adopting! I have also seen first-hand the support our leaders and their families receive in cases of death or disability. The sense of partnership is truly extraordinary.”

Number of maternity days offered: 120 (120 paid)
Number of paternity days offered: 80 (paid)

9. Zillow Group

Seattle-based Zillow is the most visited real estate website in the U.S. The company jumped over 20 spots this year into our top 10 and offers one of the most generous maternity leave policies on our list, with 20 paid weeks for new mothers.

Employees say the company helps them to maintain a healthy work-life balance: “Management truly takes work-life balance seriously and wants us to enjoy our time with our loved ones,” said one employee.

Number of maternity days offered: 100 (100 paid)
Number of paternity days offered: 60 (60 paid)

10. PricewaterhouseCoopers

With the highest allotment of maternity and paternity leave among the top 10 large companies, New York-based PricewaterhouseCoopers demonstrates a strong commitment to supporting families. Generous benefits and workplace flexibility, such as phased returns post-maternity leave, mean that employees can continue to be there for their families even after they return to work.

“The flexibility to continue pumping to feed my baby and to care for sick children makes being a full-time working mom possible,” said one employee.

Number of maternity days offered: 130 (105 paid)
Number of paternity days offered: 130 (60 paid)

Small & medium-sized companies with the best parental leave policies

When it comes to supporting working parents, these small and medium-sized businesses go beyond the basics. Sure, they offer generous parental leave policies. But what really sets them apart? They’ve created workplaces where parents actually feel supported — and not just on paper.

Here’s our 2024 list of the Best Workplaces for Parents among SMBs.

1. WestPac Wealth Partners

Financial services company WestPac says it gives clients the confidence to take control of their lives and build a clear path to their financial future. This attitude applies to its parental leave policies, too, and the company has retained a spot on our parents list for the fifth year in a row, with 90 days of leave for both new mothers and fathers.

“Compassion — the firm is committed to family health, personal and mental health. It promotes a balanced work-family life through its organizational culture, and I see employees are happier here than at other places.”

Number of maternity days offered: 90 (90 paid)
Number of paternity days offered: 90 (90 paid)

2. IntraFi LLC

Financial services company IntraFi jumped up nearly 20 spots on our list, with a commitment to work-life balance and generous parental leave policies of 60 paid days for both new mothers and fathers.

“Management sincerely cares about employees and in fostering a great company culture,” said one employee. “Work-life balance is strong, and they have struck a great balance with hybrid/remote work while still maintaining culture and incorporating new hires.”

Number of maternity days offered: 90 (60 paid)
Number of paternity days offered: 60 (60 paid)

3. Braze

With a whopping 140 paid days, IT company Braze has the highest maternity leave allowance on our list. The company’s commitment to diversity and its support for work-life balance are just some of the reasons employees say they like working there.

“The culture is truly welcoming and diverse. People are genuinely kind and want to help, and it’s very easy to approach each other,” said one employee. “It’s easy to take time off for emergencies or mental health days, and people are willing to take on some of your work during crunch time.”

Number of maternity days offered: 140 (140 paid)
Number of paternity days offered: 80 (80 paid)

4. Mercury

Mercury is a relatively young company (launched in 2019) that offers banking services for startups. Despite still being a new workplace, Mercury offers a generous parental leave policy of 80 paid days for new mothers and 60 paid days for fathers. The company jumped up two spots from its 2023 ranking.

“I truly feel like the company values their employees as people and takes feedback seriously. There is also a great work-life balance and very accommodating to families and other people who might need flexibility in their schedules.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 60 (60 paid)

5. Greenhouse

New York-based IT firm Greenhouse offers 80 paid days of parental leave for both new mothers and new fathers. Employees said they feel supported by the company, both while pregnant and during their time off.

Here’s what one Greenhouse employee said about the parental leave policy: “As a first-time parent, I felt extremely supported by Greenhouse throughout my pregnancy and parental leave. Greenhouse and my managers gave me time and space to heal and bond with my little one, which goes a long way as a new parent. I feel that Greenhouse does an exceptional job supporting employees through different phases of life.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 80 (80 paid)

6. Insmed

Biopharmaceutical company boasts a generous policy of 70 paid days for maternity leave and 40 paid days for paternity leave.

“Insmed values not only its employees but our families as well.”

Number of maternity days offered: 70 (70 paid)
Number of paternity days offered: 40 (40 paid)

7. ezCater, Inc.

Boston-based IT company ezCater offers 90 paid days for new mothers and 60 paid days for new fathers. Employees say they appreciate the company’s flexibility, especially with unlimited PTO, which makes it easier to care for their families.

“The unlimited time off and balance between personal and work life is ESSENTIAL, and this company is so understanding,” said one employee. “I have never worked for a company that actually puts time and love into their employees.”

Number of maternity days offered: 90 (90 paid)
Number of paternity days offered: 60 (60 paid)

8. Highlight Technologies

Highlight Technologies offers 60 days off for both new mothers and fathers. The company has an employee-owned model, which creates a supportive workplace where every employee feels like they are heard.

When asked what makes the company unique, one employe said, “I feel truly cared about. I've never worked for a company that allows for the work-life balance this company provides.”

Number of maternity days offered: 60 (20 paid)
Number of paternity days offered: 60 (20 paid)

9. Invisors

Atlanta-based IT firm Invisors offers 60 paid days of parental leave to both new mothers and fathers. Employees said the company provides a solid work-life balance and a collaborative working environment.

“It feels like family,” said one employee. “People are very understanding that we have lives outside of work. People genuinely want to help others. We do things even if they’re not part of our day-to-day job.”

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 60 (60 paid)

10. FloQast, Inc.

Finance and accounting IT company FloQast offers a generous policy of 80 paid days for maternity leave and 60 paid days for paternity leave. Employees say that the company is collaborative and supportive, with everyone invested in each other’s success.

