3 Ways to Draw Millennials to Your Workforce

As millennials begin to make up more than 75% of the U.S. workforce by the year 2025, they are demanding a change in benefits that is changing the workforce as a whole in dramatic ways.

Employers are changing their benefits packages to attract the right people to their available positions.

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Typically, potential employees look at salary and benefit options as the foundation of deciding which employer they should select. With millennials making up a larger and larger portion of the workforce employers are faced with this important question: What are millennials looking for when it comes to their benefits package options? When asked, millennials named flexible employee benefit options, holistic approaches to wellness, and lifestyle options as their top three priorities.

 

1) Flexible Employee Benefits Options

Here is the important message: gone are the days of two options of benefits packages. Millennials do not fit into the cookie-cutter benefits packages. They want / need benefits that will give them options to customize what they actually will use. Many companies are looking at Flexible Benefit Plans as they give employees options to chose from various programs. These flexible benefits options include health insurance, retirement benefits, and reimbursement accounts.

 

2) Holistic Options

Healthy living is no longer a fantasy: people want it and millennials make it a priority more than previous generations. They are continually surrounded by the philosophy that healthy living and anything natural is better than pharmaceuticals. Previously, many health insurance packages did not cover these healthy living options. Now, millennials are drawn to this appeal as a normal lifestyle choice. Millennials want an employer that is also a proactive partner for their health and long term well-being. Employers are looking to fulfill this desire by having work-sponsored club sports, health screenings at the campus clinic, lunch-and-learn healthy eating options etc.

 

3) Lifestyle Options

Work places are needing to understand the needs of people outside of their work environment. Why is that person coming to work? For employees with children, they ,may be looking for child care services and ways to have a discount with daycare costs. Or flexible scheduling options to work around the daycare schedule options and sick days that their child may have. For some people, they go home every day to walk their dogs on their lunch break. Innovative employers are going the extra step to have daycare solutions at the workplace for pets and children.

 

As employers look to offer a full range of package options to potential employees, millennials are saying yes to the available options resulting in a more positive workforce environment.

 

Warmest regards,

Stacia

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Do Well With Wellness

Wellness programs can pay dividends for both employers and their employees.

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The best part is that you don’t need to make a major investment to see a great return.

Why promote employee wellness?

Wellness programs have been shown to create happier, healthier employees and a more productive workforce.

A 2010 study in Health Affairs found that every dollar a business spends on wellness causes medical costs to drop $3.27, and absenteeism costs to drop $2.73.

Ron Loeppke, MD, MPH, told EHSToday that in his study of one large company, he found the company lost eight days of productivity per full-time employee every year due to both absenteeism and presenteeism (coming to work despite being sick).

How to promote employee wellness

There are several cost-efficient ways to instill a wellness culture in your business.

Inc.com suggests making healthy food available, restricting weekend work and promoting friendly fitness competitions. You could even purchase pedometers for your employees (they only cost a few dollars) and use them to score your weekly or monthly competitions.

The Wall Street Journal recommends removing junk food from the vending machines and offering education about the benefits of healthy eating.

Communication is key

The Wall Street Journal encourages businesses to keep their focus on improving employee health. Communicate how your company is conducting the wellness program, first and foremost, because you care about your employees’ well-being.

While money-saving and productivity increases may be side-benefits of your efforts, your employees should know their health comes first, and matters most, to you.

You don’t need a big budget to do wellness well. Try implementing a few small changes and see how you can improve the health of your employees and business.

 

Highest regards,

 

Stacia

 

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Awarding Vacation Requests the Easy Way

As the holidays begin to quickly approach around the corner, employers need to begin thinking about when their employees will be taking their time off. Balancing who can take time off and when can be a challenge for some businesses, but it does not have to be. We have accumulated some easy planning steps to help you plan for your employees to take time off; which ultimately helps your business thrive.
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Begin by planning ahead. If you have yet to ask your employees about their holiday plans, do this immediately. To plan accurately, you will need to begin the planning phase no later than the end of summer / early autumn. Try having a calendar (virtual or paper, whichever fits your business needs best) available for time off requests that has dates 6-12 months out from the current time period. Weddings, anniversaries, baby showers, and holiday plans are usually planned months in advance so if your employee is attending something important, chances are they have already begun planning.

Getting the request in writing will be a short and long term benefit for everyone involved. (Another benefit to having a time off calendar available for employees to write requests on!) Additionally, having a form accessible for employees to fill out will help with consistency. Relying on your own memory is relying on a detail to be forgotten or a message to be misinterpreted. This form should have the employees name (and identification number if your business location uses which), the date they are putting in said request, the date(s) the employee will be out of the office, who they report to, and (if applicable) any allotment of PTO/Sick/Vacation time to be used.

Does it seem like everyone in your office wants the exact same day off? Unless you plan to have your business closed that day, make certain days “Premium Time Off” as a privilege. Reserve this “Premium Time Off” for high-performers or employees who have made significant sacrifices during the rest of the year or constant team players. Reward their good actions and they will continue to contribute well to the success of your business.

Lastly, make sure employees fully understand the business needs and goals. Do not be afraid to black out certain dates when projects are typically due for completion or high business traffic happens.

When these steps are put in place and your employees are fully aware, you will have a successful plan in action for meeting business needs and giving your employees the vacation times they request.

Highest regards,

Stacia

Create A Culture of Health and Wellness

Most employees are working between 1040 and 2080 hours a year in an office setting, depending on if they are working part-time or full-time. That is a lot of time sitting being that there are 8760 hour in a year. That is 11.8% to 23.7% of the time. WOW! Almost 25% of a year sitting! This not taking into consideration overtime or project work those employees may do.

 

We wonder why American workers find it difficult to find time to squeeze in trips to the gym. With health-related expenses costing companies millions of dollars a year, employers should be doing everything in their power to keep their employees fit and healthy.

 

Let’s look to see what could be done to improve employee health overall:

 

Here are 4 simple ideas of things employers can do to keep their health care costs down.

 

  1. Decide what kind of culture your firm and employees want to have.

This can be done through collaboration of departments and make a fun spirit amongst peers.  Provide the space for healthy living.

    1. Investigate what you are promoting. What does your organization supply in your vending machines? Do you put our fruit or donuts for team meetings?
    2. Make sure your leaders are on board. When the management of a company promotes healthy living, it is easier for everyone else to jump on board.
    3. Make health easy. Encourage others by putting in a gym or walking path and praise employees for their healthy choices through words of affirmation.
  1. Find a buddy amongst the ranks.
    1. Put together fun workplace initiatives such as a walking or running group.
    2. Drum up a team weight maintenance or fat loss program during the holidays.
    3. Sign up a team for a recreation league and accept all players who want to be healthy.
    4. Invite local health and wellness professionals to host workshops and cooking demos.
  2. Get buy in.
    1. Ask your teams what they want to accomplish in living a healthy lifestyle through surveys or opinion boxes.
    2. Help them identify the hurdles that may come up and set up a collaborative time to help them over the hurdles
    3. Don’t push the unmotivated employee to change if they don’t want to. Work with the willing.
  3. Give free information.
    1. Set up a company intranet page that showcases healthy living articles, workouts, social media pages, ideas, success stories and even a chat area for others to collaborate on and off business hours.
  4. Make it worth their while.
    1. Employees will do a lot for a little recognition and praise.
    2. If you so feel inclined,make a contest with some layers of prizes or incentives they can win for doing what you want them to…being healthy.

 

You’ll have buy in, if everyone that supports your company initiative wants to truly live a healthy lifestyle. So be all in and get well and stay well. You are worth it.

 

Warmest regards,

 

Stacia