Lucas Dickey’s Post

Do you know what to do if an employee suddenly resigns?? 🤔 Read our blog to find out. https://lnkd.in/gadDqVBU 👌 . . . . . #businesssupport #jointhesmallbusinesssociety #smallbusinesssociety #HumanResources #HRPartner

We have seen many instances recently of companies attempting to make resignation's in exchange for pay look like severance payments. There are important distinctions, most notably that when you resign, you are not eligible for unemployment benefits. Make sure that you understand what the company is presenting to you. In many, many cases, resigning is not in the best interest of the employee.

"Rage Applying" Jeff Plakans, Commonwealth Payroll & HR's President & Founder, weighs in on Inc.com columnist, Alyson Watson’s article: 'Rage Applying' Shows Workplace Deficits That Need to Be Addressed. “This article reminds us as employers that whenever there is unrest in the workplace (and there certainly is that today with WFH, multi-generations, ‘quiet quitting’, and labor shortages) attrition will be a reality. While there are infinite alternate sources of blame for an employer to ‘explain away’ his or her company’s loss of valuable employees, they need to examine the mirror that is their own workplace environment and ask themselves, “What is the employee leaving: a good situation or a bad one?”. The answers often bring some hard truths. Until employers are committed to face and embrace those truths, the attrition will continue and the focus will be on curing the symptom rather than on curing the problem.” Read the original article here: https://bit.ly/3Yy309S

There’s a feeling that older workers are likely to leave sooner. The opposite is true. Martin Fitzpatrick points to research that shows the average tenure of someone in their 30s is only two years compared to five years for workers over 50. If you only look at the financial cost of employee turnover, you can halve the costs of hiring, retraining and embedding by hiring older employees. https://ed.gr/cz8rk #employeeretention #hr

There’s a feeling that older workers are likely to leave sooner. The opposite is true. Martin Fitzpatrick points to research that shows the average tenure of someone in their 30s is only two years compared to five years for workers over 50. If you only look at the financial cost of employee turnover, you can halve the costs of hiring, retraining and embedding by hiring older employees. https://ed.gr/cz8rk #employeeretention #hr

TLDR - Here's the recap. Hourly and part-time jobs have seen: 1. hourly pay go up 2. PTO being provided 3. Sick leave is now finally live with this population This is just the beginning. With Americans shifting towards on-demand work, more benefits and perks will rise. Sum it up: "The balancing act for employers and the economy: Less time on the job could feed into the worker shortages that have bedeviled the labor market since the pandemic rebound." https://lnkd.in/gMU72Kcw #startup #insurtech #hourlyjobs

The final death knell of the Great Resignation has rung. The latest data available from the Bureau of Labor Statistics shows that workers are now quitting their jobs at the same rate as in the six months that preceded the pandemic. "We are witnessing another shift in the post-pandemic labor market," writes ADP chief economist Nela Richardson in a new commentary piece for Fortune. "For a while, workers were changing their jobs at rates well above historic levels. Now, they’re hunkering down and sticking with the same employer." A deep inspection of ADP payroll data could provide an explanation for the Big Stay’s staying power: Workers who change jobs are no longer being rewarded with pay gains. Read more here: https://lnkd.in/g_HRuiBX

Hate to say “Told ya so…” but I did, over a year ago. Employers are back in the driver’s seat and they’re hitting the reset button. 👎🏻Fewer jobs 👎🏻Lower comp 👎🏻More mandates 👎🏻Less employee choice Those of us who’ve been around to observe several economic cycles always knew that the pendulum would swing back to give employers the upper hand. My condolences to any of our Gen Z friends who’ve been caught by surprise. Employers who up until recently had to grudgingly agree to flexibility and overpay to secure talent, are happily adjusting their comp budgets back into more familiar territory and ordering employees back to offices. What concerns me now is the people and culture aspect of this. Bitter employers who felt held over a barrel for the last few years may decide to return the favor in the name of restoring dominance over employees. And whenever we’re too far to the employer side of the swing, culture always suffers. I’d love to say it ain’t so, but there are still too many companies who offer more to their workforce only when a competitive market forces them to do so. So a word of caution to #employers: Aim for healthy balance, not bare bones minimums. Yes some comp adjustment is necessary, but being super cheap by underpaying and cutting benefits is predatory. Continue to invest in the employee centric elements that help people thrive. If you don’t you’ll regret it when you have a population of stagnant, unhappy employees who fail to produce. Commit to flexibility. It may not be 2021 level, but employees are humans with lives and the ability to deal with what comes up has become part of our collective norms. Honor a generous sense of reciprocity in the employer/employee contract beyond just the bare bones. Skeleton Cultures are dead cultures.☠️ #talentmanagement #compensationandbenefits #culture #csuite

Throughout this year, cities, counties and states will be rolling out new or enhanced regulations in three key areas: paid employee leave (parental, sick, bereavement, etc.), wages, and transparency of salary in job postings. Are you ready for the changes? We can help you assess your HR systems and employee platforms to ensure your organization is equipped to handle employee requests and job postings appropriately. #hrconsultant #fractionalHR #HRcompliance #employmentregulation Source: ADP

What Do You Do When an Employee Resigns, Then Asks to Stay?: If an employee resigns, then rescinds the request, the employer has a choice: Do they want the worker to stay or go? #HRTech #SHRM #BigData