“I’m continually amazed at HR — they must not have gone to the same “HR school” that makes HR people at most companies horrible to work with. They’re really great at FloQast. I know they personally care for me — speaking from conversations I’ve had with them over the years, and how much they delight in improving benefits and making things easier for us all.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 60 (60 paid)

Benchmark your workplace against the best

The Best Workplaces for Parents aren’t just about policies on paper — they’re about how those policies come to life. Sure, paid parental leave matters. But what really sets these companies apart is how they create a culture that builds trust, gives parents purpose, and makes the workplace better for everyone.

Think your workplace has what it takes to make the list? Getting Certified is your first step. It’s not just an award — it shows you how your culture measures up across 60+ areas.

See if your company can be eligible for our awards and learn about Great Place To Work 카지노커뮤니티™ today.

How Great 카지노 커뮤니티 추천 Prioritize Financial Wellness for Employees

2024-04-10T06:51:04-04:00

How the best companies invest in the financial stability of their people — and how you can do the same.

As news of layoffs and rising inflation dominates headlines, the best employers are focusing on financial wellness.

Financial wellness, or an employees’ comfort and adeptness in handling their finances, has become a key part of the puzzle for helping employees thrive in 2025. One of the five key dimensions of well-being, financial health is having an impact on the employee experience — and therefore, an impact on your business performance.

Over half (56%) of full-time U.S. employees are stressed about their finances, per a 2022 survey from PwC. Thirty-four precent said financial stress had a major impact on their mental health and 18% reported that it affected their productivity on the job.

카지노 커뮤니티 추천 invest in financial well-being programs with the hope that their efforts will improve employee morale, productivity, and performance while reducing absenteeism, health care costs, and mental health strain.

With recession fears on the rise, employees are looking more closely than ever at their finances. Here’s how some of the best employers in the country are helping their people build a strong financial foundation:

1. Pay increases

In a challenging economy, fair pay is a baseline requirement for a healthy workforce.

For hourly workers, fair pay is a top concern when thinking about how to improve their experience at work. Fair pay is also closely linked with whether employees say they trust their employer.

To combat inflation and help employees support their families, many employers are raising wages.

Construction firm Hilti, No. 86 on the 2023 Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List, gave an additional merit increase on top of its traditional annual increase. Scripps Health, a nonprofit healthcare provider and No. 95 on the 100 Best list, increased salaries by 10% overall in 2022, compared to an average of 4.5% in the prior three years.

카지노 커뮤니티 추천 with hourly workers focused on raising their minimum wage. Bank of America, No. 63 on the 100 Best list, raised its minimum wage in 2022 to $22 an hour, part of its effort to reach a minimum hourly wage of $25 an hour by 2025.

2. Hardship grants

Sixty-three percent of Americans are living paycheck to paycheck. For these workers, a hospital bill, a family emergency, or some other unpredicted expense can create immense strain on their finances and mental health.

That’s why some employers offer hardship grants designed to help employees navigate extenuating circumstances. Global hospitality brand Hyatt, No. 76 on the 100 Best list, created the Hyatt Care Fund in 2020 to help support employees affected by natural disasters, humanitarian crises, and other unexpected events. All donations to the fund are used to support immediate and critical colleague needs such as housing payments, groceries, childcare assistance, utilities, and other expenses.

For NuStar Energy, No. 96 on the 100 Best list, the SAFE Fund Program offers hardship grants of up to $10,000 that are open to all employees and never have to be repaid. A $4,000 grant was awarded to one employee who incurred expensive veterinarian bills when his dog was sick. A $1,500 grant was given to another employee when her son’s home was burglarized and their Christmas gifts were stolen. Grants have also been awarded to employees struggling to pay out-of-pocket medical expenses and property taxes.

3. Interest free loans

With so many American workers facing personal debt crises, some employers are making an effort to help workers avoid costly, high-interest loans.

World Wide Technology, No. 19 on the 100 Best list, offers workers a program called “Purchasing Power,” which allows employees to buy items like refrigerators, TVs, computers, and more through a payroll deduction over 12 months, avoiding interest and fees. The program allows employees who do not have access to savings to replace costly items without resorting to more credit card debt or rent-to-own fees.

4. Peer support programs

Some employers are also working to make it easier for employees to support colleagues who need extra help. Whether or not you feel supported by your colleagues has a big impact on your perception of fairness within the organization.

Scripps Health created its HOPE Fund (Helping 카지노 커뮤니티 랭킹 Peers in Emergencies) to help staff offer their own PTO or other financial assistance to employees in need. Staff can donate PTO and contribute financially through payroll deductions. From June 2021 through June 2022, 25 employees received more than $45,000 and 26 employees received 1,788 hours of PTO through the program.

5. Financial education programming

One potential risk for the financial well-being of U.S. workers is the lack of financial literacy across the population. One in three Americans are not considered financially literate – and employers can help.

Global consulting firm Protiviti, No. 25 on the 100 Best list, offers its employees financial webinars. Topics covered in 2022 included:

Identifying and prioritizing savings goals
Understanding and maximizing your 401(k) plan
College savings options and financial aid guidance
Getting your debt in order

6. College help

Many employers are reacting to the rising cost of college and its impact on their employees. The types of financial wellness programs offered to help employees with college and associated costs fit into three buckets:

Student debt tools. KPMG, No. 38 on the 100 Best list, offers access to refinancing for loans for current students, graduates, and parents through a partnership with Citizens Student Lending.
College advisors. KPMG also offers employees with college-bound children (age 14+) access to Bright Horizons College Coach®. At no cost to employees, this benefit provides access to a team of college admissions who can help navigate the admissions process and finance experts who can help plan for college costs.
Tuition awards. Bicycle manufacturer Trek, No. 94 on the 100 Best list, offers an Educational Assistance Program which reimburses full-time employees for 75% of tuition-related expenses, up to $15,000 per year and a maximum of $30,000. The company has paid over $1.65 million in tuition reimbursement since 2006. Trek also offers scholarships, which college-bound children of Trek employees can apply for. From 2019 to 2021, Trek awarded $971,000 in scholarships, helping 119 students and their families.

7. Cash awards

Rather than identifying every type of issue that might affect their employees, some employers are simply offering their workers cash grants and letting individual employees decide where to spend it.

