by admin | Mar 30, 2023 | Hot Topics, Human Resources
Rage applying is when young employees in professional fields get fed up with the workload, boss, compensation, or all of the above and apply to as many other companies as they can while soaking in their anger. The act of applying to other jobs when one’s morale is low is nothing new. But the term “rage applying” is the latest buzzword to surface in Human Resources as Gen Z and some Millennials grapple with a wide range of disappointments and setbacks.
Many of them began their careers in a pandemic that had people feeling more isolated and forcing them to work from home. As a result, they have not cultivated the kinds of relationships that get people to stay. They might have lacked the mentorship that can fuel a new worker.
Why Is This Happening?
Most importantly, they are now facing serious financial hardship. Some have loads of student debt. Inflation is high, and it is making the prices of housing, groceries, and other necessities skyrocket. Even if wages rose recently, they are not going as far as they might have before the economic downturn. So, sadness quickly turns to anger when the boss asks them to add one more thing to their already overflowing plate or when other colleagues are quiet quitting and leaving them with all the work.
Watching these TikTok videos reveals that rage applying might be a way to deal with anger, but it can also pay off. CNBC reported that one person who was rage applying earned a $14,000 raise. The woman whose viral video introduced the concept of rage applying said she earned $25,000 more annually.
Warning When Rage Applying
Still, experts warn that rage applying comes with its risks. There is no discrimination or vetting of the organization. Sending out mass applications increases the odds of getting an interview and therefore an offer, but applicants could end up in a similar situation to the one they are trying to escape.
“The high that comes from a potential pay bump at another toxic job is going to wear off pretty quickly,” Career Coach Jenna Greco says to CNBC.
This is an excellent point because leaving the devil you know does not guarantee you will find an angel around the corner. Rage applying raises another issue because it is a demonstration of how differently the generations act in the workplace. For instance, Baby Boomers, who are retiring, tend to be more loyal to employers. They also expected to meet with managers in person, and they prefer to be in the office. In addition, they communicate more about their frustrations.
Gen Z and Millennials are used to texting. They are working remotely often. Many of them live behind their screens. As a result, communication is not the way they handle these problems. The issue is that communication is necessary for success. Without expressing these frustrations, the managers will never know what they could be improving or how the workplace could be transformed. No one will ever know what is in this young person’s head or how she would like to grow in her career. Rage applying is a form of hiding from one’s problems.
What Should HR Do?
Frankly, businesses are going to have to fess up to the fact that their cultures are causing these HR trends like quiet quitting and rage applying and the Great Resignation. They’re going to have to address the problems that are motivating Gen Z and some Millennials to react to their employers in these ways. The moral of the story is that the future of work depends on better communication. And the future is now.
By Francesca DiMeglio
Originally posted on HR Exchange Network
by admin | Mar 20, 2023 | Human Resources
As businesses big and small struggle with high inflation and an economic downturn that may turn into a recession, recruiting and talent acquisition often gets pushed aside. Human Resources leaders are doing more with less and trying to handle the additional stresses of the times. As a result, strategizing for the future – when the economy may be better – is not a priority.
Recently, HR Exchange Network put hiring back at the front burner at the Recruiting and Talent Acquisition online event. During the sessions, experts shared their advice for pursuing talent, dealing with layoffs, and positioning one’s self for a brighter future. Here are the main takeaways:
Flip the Old Layoffs Script on Its Head
Once upon a time, people got laid off and it was their problem. Now, communities come together to help. Recruiters are among them. Ky Cunningham, Director of Talent Acquisition at Hair Cuttery Family of Brands, mentioned how she appreciates the fact that people unite to help those who have been laid off to find a new job. While she found this fact to be a beautiful gesture, she also wants people to realize that the application process is challenging.
“It’s not just rainbows and kittens, but it’s also making sure you’re well-informed throughout the process,” said Cunningham, who later in the session suggested that those seeking a job call people inside the organization and try to get the real deal about the culture, transparency, and mission.
Recognize the Depth and Breadth of the Talent Pool
In the age of remote work, employers are no longer limited by geography, and people have a range of new options available to it.
“So we can say that talent no longer necessarily needs to move to get a world-class job in a world-class company,” said Barry Rudden, Global 3rd Party Director at G-P. “Said another way, we can say that talent no longer needs to move for opportunity. In many cases, opportunities now follow talent wherever they may be located.”
Use Artificial Intelligence for Efficiency in Hiring
AI has shown the most promise in Human Resources when it comes to recruiting. In fact, the advanced technology is so good that many people fear it will replace them eventually. But Vikram Ahuja, Managing Director of ANSR and Co-Founder of Talent500, reassured the event audience.
“AI and machines are essentially good at automating simple and repetitive tasks, making sense of data, identifying trends and patterns, enhancing human capabilities, and learning and improving continuously. So, that’s really what AI does. What it doesn’t do is replace humans.”
