应对心理健康危机：42%的公司计划推出新的员工福利
根据The Conference Board的最新报告，尽管HR领导们对劳动力市场的乐观程度略有上升，但员工保留和参与度的预期与去年相比有所下降，显示出劳动力短缺的持续问题。报告揭示，随着员工心理健康问题的加剧，42%的公司计划今年提供新的福祉福利。企业承认对员工福祉负有责任，并在增加对健康项目的关注和支出方面取得了显著进展。报告强调，全面考虑员工福祉不仅可以提高员工参与度和生产力，还能保留人才。
Tackling the Mental Health Crisis: 42% of Companies Plan to Offer New Employee Well-Being Benefits
NEW YORK, March 22, 2024 -- Corporate America's HR leaders continue to be more optimistic than pessimistic about the state of the workforce.
The Conference Board CHRO Confidence Index ticked up to 54 in Q1, from 53 last quarter. (A reading of more than 50 points reflects more positive than negative responses.) While retention and engagement expectations improved from last quarter, the survey reveals they are down compared to this time last year, signaling ongoing concerns about labor shortages. Hiring expectations remained stable.
The survey also reveals that businesses are stepping up as mental health concerns continue taking a toll on workers throughout the nation: 42% of surveyed companies plan to offer new well-being benefits this year.
Indeed, 36% say businesses are responsible for the well-being of their employees, with another 62% saying they are somewhat responsible. As a result, they are ramping up their focus on employee wellness: In addition to those offering new well-being benefits, a quarter plan to increase spending on well-being initiatives.
"Taking a holistic view of worker well-being can not only improve employee engagement and productivity but also retain your talent—a top focus of both CEOs and CHROs this year," said Diana Scott, Leader of The Conference Board US Human Capital Center.
The Index, conducted quarterly, was launched in Q1 2023 and is comprised of three components—hiring, retention, and engagement—as well as special questions included in each survey. Nearly 150 CHROs participated in the Q1 survey, which included additional questions on employee well-being. Key findings include:
Hiring The CHRO Confidence Index: Hiring component remained the same as both last quarter and YoY, at 55.
CHROs' workforce expansion plans remained stable in Q1, with fewer CHROs expecting to increase or decrease hiring in the next six months:
36% of CHROs expect to increase their hiring over the next six months—down from 44% in Q4.
13% expect to decrease their hiring over the next six months—down from 19% in Q4.
Retention The CHRO Confidence Index: Retention component rose to 53 in Q1 2024 from 51 in Q4 2023. But retention expectations are down YoY from 57 in Q1 2023.
CHRO expectations regarding employee retention ticked up slightly in Q1:
29% of CHROs expect their employee retention levels to improve over the next six months—up slightly from 28% in Q4.
19% of CHROs expect employee retention to decrease over the next six months, down from 22% in Q4.
Engagement The CHRO Confidence Index: Engagement component rose to 54 in Q1 2024 from 52 in Q4 2023. But engagement expectations are down YoY from 58 in Q1 2023.
Fewer CHROs expect declines in employee engagement in Q1:
35% expect engagement levels to increase—down slightly from 37% in Q4.
20% expect engagement levels to decrease—down significantly from 31% in Q4.
Special Questions for Q4: Employee Well-Being For Q1 2024, the Index also surveyed CHROs on employee well-being.
CHROs overwhelmingly agree that organizations share responsibility for their employees' well-being.
62% said organizations are somewhat responsible.
36% said organizations are responsible.
Only 2% said organizations are not responsible for employee well-being.
A quarter of CHROs increased spending on employee well-being in 2024.
26% said their well-being budget increased for FY2024.
69% said it remained the same.
Only 5% decreased spending on well-being.
Nearly half of CHROs plan to offer new well-being benefits, despite most keeping spending the same.
42% plan to offer new benefits this year.
39% do not plan to offer new benefits.
19% are discussing offering new benefits.
Mental and physical health are the top priorities for new well-being initiatives.
Of those offering new benefits:
20% are offering mental health initiatives.
15% are offering physical health and fitness initiatives.
12% are offering financial well-being initiatives.
10% are offering work-life balance initiatives.