At Kimley-Horn, No. 28 on the 100 Best list, employees receive gift cards or cash in what the company calls “Red Envelope Days.” In the past twelve months, the professional services firm had four Red Envelope Days, including one in May, where every employee received a $500 gift card, and a Thanksgiving special in November, where every employee received $75 to put toward a Thanksgiving dinner (or to pay it forward to someone in need in their community).

Since 2020, employees also received three $450 funding cycles through Kimley-Horn’s My Way Dollars program, which employees can use toward the things that matter to them, from vacations, to student loans, to mortgage payments.

Additionally, in 2022, Kimley-Horn sought to help ease the burdens of inflation by providing monthly $300 deposits to eligible employees in the form of their “Inflation Busters” program. In total, employees received $1,500. Employees were not told how to spend the money; they were just encouraged to use it to help themselves and their families.

8. Transparent communication from the CEO

Employers know that their workers are more concerned about the economy and what a potential recession means for their job. Leaders are reading the same news stories about layoffs and budget cuts.

To ease employee fears, some leaders are doubling down on timely, transparent communication about the state of the business and what employees can expect in the year ahead.

At Ally Financial, No. 71 on the 100 Best list, the executive leadership team, led by CEO Jeffrey Brown, make it a point to speak directly to employees. They address not just the current economic environment and what it means for the company, but also explain why this is unfolding, what employees should be prepared for, and why it’s important for them to relentlessly focus on serving customers.

Transparent communication about the state of the business is one of the easiest ways companies can improve the financial acumen and security of their employees. It doesn’t require launching a new benefit, or allocating additional budget dollars. It just means having a candid conversation with employees about what this market means for them and how they can help the company succeed.

9. Employee discounts

For many employers, offering a meaningful employee discount is another way to help workers deal with rising inflation and economic pressure.

Retail chain Target, No. 26 on the 100 Best list, provides a 10% discount at all Target stores and on Target.com to all team members, their spouse or domestic partner, and eligible dependents. Team members get an additional 20% discount on many fitness and wellness products, such as fresh and frozen fruits and vegetables, Good & Gather organic products, All in Motion athletic apparel, and Up & Up tobacco-cessation products.

Camden Property Trust, No. 33 on the 100 Best list, a multifamily real estate investment trust, offers team members a monthly rental discount at Camden communities, 20% for regular full-time employees and 10% for part-time employees.

10. Mental health resources

Many employers are thinking about financial well-being and mental health at the same time. By supporting financial wellness, program advocates are hoping to reduce anxiety and mental health concerns caused by financial insecurity.

For some employers, that means financial wellness demands investment in mental health resources for workers.

Power Home Remodeling, No. 13 on the 100 Best list, uses its Employee Assistance Services program to offer unlimited access to assist in finding mental health professionals, legal services, and financial advisors. Employees can also take forty hours of sick time outside their traditional PTO to focus on their wellness, including doctors’ appointments, caring for a family member, therapy, or just taking a personal day. Power Home Remodeling saw a 33% increase in employees using this wellness time in 2022 compared to 2021, when employees were required to use their regular PTO bank for wellness needs.

Learn what your workers need

It’s important to survey your workforce to learn about their specific needs and how you can improve their financial well-being. 카지노 커뮤니티 랭킹 survey tools can help.

How Best Workplaces Promote Employee Well-Being in the Workplace

2024-04-09T11:04:20-04:00

Consider these practices to help every employee in your organization thrive.

In the immediate aftermath of the pandemic, employee well-being became a top priority for company leaders.

Yet, despite years of investment, measures of well-being in the workplace have stagnated. In a 2023 market survey of 4,400 U.S. employees, Great Place To Work® found that the number of employees reporting a psychologically and emotionally healthy workplace hasn’t changed much since 2021. At the typical U.S. workplace, 55% of employees have a healthy work environment, a two-point difference from 2021.

By contrast, other elements of the employee experience have improved for employees at a typical U.S. workplace. The percentage of employees reporting a healthy work-life balance has increased 13 points and the number of employees reporting fair pay is up nine points over the same period.

What builds well-being for employees?

A study published in the Industrial Relations Journal found that most well-being programs — from apps and relaxation tools to classes in time management and financial health — had no positive effect on employee well-being.

“If employees do want access to mindfulness apps and sleep programs and well-being apps, there is not anything wrong with that,” William J. Fleming, the author of the study told The New York Times. Instead, Fleming says that addressing core practices around scheduling, pay, and performance are more important for employers who hope to drive better well-being outcomes.

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What does drive better outcomes for employees? Offering a high-trust workplace culture.

In a study with Johns Hopkins University, Great Place To Work identified five elements of the employee experience that drive higher levels of well-being:

1. Mental and emotional support. It matters if you can maintain a positive outlook, even in the face of adversity. Within an organization, optimism and positive energy build into what is called “psychological capital” — a reservoir of goodwill that companies can draw on in hard times.

2. Sense of purpose. Nearly half of respondents in the 2023 market survey (46%) said they did not have meaningful work. In John’s Hopkins research, this experience gap is key in explaining why only one in six employees globally are “flourishing.”

3. Personal support. Mangers can affect employee well-being — for better or worse. UKG data suggest managers affect mental health more than therapists or doctors. At the companies on the 2024 Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List, 84% of employees say management shows a sincere interest in them as a person. In our 2023 market study, only 58% said the same at an average workplace.

4. Financial health. If you are worried about money, other aspects of well-being suffer. Great workplaces are increasingly focused on financial health, offering tools and programs to help employees build a strong financial foundation.

5. Meaningful connections. Employee well-being hinges on how connected workers feel to their colleagues and to management. In the Johns Hopkins study, 25% said they feel lonely at work and 30% said they do not feel a sense of belonging.

What sets the 100 Best apart?

Most companies have well-being initiatives, offer health benefits, and provide an employee assistance program (EAP). Yet, when you look at companies on the 100 Best list, employees report higher levels of well-being than at a typical U.S. workplace.

