Inova Payroll Blog

Stephanie Rieselman

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The Job Benefits Candidates Want in 2021

Posted by Stephanie Rieselman on Jun 17, 2021

During the COVID-19 crisis, employees experienced a major shift in priorities, needs, and wants. Between the transition to remote work, increased reliance on technology, and pressures on employees' mental health and well-being, 2020 was most certainly a roller coaster of crisis management for HR leaders and employees alike.

Few could have predicted how the pandemic would change employees’ expectations of their work experience. Long gone are the days employees require no more than a paycheck and healthcare. Workers are stretching more than dollars to make ends meet. They’re juggling a multitude of challenges brought on by the pandemic, including high levels of stress and anxiety while balancing an increased workload. Now, more than ever, employees want benefits and perks that support their overall wellness, such as mental health resources, financial education, and support for their parental journey.

Many progressive companies have already started taking note (and action) as a result of this shift. A recent study from Willis Tower Watson found that 42% of companies have changed or plan to change their paid leave plans, 66% will elevate mental health solutions, and 73% offer flexible work hours due to the pandemic.

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Employee Development in 2021

Posted by Stephanie Rieselman on May 7, 2021

In 2020, businesses were forced to abandon many of their strategic plans due to the COVID-19 pandemic. Soon after the virus made headlines worldwide, the focus became preventing the spread of the virus through the workforce, adjusting product and service distribution and delivery methods, and managing customer needs in a new environment of social distancing.

One of the initiatives that received little, if any, attention was employee development. For many organizations, training and development expenses were reduced and eliminated in some cases. Additionally, the demand on HR significantly increased as attention was directed toward safety protocols, COVID sick leave, furloughs, and layoffs. There was little time for traditional training and development in the immediacy of the tragedy unfolding one year ago.

With the vaccine rollout well underway in 2021, leaders are eyeing recovery with the goal of not only reaching 2019 performance levels but exceeding them. According to a LinkedIn Learning Report, one critical strategy to a successful recovery is to reprioritize employee professional development, which 94% of employees believe to be a reason for staying at a company longer.

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Topics: Human Resources

6 Thoughtful Ways to Show Employee Appreciation

Posted by Stephanie Rieselman on Mar 3, 2021

If you have employees, there's a good chance that company culture is something you think about often. Positive company culture has the power to impact organizational performance and can mean the difference between surviving and thriving, something that many businesses are focusing on in 2021.

Among the many ways to positively impact company culture, showing your employees appreciation for their hard work is possibly one of the most important. It can boost employee satisfaction at work, thereby increasing performance and retention and creating a more enjoyable workplace for everyone. But how can you show appreciation to your employees when the office is empty?

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Topics: Employer Basics, Employee Communications

COVID-19 Challenges That Will Follow HR Leaders into 2021

Posted by Stephanie Rieselman on Jan 29, 2021

Over the past year, the COVID-19 pandemic impacted many areas of business operations, notably human resources. Between navigating furloughs, keeping up morale, and reconfiguring workflows to accommodate remote work, professionals with HR duties played a pivotal function for organizations. Additionally, COVID-19 magnified pre-existing business challenges with supply chain, competition, and access to capital, forever changing certain industries as a result.

The continuing impacts of the coronavirus pandemic mean HR systems and functions, as well as compliance risk, will continue to be challenging in 2021. Many employers have turned to outside HR resources as a way to alleviate the overload, especially if they’ve reduced staff or are looking to ramp up hiring and onboarding in the coming year.

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Topics: Human Resources

Strategies for Preventing Burnout at Work

Posted by Stephanie Rieselman on Sep 18, 2020

As businesses continue to push for higher levels of quality, service, and overall business agility, the pressure on individuals at the managerial level is on the rise. Managers are deluged with sets of competing demands, challenged with leading teams made up of different personalities, and ordered to do more with less. As a result, they find themselves working longer hours and become more prone to experiencing work burnout.

A recent survey conducted by Gallup found that out of 7,500 full-time employees, nearly 23 percent reported feeling burned out at work often, while an additional 44% reported feeling burned out sometimes. 

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Topics: Burnout symptoms, Work burnout

Returning to the Office During COVID-19

Posted by Stephanie Rieselman on Jul 24, 2020

As waves of COVID-19 cross the country and state and local stay-at-home orders are phased in and out (and in again), employers have big decisions to make about not only when employees should return to work, but also how.

COVID-19 has heightened awareness of our health and safety like nothing else in recent memory, and it has left many to worry about the role that their surroundings play in terms of cleanliness and protection. One of the biggest fears that many are facing is the prospect of returning to work mid-COVID-19.

In a CBS News poll, 70% of respondents reported the top national priority should be to “try to slow the spread of coronavirus by keeping people home and social distancing, even if the economy is hurt in the short term.” In essence, the survey reveals a real-time conversation playing out in which many people are left speculating what the return-to-work plans will be in the coming months.

Some employers have already jumped in and called employees back to work, while some have extended work-at-home policies through the end of 2020. There is no one right answer for every employer. But if you do decide to bring employees back, or due to your industry your workplace never closed in the first place, you should be prepared to diligently implement the changing best practices to reduce workers’ exposure to COVID-19 in the coming months, or perhaps even year.

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Topics: Employer News, Return To Work, Workplace Safety

How Workplaces Will Build Resilience Through COVID-19

Posted by Stephanie Rieselman on Apr 30, 2020

 The COVID-19 outbreak has caused a domino effect of unprecedented events to disrupt the global economy – massive layoffs, the plummet of the stock market, interruptions to supply chain and demand, and the closing of "non-essential" businesses – all of which have been defining the new normal for today's world.

As COVID-19 cases continue to grow worldwide, employers and employees alike are scrambling to adapt to the restrictive social distancing protocols and stay-at-home orders. The uncertainty of what the workplace stands to lose – and gain – from the changes brought on by COVID-19 has caused immense levels of stress about returning to work post-pandemic.  

While COVID-19 will inevitably leave its mark on the workplace, employers can use the pandemic as an opportunity to transform current challenges into something positive, to come out better on the other side. Through an idea known as post-traumatic growth (PTG), businesses can move beyond merely accepting the negative impacts of the COVID-19 pandemic, and find the silver linings.

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Topics: Employer Basics, Human Resources

5 Tips for Reassuring Your Employees During a Time of Crisis

Posted by Stephanie Rieselman on Apr 10, 2020

Communication with employees is the foundation of success for any business. It's even more crucial during a crisis.

With so much uncertainty surrounding the present and future impacts of the COVID-19 pandemic, leaders are forced to address issues they never have before. Some are finding that their current internal crisis communication plan needs tailoring to tackle the unique challenges posed by COVID-19. For others, this will be a crash course in crisis communications.

To effectively communicate with employees during difficult times, it's essential to keep employees' psychological wellness in mind by being transparent, empathetic, and responsive. Here are a few tips you can follow to keep workplace morale from sinking, promote productivity, and position your company to be an employer of choice on the other side of the crisis.

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Topics: Employer Basics, Human Resources, Crisis Communications, Employee Communications

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