About The Conference BoardThe Conference Board is the member-driven think tank that delivers trusted insights for what's ahead. Founded in 1916, we are a non-partisan, not-for-profit entity holding 501 (c) (3) tax-exempt status in the United States. www.conference-board.org
SOURCE The Conference Board
资讯
2024年03月24日
资讯
世界幸福报告能教给我们关于工作的什么? What The World Happiness Report Teaches Us About Work最新《世界幸福报告》揭示，尽管经济增长，美国幸福感下降。研究强调，高薪并非幸福的关键，而公平薪酬、良好的企业文化才是。特别是年轻人，受到气候变化、政治纷争等影响，幸福感低落。企业需关注文化建设、弹性工作，关照员工心理健康。工作场所的信任、社区感和公平至关重要。我们要反思：真正的幸福是什么？
我每年都认真研读《世界幸福报告》，今年的报告特别引人深思。以下是我对一些关键发现的解读。
首先，美国的幸福指数（10分满分）降至第23位，比全球最幸福的国家芬兰低了13%。实际上，在过去15年中，美国的幸福度几乎下降了8%，呈现出持续的年降趋势。对于我们这些生活在美国的人来说，这可能并不陌生：坏消息、政治争斗以及人们在价值观上的分歧似乎无处不在。
这一切发生的同时，美国的GDP增长却持续领先世界上大多数主要经济体。这意味着我们作为一个国家正在变得更加富裕，却显著地变得不那么幸福（下文将详细解释）。
从企业角度来看，这个观点很简单：仅仅提高薪资并不能使人们感到更加幸福。尽管每个人都希望得到公平的报酬，但高薪酬并不直接转化为高参与度。我们2023年的《薪酬公平终极指南》发现，与薪酬水平相比，薪酬公平与员工参与度的关联性高出7倍。
其次，报告指出，在美国，年轻人的幸福感明显低于老年人（这一点并非在所有国家都适用，但在大多数发达国家中是这样的）。在美国，30岁以下人群的幸福评分为6.4，而60岁以上人群的评分为7.3，幸福度低了12%。我们对年轻人的这一低幸福评分使美国在全球青年幸福排行榜上仅位列第62位，远低于我们的总体排名。
这反映出我在上周播客中讨论的现象。如今的年轻工作者担忧全球变暖，他们在年轻时就经历了疫情的冲击，他们对于战争、通货膨胀、社会问题以及政治不和感到沮丧。埃德曼信任度量尺表明，年轻人认为相比政府，企业在为社会带来创新方面更值得信赖，高出近20%。但令人担忧的是，这种信任程度也在下滑。
从企业的视角来看，这进一步强化了播客中提到的观点：我们（美国）的劳动力中位年龄现已达到33岁。这表明许多关键员工对生活的热情有所下降，这迫使雇主需要采取更多措施。我们对企业文化、员工福祉、工作灵活性和个人成长的关注，现在比以往任何时候都显得更为重要。这就是像四天工作周、灵活工作时间以及其他诸多福利（如生育支持、儿童看护、心理健康、健身、财务福利）变得越来越普遍的原因。
（最新的劳动统计局数据显示，我们在福利上的支出占工资总额的31.1%，比三年前的29%有所增加。在信息行业，这个比例高达35.5%，是有史以来的最高值。）
此外，重点强调：对企业来说，重振早期职业发展计划至关重要。许多企业在20世纪60、70年代建立了这些计划，但随后这些计划逐渐被忽视。如果你正在从大学招聘顶尖人才，并投资于校园招聘（这一趋势正在上升），那么确保你有一个坚实的1-2年发展计划、工作轮岗以及面向年轻人的群体参与计划是非常重要的。我最近与康卡斯特讨论了他们的计划，他们的早期职业发展计划正在直接为他们的领导力管道做出贡献。
第三，也是最引人注目的一点是，报告强调了社会关系和信任在幸福感中的巨大作用。进行这项研究的学者团队发现，幸福感的“坎特里尔阶梯”（一个简单的“你觉得自己多幸福”的1-10评分问题）可以分解为六个贡献因素：
人均GDP（财富）、社会支持（密切关系的数量和质量）、预期寿命（健康）、生活选择的自由（按个人意愿生活的能力）、慷慨（向他人给予金钱和时间的倾向）以及腐败感知（相信“系统”是公平的）。
这些因素对幸福的贡献度大开眼界。
令人惊讶的是，社会关系是幸福感的最大贡献者，而健康只占大约1.4%。请注意，第二重要的因素是对腐败的感知或者说是公平感，这解释了为什么薪酬公平非常重要。我们再次发现，财富对幸福感的影响相对较小。
这对我们的工作有何启示？
这里有一些简单的启示：
关系很重要。如果管理层和主管不能建立起团队合作感，员工便会感到不适。尽管我们面临财务和运营压力，但我们仍需抽时间了解员工、倾听他们的声音，并与他们共度愉快时光。通过聚集人员并创建跨功能团队，我们即使在远程工作情况下也能建立社交关系。
信任至关重要。我曾在高层领导贪婪、不忠、不诚实的环境中工作过，公司内的每个人都能感觉到这一点。信任是经年累月建立起来的资产，我们必须不断地进行投资。通过道德、诚实和倾听来培养信任，你的领导模式中包含了这些元素吗？