What, then, are these companies doing to produce better outcomes? Here’s what Great Place To Work has found:

1. Ask questions to identify barriers to well-being

The Best Workplaces ask simple questions:

What do you want?
What do you need?
What would be meaningful to you?

These questions will uncover roadblocks that prevent employees from thriving. Even better, the roadblocks are often simple to remove. Actions that we see increasing the number of employees that use well-being benefits include:

Not requiring a receipt for reimbursement
Providing 100% coverage for mental health benefits
Bringing health care providers to a work site
Adjusting schedules to make time for wellness activities
Making services available after hours

At Comcast NBCUniversal, No. 10 on the 100 Best list, the EAP offers personal counseling 24/7 to support employees and household members, with up to 10 free counseling sessions per household member. At American Express, No. 4 on the 100 Best, on-site wellness centers can be found at its four biggest U.S. locations, with a staff of nurses, nurse practitioners, and doctors who offer acute care, screenings, immunizations, and more.

2. Get innovative ideas from your employee resource groups

Employee resource groups (ERGs) are important sources of information for organizations, and can be helpful partners when trying to roll out a new program.

Some companies will create employee councils to focus on well-being. At Wellstar Health System, an Atlanta-based hospital group ranked No. 96 on the 100 Best, well-being efforts are driven by a cabinet of clinical, executive, and operations leaders to develop strategies.

ERGs can also ensure every employee has meaningful work, and can access professional development resources. At Dow, No. 79 on the list, ERGs are tasked with promoting well-being as one of the company’s many measurable goals that determine success. Dow’s Women’s Inclusion Network successfully advocated for stronger parental leave policies, with new parents now having 16 weeks of paid leave regardless of gender.

3. Align benefits to the needs employees share with you

What makes a successful well-being benefit? The only metric that should matter is how employees feel about it.

PwC, No. 22 on the 100 Best list, increased support for health care services for nonbinary and transgender employees after hearing from its workforce about how meaningful that support would be. Now the company covers up to $75,000 of medical costs for specific procedures related to gender-affirming care.

“Because of the stress of transitioning, emotionally and physically, the financial support from an employer makes a huge difference,” shares DeAnne Aussem, well-being leader for U.S. and Mexico.

What will have the biggest impact will depend on the specific needs of your people. Employee surveys and other listening programs are crucial to collect feedback.

4. Connect well-being to business performance — and make leaders accountable

At Accenture, No. 7 on the 100 Best, well-being is an essential indicator of overall business success. The professional services leader believes that when employees are healthy, with meaningful work and strong connections to colleagues, they are more productive.

Importantly, Accenture measures outcomes carefully.

“We’re committed to putting scientific rigor behind what we do—making sure the tools, support, and efforts we provide are equitable, holistic, and delivering desired outcomes,” says Dr. Tamarah Duperval-Brownlee, chief health officer at Accenture.

“Understanding (from anonymized data) trends around how utilization of health and well-being benefits influences metrics, like attrition and engagement, can help inform whether we’re moving in the right direction and the impact we’re delivering for our people.”

5. Take action to influence the big picture

An individual’s well-being is affected by more than their workplace. World events and personal tragedies impact every employee in your organization.

The 100 Best acknowledge this reality, in both group settings and in one-on-one interactions. At Cisco, No. 2 on the 100 Best, two-way communication doesn’t just happen when the company has good news to celebrate. Employee communications channels provide accurate, unfiltered information and offer empathy when employees are facing a dark time.

Cisco also holds “Cisco Check Ins,” 90-minute virtual events where leaders respond to employee concerns and get honest feedback on what is and isn’t working. More than eight in 10 (86%) said that these check-ins were “an excellent use of time” and that “leaders provided clear answers to questions.”

“Love how the leadership team started with situational awareness about what is going on in the world, how it impacts employees, and how we can help,” shared one employee in a survey.

At Wegmans Food Markets, No. 6 and the highest-ranked retail company on the 100 Best list, a regular cadence of one-on-one meetings with managers is a crucial listening channel that improves well-being. Employees also have access to an employee advocate, individuals that serve at each Wegmans store as someone employees can turn to for support.

“Since the role originated in 1986, it has evolved from a traditional HR staffing function to one of advocacy, support, and caring for our people,” says Peggy Riley, vice president of employee communications and engagement. “Advocates provide confidential, exclusive, dedicated support, and many locations have two full-time advocates to support their people. They offer an objective point of view and provide a safe space for our people to seek guidance to find resources and development opportunities, resolve personal and professional issues, access benefits, and more.”

Learn from the experts

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What Every Company Can Do to Improve Employee Well-Being Today

2024-03-25T07:01:06-04:00

You don’t need a massive budget to ensure your workers are on the path to greater well-being.

It’s a myth that small and medium-sized companies can’t offer the same employee well-being as larger organizations.

Even with a one-person HR staff, there are crucial steps you can take to separate yourself from the typical workplace. In a 2023 market study of 4,400 U.S. employees, Great Place To Work® found that the typical workplace hasn’t improved much on measures of psychological and emotional health since 2021.

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That’s a finding that cuts against the trend of companies investing in well-being resources in the wake of the pandemic.

What does move the needle? Having a high-trust workplace culture.

At Great Place To Work Certified™ companies, 84% of employees report having a healthy work-life balance in 2023, compared to 63% at typical U.S. workplaces.

Similarly, 84% of employees at Certified companies say they have a psychologically and emotionally healthy work environment. In 2023, only 55% of employees at typical workplaces said the same.

How any company can boost well-being

Flashy benefits aren’t the way to improve employee well-being for any company, particularly smaller firms with limited resources. Instead, focus on programs that broadly support basic needs, and are flexible to fit individual preferences.

Your first priority should be your PTO policy, says Elizabeth Buchanan, CCO and member of the founding team at Rokt, No. 9 on the Fortune Best Workplaces in Advertising and Marketing™ in 2023.

“How do you ensure people do take a break?” she says.

When looking at benefits, she recommends finding programs that employees can adapt or pursue on their terms, such as mental health coaching that can be used once a month on an employees’ schedule.

What unlocks those benefits? Turn managers into partners who can coach and support employees with the resources available.

