“The current summer holiday is a 21st century anachronism, introduced when the UK economy was primarily agrarian and children helped bring in the harvest”
Looking to spice up your organization this fall? Well now that the interns have gone back to school, it’s time to stop faking work life balance to impress them and instead deliver on all the programs you were supposed to start this summer, and what better way than to steal some ideas that are hot in HR right now. So what are the the top trending hr programs on Google/Twitter for today you can use for inspiration?
- How to keep employees when salaries and benefits are down. Companies are cutting back on benefits, but some are finding ways to add perks that their employees want. Some highly rated perks were weekly career coaching session for three months, paid-time-off plans continue to gain in popularity, and even exciting employee lounges with beach themes and foosball. More here.
- Improving work-life balance. I know this is important to my organization, who have put extensive work into work from home plans to help keep employees around, and we aren’t the only organization. Organizations are updating their performance management programs to support a Results Only Work Environment (ROWE) emphasizing output over office presence, and creating multiple methods for employees to maintain work-life balance. These initiatives help engage employees, improve productivity, and support mental and physical health. More here.
- Looking to trim costs? Reduce the cost of presenteeism ($150 billion lost annually in the USA). Distracted employees are unproducitve, so in addition to the programs above you may want to work on cultural and individual components of productivity (AND MEASURE THEM, e.g. profit-per-employee). Encourage a dialogue between managers and employees (maybe programs on coaching), and try to find creative ways to help them individually. More here.
Hope these help inspire you for the rest of this year.
“The postings on this site are my own and don’t necessarily represent PwC’s positions, strategies or opinions.”