Over the last two years, employees have come to appreciate the benefits to a fully remote or hybrid work environment. These benefits include saving time commuting, more productivity, schedule flexibility, and better work / life balance.
We are facing an interesting time in compensation. The events of 2020 and 2021 have left a mark on how both employers and employees view work.
Retail has been a particularly challenging industry to work in over the past two years. Between COVID-19 lockdowns, social distancing, ongoing supply chain issues, and the customer frustrations generated by all of these factors, there’s been a lot for employees to navigate.
Astronology guest writer Matt Zinman highlights three areas of well – being that organizations can invest in for their employees.
There’s a new paradigm.
There are a lot of advantages to working in a family – run business. The family ties can create a strong culture of values and ethics.
As a direct result of the ongoing COVID-19 pandemic, 2022 finds us facing high inflation rates. We’ve seen prices rise 7% – in everything from cars and housing, to gas, food, and furniture.
When it comes to employee compensation, there are rarely any easy answers. This is true for organizations of all shapes and sizes—whether you’re scaling up your operations and experiencing employee retention issues or simply auditing and re-evaluating what you offer your employees.
As an HR leader for your organization, you know that employee compensation is not just something you determine when you hire a new team member and then forget.
Have you considered offering unlimited PTO? Our partners at Terkel asked HR/recruiting professionals and business leaders their insights on offering unlimited PTO and the benefit it brings to remote, hybrid and in-person workplaces.
Entering 2022, HR leaders are finding themselves still battling 2021’s HR storms. We are still contending with COVID-19 issues, and the Great Resignation continues to rage in 2022.