“Benefits level up when you can use them as you choose in combination with your manager’s partnership and feedback on what might be helpful,” Buchanan says.

Crucially, companies should address issues of fairness, transparency, and trust.

“How do you make sure everybody is treated equally, fairly, and transparently?” Buchanan says. “One of the things we care a lot about is transparency for equality of opportunity.”

For Rokt, that means having a transparent career ladder for every role. Employees can see the necessary skills for each role and the salary and stocks/equity associated with each position. Employees in the same role receive identical compensation regardless of their gender, race, or negotiation skills.

By focusing on PTO, manager support, and transparency, companies can create more well-being for employees without leveraging the big budgets of global firms.

Listening with surveys

The most valuable tool for improving employee well-being is a regular employee survey, Buchanan adds.

At Rokt, quarterly pulse surveys are used to understand how employees feel about their workplace experience.

Beyond digging into the specifics of different survey responses, your overall participation rate is a clear indicator of organizational health. At Rokt, participation rates usually hit 95% — a number Buchanan watches very closely.

“I want to hear from everybody,” she says, “not just those who are the active voices, who are probably in the affinity groups. I want to hear from everyone how they are feeling about our performance.”

What drives Rokt’s superb participation rate? “Actually do things as a result of the survey,” Buchanan says.

That means sharing out survey results in an all-company meeting and being transparent about the good and the bad.

“We share it, and we say, ‘We acknowledge that we haven't delivered here and this is what we’re going to do,’ or ‘Thank you for celebrating that,’” Buchanan shares.

Taking benefits from ‘good’ to ‘great’

Every company wants to offer competitive and superlative benefits. However, it’s the experience of the benefits that can drive such different outcomes from employee well-being.

That’s why companies like Rokt are hyper-focused on ensuring benefits get used.

When leaders saw that unlimited PTO was leading to fewer employees actually taking time off, they created a different strategy.

Rather than offering unlimited PTO, employees are encouraged to take their full leave each year. Rokt awards employees who take most of their leave for the year an additional five days of PTO, what it calls “High Five Days.”

“We’re in a high-performance fast growth industry, but we also know that ultimately the most important thing is to have balance and take your proper leave with your loved ones, or whatever it is you want to do,” Buchanan says.

Rokt’s efforts to ensure employees feel supported in taking time away from work don’t stop there. They also close the office for the holidays each year and offer programs like a sabbatical for employees with at least five years of service, which can last up to 12 weeks.

Leaders are expected to model using these programs, and Rokt’s CEO took a sabbatical last year.

“He took a full 12 weeks off and was completely uncontactable, not involved in the business,” Buchanan says. She and another company officer who runs product and engineering took over for those weeks as co-CEOs, setting a powerful example for all staff.

“Setting that example — ‘Even the boss takes proper leave’ — has been really important for us,” Buchanan says.

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What Employers Should Know About Threats to IVF and Fertility Care

2024-03-06T13:23:13-05:00

Here are the messages employees might be looking to hear from the companies they work for amid a shifting legal landscape.

When an Alabama Supreme Court ruling found that frozen embryos qualify as people under the law, fertility care was disrupted with many providers halting in vitro fertilization (IVF) treatment in the state.

Efforts to protect IVF care nationwide were stymied when a bill was blocked in the U.S. Senate, and politicians are now adding fertility care to the debate of what promises to be a raucous presidential election cycle.

Alabama Gov. Kay Ivey signed a bill to provide legal protection for IVF providers on March 6, but at least one provider Alabama says the new law doesn't do enough to allow them to restart treatments for patients.

Medical experts say that legal precedents like the one now set in Alabama will prevent women from receiving fertility care.

“If patients are now forced to transfer abnormal embryos that we know will likely result in a failed pregnancy or miscarriage — the emotional burden will be detrimental to many, and complications suffered from a miscarriage may further compromise the patient’s future fertility,” says Dr. Janet Choi, chief medical officer at Progyny, a fertility services provider.

“Additionally, if patients now have to take added time off work to drive hours across state lines and receive treatment, the experience will be even more mentally and financially taxing than it already is.”

What this means for employers

For employers, the shifting legal footing for IVF care could create headaches. While 21 states and Washington, D.C. have laws that require employers to offer fertility coverage in their health care plans, 14 states have proposed legislation that would recognize embryos with personhood under the law.

Even state-by-state law change could have implications for employers in states without such laws. IVF providers might try to avoid transferring embryos because of the risk and cost involved. Fertility coverage could prove even more complicated than efforts by employers to cover travel expenses for abortion care after Roe v. Wade was overturned in the Dobbs decision.

“This should be a wake-up call to employers to ensure that the fertility and family-building benefits they’re providing are truly inclusive and comprehensive, and what contingencies are available if an employee cannot access the care they need,” says Cassandra Pratt, CHRO at Progyny.

Legislation that prevents embryos from being discarded could dramatically raise costs, and with most employer coverage plans capped at a set number, that coverage could become a lot less effective in states with new laws regarding embryos.

“Employers with fertility and family-building benefits should look into the details of their plan,” Pratt says.

“Most plans have limitations on access and the type of coverage it provides. For example, a limited number of in-network fertility clinics, or restrictions on who can gain access to coverage. Most will require a diagnosis of infertility, which is written in a way that prohibits the LGBTQ+ community and single parents by choice from gaining access.”

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How great workplaces support parents

The Best Workplaces for Parents™ are companies that have varied and comprehensive programs to support employees with childcare responsibilities. In a 2020 report in partnership with Maven, Great Place To Work® found that 81% of the Best Workplaces for Parents that year offered fertility coverage, compared to 65% of companies that did not make the list.

(Source)

The report found that on top of financial and educational support on their fertility journey, employees also benefit from mental and emotional support. Of the women who suffer from infertility issues, 40% struggle with their mental health, per the report.

And that’s before the legal picture around IVF treatments became even murkier.

“There is a lot of uncertainty right now, which could cause emotional and mental strain,” Pratt says. “We highly suggest employers also provide mental health support — whether that’s through their current benefits, EAP, or other carveout provider.”