薪酬的影响可能比你想象的要小。虽然每个人都希望赚更多钱，但人们更希望感觉到奖励是公平且慷慨的。因此，不应仅仅过度奖励表现突出的员工，而忽视其他人的努力。
生活选择的自由极为重要。众多研究显示，与薪资相比，员工更加重视工作的灵活性，因此，考虑将四天工作周和灵活工作选项作为你的雇佣政策的核心部分是非常重要的。
多年前，我在一个人力资源领导者的大型会议上发表了关于企业公民责任的演讲。我指出，公司就像小型社会一样，如果我们的企业“社会”不公平、不透明、不自由，那么我们的员工就会感受到痛苦。演讲结束时，我不确定听众的反应如何，但来自宜家的一大群人向我走来，给了我一个热情的拥抱。宜家这家公司，深深植根于瑞典的社会主义文化，是地球上最长久的公司之一。他们真心相信集体思维、公平和对每个个体的尊重。
原文来自：https://joshbersin.com/2024/03/what-the-world-happiness-report-can-teach-us-about-work/
知名员工奖励公司BlueBoard突然宣布关闭BlueBoard, a once-popular software company for organizing employee rewards, abruptly ceased operations, leaving users in the dark regarding their accounts and rewards. Founded in San Francisco in 2014, the company experienced financial struggles despite raising seed and Series A funding. The abrupt shutdown raised concerns among users about unreturned funds and unresolved rewards. The company failed to issue any advance notices of layoffs, contrary to regulations. The situation has prompted discussions on the proper ways to shut down a company.
据KQED报道，知名员工奖励软件公司BlueBoard本周突然宣布停止运营。
公司在周五发送给用户的邮件中声明：“我们即将停止所有运营，并将关闭公司网站和应用程序。从此以后，我们将不再提供任何服务。”
BlueBoard成立于2014年，总部最初设在旧金山，专注于为企业提供员工奖励和表彰的软件解决方案。如今，该公司已经停业，官网上的通知仅简单表示：“自2024年3月12日起，BlueBoard停止所有运营。感谢过去几年里所有支持我们的人。”
公司表示：“我们已经尝试了数月来获得续续经营所需的资金，遗憾的是我们未能成功。” BlueBoard在2015年完成种子轮融资，并在2020年完成A轮融资，据Crunchbase数据显示。但是，由于财务困难，公司不得不在2017年将总部迁至圣地亚哥，并最终走向关闭。
对于用户是否能够使用系统中存储的奖励，目前尚无明确信息。
首席执行官兼联合创始人Taylor Smith在接受KQED采访时表示，“目前有几方正在努力找到解决方案。”但他没有提供更多评论。
在在线论坛中，BlueBoard的用户对公司的突然关闭表示惊讶，并询问他们是否还能访问自己的账户。
“这是一个展示如何不应该关闭公司的‘绝佳’案例研究。”一位用户在Y Combinator运行的Hacker News论坛上表示，“他们没有提到如何退还客户资金，这是所有客户最关心的问题。第二个问题是关于正在进行或已经预定的奖励的状态，这也没有在邮件中提到。”
在X上（该网站之前被称为Twitter），一位用户抱怨：“真的吗，@blueboard就这样关闭了，并且没退还他们欠我妻子的500美元？”
截至上周五，BlueBoard尚未向州就业发展部门发出任何关于大规模裁员的工人调整和再培训通知。按照规定，公司在关闭工厂或进行大规模裁员前，需要提前60天通知员工和政府。
请继续关注此事件的最新发展。
Happy International Women's Day! 国际妇女节快乐Happy International Women's Day! Today, we celebrate not just the social, economic, cultural, and political achievements of women globally, but also your remarkable contributions to the HR community. Your dedication, insight, and empathy have not only shaped positive and inclusive work environments but have also paved the way for future generations of women in leadership.
