Small business owners are having a hard time filling open positions due to the labor shortage.
Workers have put an emphasis on increased salaries, work-life balance, and more empathy from their employers because of the risk of a recession. Incentivizing job-seekers with hiring bonuses, extra benefits, and office perks has been done by companies.
Paula Allen is the senior vice-president of research and total wellbeing at Lifeworks, a company that provides health and wellbeing support to businesses and employees around the world.
Lifeworks conducts monthly surveys to understand worker experiences, mindsets, and struggles, and found that when employers establish support systems for their staff, happiness, belonging, and productivity increases.
Allen suggests small business owners support five key benefits to attract and keep employees.
According to the IRS, Employee Assistance Programs are programs that offer a wide range of benefits addressing circumstances that might adversely affect employees' work and health. Employees can choose from a wide range of resources depending on what they need.
Business owners get a benefit. EAPs are tax deductible because they act as an incentive to attract employees.
Employee Assistance Programs give a range of benefits aimed at circumstances that may affect employees' work and health. Employees can choose from a wide range of resources depending on what they need.
EAPs are tax deductible because they offer extended benefits, which act as an incentive to attract employees.
According to Lifework's monthly surveys, parents and women were the most affected by the H1N1 swine flu. Guidance and support for working parents can become even more important as offices reopen.
Allen said that it is more complex than people think. Right now, the supports that we have are more vulnerable.
Many employers sought ways to offer their staff family planning services after the Supreme Court's decision to overturn Wade.
In the wake of the Supreme Court decision, Molly George added reproductive health care to her company's family planning grant program. She said that the grants could be used to cover fertility services, reproductive treatments, adoption fees, and foster expenses.
Mental health resources employers should offer include virtual or in-person therapy sessions, career growth counseling, and substance abuse services.
She said that many people developed behaviors that have long-term impacts that have increased the risk level of the population.
The founder of Park Slope Therapy said that burnout is a big issue for workers. She attributes the rise in clients seeking help for burnout to a growing awareness of the condition, as well as the stress of the Pandemic.
There has been an increase in the number of people coming for burnout since 2020.
While addressing external factors in an employee's life is vital, so is giving an individual the option to seek help for issues within the workplace.
Executive coaches, psychologists, or mental health experts can help people navigate difficulties.
Mental and physical wellbeing are entwined with financial health. He said that people are concerned about supporting a lifestyle.
Financial coaches, savings plans, and investment services make sure employees feel supported and stable.
Allen recommends that business owners give their employees flexible schedules so they can take mental health days or find a work-life balance. He said it could be a 4-day week, a later start time, or an unlimited amount of time off. The first step is to find out what works best for the company.
She said that business owners should focus on the needs of their employees in order to address their concerns. Ensuring employees feel like they belong, have a continuum of support, and have internal and external resources is the most efficient way to ease employee discontent.
She said that it was important that everyone had the kind of support they needed. Everyone needs to know that they're valued.
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