Where appropriate, leaders and managers can also reach out proactively with team members to address the issue and provide support one-on-one.

It’s a mistake to take a wait-and-see approach, Pratt adds.

“HR and benefit leaders can proactively start the conversation with any employee they believe may be directly impacted and provide mental health resources to support their employees,” Pratt says.

“From a benefit and policy perspective, this is when HR and benefit leaders really need to do their due diligence around benefits that support reproductive and family-building care. This is, and will remain, a must-have benefit.”

Progyny says it will work with its patients to see if employers will cover tissue transportation.

The cost of inaction

For employers who don’t take steps to preserve access to fertility care, Pratt sees a potential issue with employee retention.

“Even before this decision, and especially after Dobbs, we have seen time and time again that people will travel or will move to gain access to fertility treatments,” she says. “That signals that they will change their jobs to gain access as well.”

The number one action your organization can take right now? “I would advise companies that currently lack comprehensive fertility and family building benefits to reconsider,” Pratt says.

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Why and How Great Workplaces Are Embracing Pay Transparency

2023-04-24T07:00:00-04:00

Three ways to get started on your journey towards more equitable pay practices, and why it matters so much.

“Am I paid fairly?”

That’s a potentially expensive question for an organization’s people to ask. Most workers would demand to be paid the highest end of a salary range if they had access.

Pay transparency laws have many organizations scrambling to adjust how they talk about compensation. But even without the legal mandate, pay transparency can be a good idea for building trust with employees.

“I think we're not educating enough about the journey,” says Pat Wadors, chief people officer at UKG. Wadors addressed the topic of pay transparency on the Great Place To Work® company culture podcast, Better.

Explaining the difference between pay equity and equality is essential in these conversations.

“If you say, ‘Look, overall your earnings are equal to or greater than your peers. Even though your base pay might be lower, you’ve had these other opportunities to earn capital, to earn better for your family’ … And then people go, ‘I get it,’” Wadors says. “Transparency unlocks so much.”

Rising pressure

Even without broadly adopted pay transparency laws, many organizations are already seeing increased scrutiny over pay. Websites like Glassdoor and Salary.com are providing potential employees with salary information.

Wadors argues that employers should get in the game to help employees understand the complicated picture of compensation that isn’t captured by these free online tools. “Is it just base and bonus? Is it base, bonus, and equity? … You don't know the data that goes into these anonymous websites.”

What does it look like to educate employees about their pay?

Tech firm WP Engine is relying on tools like Pave to help explain to employees the full value of their compensation, from base pay to incentives and stock.

“We rolled out a valuation slider in Pave,” explains Priya Bhavsar, senior director of total rewards for WP Engine. The slider offers a clear visual so employees can view the potential valuation of their equity — and understand what they might leave on the table if they leave the company.

Focus on managers

Prepping managers to talk about pay is essential when rolling out pay transparency policies.

“Some managers are uncomfortable with difficult development conversations, so they're going to be uncomfortable with difficult pay conversations as well,” Bhavsar says. “But it's exactly the same thing, because your pay is representative of your performance: how qualified you are for the job, how you're growing in your role.”

WP Engine has offered managers guidance on:

How pay practices work
Overall compensation philosophy
How pay is determined
How to make pay decisions
How to navigate pay conversations

Bhavsar sees discussions about pay changing in the same way performance reviews have changed, with a one-time, annual review being replaced by frequent, periodic discussions.

“You’ve got to talk about it,” she says. “You’ve got to get comfortable with it. You’ve got to put it out there. We have educated employees that want to know more. They're asking for more.”

Wadors says managers must be engaged to create accountability and fight bias in compensation.

“If I see a bias towards high ratings for X population and Y on the other side, I'm going to go hold up a mirror,” Wadors says, as an example of how to engage leaders around pay. She asks, "Is this what you meant to do? Because one could interpret the data this way. Is this what you want me to see?"

Nine out of 10 times, the manager has no idea, Wadors says. “I don't tell them how to fix it. I ask them, how do they want to fix it — and then it gets them into problem solving. And then we co-create an amazing opportunity.”

Rewarding top performers

While pay transparency has obvious potential to increase pay equity, some worry that these policies will dampen the ability of top performers to negotiate higher salaries. That’s why HR leaders like Wadors are making it clear: Pay equity doesn’t mean you pay everyone the same.

“People bring different skills and experience to the table,” she says. “There are nuances to that. There are different compensation plans in every company.”

Bhavsar sees where the concerns about less differentiation come from.

“If you're trying to roll out pay transparency for greater pay equity, you're going to have less differentiation in pay — potentially,” she says.

However, she argues that pay transparency also opens up a different kind of conversation about pay and fairness. “The whole purpose of it is you explain how pay is determined,” she says. “You then explain that no two people have to be paid the same, because if someone is more qualified in their job-related skills; has higher competencies for the role; and has higher impact, contribution, and performance, they can be paid higher.”

Getting started

Pay transparency isn’t something you can roll out overnight. For WP Engine and Bhavsar, the journey to pay transparency has had many stages and has taken 18 months of work behind the scenes, with months of work still ahead.

Here’s what you need to get started:

1. Research pay benchmarks in your sector.

Potential employees have access to all kinds of data online. You must be ready to answer their questions.

“You have to stand behind the market data you use, how you design your pay ranges,” says Bhavsar. “And you have to be willing to say, ‘OK, we believe in our employee value proposition, we believe in our pay practices, and we are going to be transparent about it.’”

2. Consider how employees will use pay information.

Employees aren’t just interested in the pay range for their current role. They also want to know how they can move up in the organization, or how a promotion could affect their income.

Bhavsar gives the example of a software engineer who wants to become a senior engineer. If they don’t know the pay range for that new position, will they have an open dialogue with their manager about promotion readiness? Or, will they answer that recruiter call that is transparent about salary ranges?

WP Engine’s solution is to share the pay range information with employees in the relevant job family. “We plan to share any range that's in your job family, if that's part of your development,” Bhavsar says. “And we’ll also share the range for any internal opportunities that you may be qualified for.”

