Long-term COVID, which affects 18 million Americans with issues such as pain, fatigue, cognitive and mobility issues, presents special issues for employers, write Katie Bach, board chair of PolyBio Research Foundation, Vanguard University of Southern California professor Ludmila Praslova and MIT research scientist Beth Pollack. Companies need to provide flexible and customizable accommodations for these workers, including flexible hours, remote work, special seating, rest periods and quiet sensory areas, the recommend.
Whether you want to become certified or simply want to keep up with emerging trends and best practices, SHRM seminars will help you take the next step in your career. Join virtually or in-person in cities across the U.S. Explore seminars today!
Royal Caribbean is contacting tourism boards and port operators from around the world to aid in recruiting 10,000 new employees for ships and private destinations to meet surging demand for cruises. The company's bookings posted a record in the first quarter of 2024 and Royal expects to add three new ships this year.
Manufacturing has a tough job recruiting and retaining Gen Z workers because they are less motivated by their paycheck and more focused on career advancement, workplace flexibility and job satisfaction, according to McKinsey consultants. Manufacturers who fail to adapt to Gen Z's workplace priorities risk being left behind in the ever-tightening race for talent where employers are currently able to recruit for just six out of 10 job openings.
Research from Aimprosoft reveals that women are actively working in highly specialized and intellectually challenging fields, specifically in programming and software development where mothers have shown a unique ability to quickly learn and adapt. Mothers also tend to have comprehensive communication skills, which allow them to flourish in tech roles that require interacting with clients.
Texans Credit Union reversed high turnover by increasing the starting wage, focusing on employee engagement and creating a "Fun Committee" that allows employees to offer ideas, says Chief People Officer Jenni Short, who also helped create a hybrid work strategy. "To ensure that our employees felt connected, we introduced 'Welcome Wednesdays,' where employees coming into the office were greeted with engaging activities such as serving ice cream bars and organizing mocktail parties during happy hours when everyone was present."
Managing workers who are battling a complex chronic illness is truly difficult. I discovered this when my dad got sick. His manager Kyle* at Cosco did an incredible job of supporting Dad and coordinating his schedule around his changing needs. When Dad returned from ankle surgery, Kyle modified his work and assigned him to patrol the parking lot in a golf cart. When Dad’s strength began to wane, Kyle moved Dad to the graveyard shift in the warehouse, stocking inventory, so he could still work, but also get solid rest. When Dad had doctor visits or was in the hospital, Kyle worked around that too.
I watched from the sidelines; it was a lift. But Kyle did a beautiful job managing the relationship with Dad, while still maintaining the needs of the organization. He listened and dealt honestly with Dad. When he had to deliver tough news, he was straightforward about it. No corporate speak or verbal two-step. Dad appreciated this. He trusted the young manager and had enormous respect for him.
Our top story today goes in-depth about managing workers who are dealing with a long-term illness. It focuses on long COVID, but the recommendations can be applied to other situations involving chronic illnesses. What stood out to me is that there’s no one-size-fits-all approach for this. I realize that’s daunting, but after watching Kyle, I also see it’s the only way. Every person’s situation is different. Successfully managing them calls for flexibility and truly working one-on-one with the employee.
Are you dealing with this issue in your workplace? Have you had to alter your policies or practices? Let me know! And if you enjoy this brief, tell others so they can benefit also.
*Name changed to preserve privacy
Sharing SmartBrief on Workforce with your network keeps the quality of content high and these newsletters free.