Handle Layoffs with Care
Layoffs are happening every day, even at some of the biggest companies in the world, including Microsoft and other tech sector companies. Erica Briody, former SVP, Global Talent Acquisition and Leadership Hiring at REEF, opened up about having to lay off talent. She offered alternatives to letting people go, and discussed how hard it can be for HR after having recruited the people in the first place. An important part of the process is being transparent.
“The most important thing you can do is consult with your employees and explain to them what’s happening, and be transparent and get them to feel part of the process, and not telling them what’s happening,” said Briody. “Get them involved. No downsizing alone, and it’s been proven over and over again.”
Being Human Never Goes Out of Style
Kurt Webster, Director of Recruitment & Workforce Planning at MainGeneral Health, reminded the audience that some things never change regardless of the unique challenges presented to the workforce in recent years. There are basic truths that can carry recruiters into the new world of work.
“You know, as human beings, we’re not just a title, a job, a scripture set of tasks,” said Webster. “We want to be valued as human beings. One of the things I think that’s important in this case from our CEO here is we honor each person for the intrinsic value as a human being.”
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Mar 13, 2023 | Employee Benefits
Employee benefits and open enrollment may be something you only think about a few times a year, and for your employees, it might be even less often. However, with a thoughtful, year-round communications plan, your business can increase employee engagement and smart benefits utilization.
Many employees don’t know what benefits are available or how to utilize them. And with many employees working remotely or on a hybrid schedule, communication is even harder. Only communicating with employees regarding their benefits package during open enrollment will most definitely result in them not taking full advantage of all it has to offer. So, what are some creative ways to engage employees with their employee benefits throughout the calendar year?
START WITH THE END IN MIND
As you begin crafting your engagement plan, think of the overall goal you want to accomplish. Perhaps you simply want your employees to be better educated on their plan offerings. Maybe you’d like to reduce the number of questions that employees ask during open enrollment meetings. Maybe you want your employees to utilize a certain plan benefit that has been historically underused resulting in higher costs to the employee or the company. Whatever the case, first set your goal for the communication plan.
CREATE A CALENDAR
Now that you have an end-goal in mind, start thinking of how frequently you want to communicate. Schedule your communication moments to post consistently. Maybe you start a “Benefits Minute” that hits the first Monday of the month. You could also start a “Benefits Blog” that posts every other Friday. Whatever the case, make the communication happen on a schedule so that employees know when to expect it and know what it’s called.
9 out of 10 employees will choose the same benefits year after year. Creating a consistent educational calendar gives people time to find out and digest changes. Be sure to send information and reminders to avoid unwelcome surprises.
KEEP IT SIMPLE
Get to the main point quickly. If your communications are long-winded, employees will likely tune out before they receive the pertinent information. Instead, follow this simple formula when crafting your communication:
- Pitch – “Here’s something you may not know about your benefits.”
- Why – “This is why it’s important/relevant to you.”
- Call to Action – “Here’s what you should do to learn more,
MIX UP YOUR COMMUNICATION STYLE
Communication isn’t one-size-fits-all. People learn in different ways—some may be visual learners while others may be oral learners. Make sure you mix up the way you communicate to cover both types. Also, change up the method of communication. Try emails, videos, printed flyers, and quick virtual presentations. The idea is to get your message out through every channel available to ensure you’re reaching the entirety of your audience.
Ultimately, a good benefits package attracts and retains talent and increases the productivity of people. Following through with strong employee benefit communication is equally as important as the implementation. By following through with consistent and relevant benefits education, you will see that your employees will reap the benefits of a healthy understanding of their benefit plan!
by admin | Mar 7, 2023 | Employee Benefits, Hot Topics
Health care is expensive but there is good news: Most insurance plans come with free preventive care and benefits. There is a lot of confusion around what is and isn’t preventive care – and why it matters. Here is what you need to know.
What is Preventive Care and Why Is It Important?
Preventive care is routine health care that includes screenings, services and counseling to help prevent illness, disease or other health problems. It is care that helps detect or prevent serious diseases and other medical issues before they become worse.
When you subscribe to a health plan—regardless of whether it’s one offered by your work or one you purchase in the marketplace—most plans will include an array of preventive care services free of charge if you use an in-network provider. Due to the Affordable Care Act (ACA), plan providers are required by law to offer basic preventive care services to you and those covered by your plan with no additional copay, coinsurance, or requirement to meet a deductible.
So why should you go to the doctor when you’re healthy? The simple answer is that preventive care can help you stay healthier and, as a result, lower your health care costs. It can also help identify health problems earlier like diabetes, high blood pressure, or even cancer, when these diseases are most treatable.
Preventive Health Care Examples
- Annual Checkups – This is when your primary care physician checks your overall health. These visits are a great opportunity to bring up anything you may be worried about with your doctor.