3. Embrace transparency as a company value.

“Don't just make it about pay,” Bhavsar recommends. Instead, think about how you can be more transparent around all aspects of the business to help employees be essential business partners.

What that looks like for WP Engine: “We're having greater transparency on where we are as a company, what our business results are, what our goals are. And we are encouraging managers to be more transparent in their career development conversations with employees.”

And for leaders afraid of telling employees too much, Bhavsar advises they get out of their comfort zone. “It's not oversharing; it's actually just sharing.”

Thinking about adopting pay transparency?

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6 Ways to Help Hourly Workers Thrive at Work

2023-02-07T07:02:35-05:00

Hourly workers report poorer mental health, less meaningful work, and less faith in their leaders.

By Ted Kitterman and Chandni Kazi

Hourly workers at the typical U.S. organization are having a worse employee experience than their salaried colleagues.

In a Great Place To Work® market survey of nearly 4,200 full- and part-time employees, hourly employees found less meaning in their work, experienced less psychological and emotional well-being and were less likely to report fair pay and fair promotions.

These are crucial elements of a high-trust workplace culture, something that Great Place To Work research shows has a direct link to long-term profitability and resilience in an economic downturn. Male hourly workers are one of five key employee groups shown to have an outsized impact on how organizations respond to a recession.

If your hourly workers in general are having a bad experience, your organization is at risk heading into the choppy waters of 2023.

“Since a 25 cent raise is useless to me, it would be nice to have the option to convert that into PTO instead.”

Where hourly workers suffer

At the typical U.S. organization, less than half of hourly employees report:

Fair pay for themselves and their co-workers (48%)
Fair promotions practices (47%)
Meaningful work (49%)
A workplace that is psychologically and emotionally healthy and safe (48%)

In particular, hourly employees are having a worse experience than salaried employees when it comes to psychological well-being and meaningful work.

Fifty-eight percent of salaried employees at the typical U.S. organization report psychological and emotional well-being compared to just 48% of hourly employees. The gap is even bigger when it comes to reporting that their work is meaningful: 60% of salaried workers compared to just 49% of hourly workers.

These two experiences are critical when it comes to productivity and performance in the workplace. When you lack psychological well-being, innovation and productivity suffers. When your work doesn’t have meaning? You’re two to six times less likely to stay with your organization long-term.

“If I could change anything, it would be allowing employees to receive the proper training and support from [their] direct manager to be considered for advancement within the company."

What hourly workers need

In a 2021 survey of 188,000 hourly workers, Great Place To Work identified six ways leaders can make a difference for them:

1. Offer robust mental health resources.

Hourly employees are less likely than salaried workers to report having psychological and emotional safety at work. Those that do feel safe are two times more likely to say they have a great workplace culture.

Consider how mental health resources might not be reaching your hourly worker population. Do they know about your employee assistance program (EAP)? Do they have full access to benefits like free therapy sessions?

Employees know when they aren’t being valued as much as other workers at the organization. If they perceive leaders as unfair, they won’t invest their trust in the operation and mission of the company.

2. Make hourly work meaningful.

Meaningful work isn’t reserved for a handful of salaried workers in high-profile industries.

Great Place To Work research shows that any industry can offer meaningful work. For employees at the average company on the Fortune Best Workplaces in Retail™ list in 2022, 108% more workers report meaningful work than the typical retail workplace, a difference of 41 percentage points.

When hourly employees find meaningful work, they get invested in the organization. Hourly employees who say their work is more than “just a job” are three times more likely to want to work for the company long-term.

3. Ensure leaders embody your company values.

Credible and trustworthy leadership is the foundation of healthy workplaces. If hourly workers feel like leaders follow through on their promises, are approachable, and are likely to listen to their concerns, they’re less likely to disengage.

Per the survey, when hourly employees agree that leaders live up to company values, they are 50% more likely to recommend their employer to others.

4. Look beyond a college degree.

Hourly employees have a lot to offer, but often they feel overlooked in the organization when it comes to promotions and fair pay. One of the factors driving this disparity is the requirement of a college degree for jobs and pay levels within the organization.

When asked what their organization could do to become a better place to work, hourly workers often cited college degree requirements as limiting their participation. Rewarding tenure and service rather than a degree is seen by many hourly workers as more fair.

Degree requirements can have an impact on hiring and on diversity, equity, inclusion, and belonging (DEIB) as well. That doesn’t mean you should hire a chief legal officer without a law degree, but there are probably many roles in your organization that do not truly require a college credential.

5. Make raises meaningful — not just pocket change.

In the 2021 survey, many hourly workers reported getting very small raises — less than a dollar per hour. “Merit raise doesn’t cut it,” wrote one employee. “In the past six years I have basically had about a 65 cent raise.”

“A 50 cent raise a year does not offset the cost of living,” wrote another employee.

When hourly employees get excellent reviews and meet performance goals, but then only get pocket change added to their paycheck, they feel undervalued. “I am embarrassed to tell anyone that the large company I work for gave me a three cent raise,” wrote one employee, capturing how a failure to reward performance can eat away at workers’ morale.

Hourly employees who say their work is more than “just a job” are three times more likely to want to work for the company long-term.

Workers also report valuing other items more than a micro-increase in pay. “Since a 25 cent raise is useless to me, it would be nice to have the option to convert that into PTO instead,” wrote one employee.

However you choose to reward the hard work of hourly workers, make sure they feel like the reward is worth the hard work they put in to get it.

6. Invest in training.

When hourly workers are provided with training, they are more likely to feel supported and welcomed by the organization.

In the 2021 survey, hourly workers often cited training as a top way companies could improve the employee experience. “If I could change anything, it would be allowing employees to receive the proper training and support from [their] direct manager to be considered for advancement within the company,” wrote one employee.

The lack of investment in hourly employees might be due to a misconception about how long these kinds of workers stay with the organization. Why should companies invest in training for workers who won’t stay more than a couple of years?

However, the data suggests hourly workers aren’t temporary at all. Of the 188,000 workers surveyed, 20% reported working for their organization for more than 10 years and 15% reported a tenure of six to 10 years.

If more than one in three hourly workers are serving the organization for six or more years, they deserve training and investment so they can grow with the organization.

Chandni Kazi contributed original research for this article.

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Access to Guest Speakers & Thought Leaders Is the Latest Workplace Benefit

2021-12-10T19:13:20-05:00

Whether supporting employee well-being, broadening horizons or challenging leaders to make meaningful change, guest speakers are becoming a popular employee benefit at companies with award-winning cultures.

In fact, as COVID-19 drove workplaces to replace in-person events with virtual ones, the number of companies we saw adding thought leader events to their list of employee benefits only went up.

It might sound like fluff on the surface, but this is a deliberate strategy. Inviting experts across different fields is an effective way to create awareness on causes that matter, signal company values and show that leaders support employees’ professional and personal growth.

Certified™ great workplaces are tapping all kinds of pioneers and pros for a host of reasons:

7 ways hiring a guest speaker can benefit your company culture

1. Reinforcing company views on social issues

Social activism in the workplace is becoming central to company culture as more employees believe their companies should be outspoken on social justice issues.

A survey by Gartner revealed how three-quarters of employees expect their employer to take a stance on current societal or cultural issues—even if those issues have nothing to do with their business.

Certified great place to work, American Express, shows employees they sincerely care about social change by inviting thinkers to employee-only events.

The company’s global speaking series, “Conversations about Race,” explores the history of race in America, including slavery, segregation and mitigating racism in the workplace. Featured speakers have included Kenny Leon, director of Netflix’s “American Son,” and Tara Jaye Frank, author, speaker and founder of More Than: A Movement.

Like American Express, guest speakers can be a vehicle for reinforcing company values based on individual and personal experience.

2. Promoting benefits awareness and uptake

Employees may have a plethora of benefit options available, but lack a clear understanding of what those options are, leaving them less likely to use or value their benefits. According to a study by GRiD, over a third (35%) don’t believe their employer communicates benefits or can’t remember if it does so.

At NuStar Energy L.P., HR are strategic about benefits communication. NuStar look to guest speakers and experts to raise awareness and spark interest in company benefits. NuStar’s Benefits Department hosts “lunch-and-learns” and virtual meetings to explain the company’s benefits plan to all employees. Throughout the year they feature speakers on topics such as retirement planning, Social Security and Medicare.

When it comes to communicating benefits, different methods will resonate more with some employees than others. Only some will diligently read their welcome pack or handbook. Inviting experts to further explain and explore benefits is a creative way to raise awareness about what you offer your employees.

3. Building belonging in ERGs

If you work at Insight Enterprises, you can join any of seven Employee Resource Groups (ERGs) with more than 1,000 total members. These ERGs promote an inclusive culture, provide personal and professional development, drive business innovation and make a positive impact in local communities.

Insight Enterprises’ ERGs look to external thought leaders to help move the needle on each of these goals. Each ERG hosts virtual events hosting guest speakers and leadership panel discussions.

Whether or not they participate in an ERG, employees can join a monthly TED Talk Tuesday event that chooses a talk to watch and discuss as a group. On average, 75 teammates from across North American join each month’s event.

4. Cultivate learning from diverse perspectives

Effective leaders aren’t afraid to admit that they don’t have all the answers. Instead, they look to outside experts to broaden their understanding and expand empathy for diverse groups.

This year, Certified workplace Chegg identified a need for two new ERGs, including one for employees who have invisible disabilities such as anxiety or OCD.

Chegg’s Invisible Disabilities ERG has given employees access to disability experts through speaker events and also created a channel for employees to share their concerns and suggest company-wide improvements.

By engaging thought leaders connected with minority groups, companies can help often overlooked employee groups feel valued and seen. Chegg’s guest speaker inclusion strategy is working. According to the company, many employees have reported feeling more open about their disability or identity in the workplace than before.

5. Social connection and mental relief from the pandemic

Thought leaders have also helped Chegg create opportunities for employees to connect while working remotely. The company’s Ask Me Anything (AMA) speaker program gives employees a little break in their workday and a chance to hear from different industry leaders about a variety of topics such as mental health, systemic racism and coping during the pandemic.

Speakers have included actors Mila Kunis and Ashton Kutcher; former tennis star and CEO, Maria Sharpova; and former Blockbuster CEO and one of Silicon Valley’s first Black CEOs, Shellye Archambeau. Employees also were treated to remote cooking demos from famed New York chefs.

Hosting thought leaders is another way to let employees know that they aren’t alone in their pandemic struggles and to share nuggets of knowledge and inspiration that they can apply to life outside of work.

6. Sorting COVID fact from fiction

Certified workplace T-Mobile’s “COVID Connect” education series helps employees navigate the complex and ever-changing topic of COVID-19 with fact-based information, rooted in science.

Through regular virtual conversations with Dr. Vin Gupta, a Critical Care Pulmonologist and Assistant Professor of Health Metrics Sciences at the University of Washington, employees got answers to their questions about COVID-19.

Topics included vaccine efficacy and eligibility, travel safety, herd immunity and CDC guidance updates, as well as the disproportionate impacts on people of color.

7. Lending creative support for local communities

By engaging locals and small businesses for speaking opportunities, employees feel the added benefit of giving back to the community.

Throughout the pandemic, Databricks has been tapping speakers, artists and teachers for team events at a time when business, for many, is being negatively affected. Whether through classes in floral arrangement and cocktail making or a virtual tour of a rescue farm, Databricks is creatively supporting employees and people in need.

Do your benefits go beyond the ordinary?

A thriving workplace hinges on having motivated and mentally resilient employees. Thought leaders and guest speakers can boost employee morale, build on your current benefit offering and support an inclusive workplace culture.

Meaningful and inclusive benefits are one of the key predictors of a great workplace. Validate your great employee experience with Great Place To Work-카지노커뮤니티™ today.

Top 5 Things Millennials Want In the Workplace in 2021

2021-07-16T10:42:03-04:00

Over 300,000 millennial employees in the U.S. tell us what matters at work