- Immunizations – These include Tdap (Tetanus, Diphtheria and Pertussis) boosters, and immunizations against Pneumococcal Conjugate and Shingles. Your annual flu shot is also covered.
- Cancer Screenings – Most people don’t experience cancer symptoms when it is in the earliest, most treatable stage. That’s why it’s important to have regular screenings throughout your life. Preventive screenings for women include pap test and mammograms. It’s also recommended that both men and women begin colorectal cancer screenings starting at age 45.
- Tests and Screenings – These include tests for blood pressure, cholesterol, diabetes, obesity and depression
- Pediatric Screenings – These include screenings for hearing, vision, autism and developmental disorders
- Colonoscopy – 1 typically every 10 years, usually after the age of 50
- Mammogram – 1 per calendar year, usually after the age of 40
Unfortunately, most people in the United States are not taking advantage of preventive care. In fact, one study from 2018 found that only 8% of adults 35 and older received the preventive care recommended to them. Today, the vast majority of deaths in America stem from preventable chronic diseases and 90% of the nation’s $4.1 trillion in annual health care spending goes for people with chronic and mental health conditions.
The U.S. Department of Health and Human Services has provided lists of preventive services that must be covered by most health insurance plans. Lists are available for adults, women and children. Click here for the lists of covered preventive care services.
Preventive health services offer significant health benefits and are covered by most insurance companies. In other words, participating in preventive care usually won’t cost you anything. So, go get those freebies – and improve your health – while you’re at it!
by admin | Feb 27, 2023 | Human Resources
Employee engagement is the top priority of respondents to HR Exchange Network’s latest State of HR survey. Obviously, employers are keen to engage employees to increase productivity and retention. However, the economic downturn and inflation is complicating matters, and Human Resources leaders are seeking new ways to reach talent.
Recently, Eric Mochnacz, strategic senior HR leader and Director of Operations at Red Clover, shared his ideas about how to move forward and keep morale up, even in lean times. Here’s what he had to say:
HREN: First of all, do you think employees are going to continue with the leverage that they have? Or is that going to shift again?
EM: We’ve argued that it’s a job seekers market. Job candidates and employees can demand more. I think job seekers are more in the driver’s seat. However, they will probably come to future employers with more reasonable expectations. Recently, I got into it on LinkedIn with an individual who was honest. He said that if you were in talent acquisition, and you were making x amount of dollars, you have to be realistic about what some of these companies are willing to offer you. You may need to take a salary cut.
Obviously, we want people to feel like they are paid their worth. But I think what happened – and this is true for many of our clients – is they were getting people stolen from them because these companies were just throwing an exorbitant amount of money to win talent. That’s where a lot of people got burned.
Employees and job seekers will have the opportunity to say, ‘Listen, I still want remote work. I still want flexible scheduling. I think that’s still a good negotiating point for people. I think where employers will get savvier is that they will not throw money at job candidates like they did before. They’re going to be a little more conservative. Job seekers will have more realistic expectations about what they’re going to be able to find. If you’re from Meta or Twitter, when you think about becoming a software engineer at a 10- to 15-person firm, you must realize that they probably cannot afford what Meta and Twitter were able to provide.
However, we tell our tech clients to remind people that they will have a constant stream of customers, so they can offer job security. That’s the difference.
HREN: What are some of the best practices for employee engagement to keep productivity and morale up?
EM: It’s critical that how they communicate from this point on with employees helps them understand their standing in the organization. There’s been a lot of hot takes, and I’ve participated in some about how Elon Musk handled Twitter versus how Mark Zuckerberg handled Facebook.
If the company ultimately believes that the decisions they make will right set the organization, and they don’t think they’re going to need to make any layoffs in the near future, HR should say, ‘Listen, this was why we did X, Y, and Z. We think we will be successful in addressing the problem. We are relatively confident that we won’t need to do another round of layoffs.’ Again, nothing is ever guaranteed. I also think it probably requires HR leaders to get a little more face time with employees.
There’s probably this pervasive feeling of I’m doing more with less, and I’m not going to have the opportunity to find someone to relieve some of the work pressure. So, what are we doing? What’s the company doing? What are we doing to look forward? HR – I hope it’s part of the strategic leadership team – should be able to adequately respond to those questions. They must be able to listen and say, ‘So, you’re saying that you’ve now taken on the work of two other people, because we let them go? The solution to this problem is that we need to show your value. We don’t want to lose you.’
What needs to happen? I think it’s just more intentional communication with the remaining workforce, helping them feel valued, really listening to what they have to say. Then, you must use that to develop strategy into Q1 and Q2. Continue to communicate that effectively. Say, ‘We can’t hire more people now, but if things adjust, we might be able to do so in the next quarter.’
By Francesca Di Meglio
Originally posted on HR Exchange Network