Your role in championing diversity, equity, and inclusion within the workplace does not go unnoticed. You are the architects of fair practices and the pillars of support that many rely on. On this special day, we recognize and honor your tireless efforts and the positive impact you have made in the HR field and beyond.
May you continue to inspire those around you with your strength, wisdom, and courage. Wishing you a day filled with acknowledgment, celebration, and empowerment. Here's to more achievements, success, and breaking barriers in the years to come.
NACSHR.ORG
祝国际妇女节快乐！今天，我们不仅庆祝全球女性在社会、经济、文化和政治领域取得的成就，还要赞扬你们在人力资源社区中的杰出贡献。你们的奉献、洞察力和同情心不仅塑造了积极包容的工作环境，也为未来的女性领导力代表铺平了道路。
你们在推动工作场所多样性、平等和包容性方面所扮演的角色受到了高度赞扬。你们是公平实践的建筑师，也是许多人依赖的支柱。在这个特别的日子里，我们认可并荣誉你们在人力资源领域以及更广泛领域内不懈的努力和积极影响。
愿你们继续以你们的力量、智慧和勇气激励周围的人。祝你们的节日充满认可、庆祝和赋权。愿你们在未来的日子里取得更多成就、成功和突破界限。
NACSHR.ORG
资讯
2024年03月08日
资讯
SHRM:Most American Workers Experience Incivility in the Workplace; Divisive Dialogue Undermines Inclusion and Employee Wellbeing
2024年SHRM文明研究指出，工作场所不文明行为日益普遍，近三分之二的员工在过去一个月内经历或目睹了此类行为。研究强调维护文明的重要性，将不文明的工作环境与员工不满和更高的离职率联系起来。不文明行为阻碍了员工真实自我表达和福祉，导致员工过滤他们的话语并犹豫不决地分享诚实的想法。研究确定了工作场所观察到的五大不文明行为，并鼓励组织通过参与文明对话来促进文明。
SHRM Launches "1 Million Civil Conversations" Initiative to Propel Workplace Civility
ALEXANDRIA, Va.SHRM, the trusted authority on all things work, today announced its "1 Million Civil Conversations" initiative, aimed at fostering inclusive and respectful workplace cultures that allow people and business to thrive. A reported two-thirds of U.S. workers experienced or witnessed incivility in their workplace over the past month, underscoring the critical need to foster spaces of respect and understanding. SHRM believes everyone can play a role in transforming workplaces to be more civil, one conversation at a time.
With two major elections on the horizon in 2024 (United States and India), the world will likely see heightened tensions and polarizing viewpoints. In addition to challenging people worldwide to engage in 1 million civil conversations this year, SHRM is equipping employers with the necessary research, resources, and guidance to empower their workforce with the skills and tools to foster civil dialogue in their workplaces.
SHRM 2024 research shows the disturbing trend of incivility in today's workplaces, ultimately impacting workplace wellbeing and employee retention:
Two-thirds of U.S. workers (66%) experienced or witnessed incivility in the workplace over the past month.
Workers who rate their workplace as uncivil are three times more likely to express job dissatisfaction (28%); and more than twice as likely to consider leaving their job in the next year (38%).
Thirty three percent of U.S. workers expect workplace conflict to increase over the next 12 months.
Johnny C. Taylor, Jr., SHRM-SCP, SHRM President and CEO, emphasizes the significance of individual contributions to building a truly inclusive workplace culture. "If we want to build a world of work that works for all, we need more than corporate objectives. Civility is inclusion in action and must be carried out by the people in their daily interactions," he affirms. “Looking forward, the future of work hinges on collaboration, ideation, and innovation, with civility serving as the indispensable catalyst for bridging discord and empowering workforce synergy. SHRM is encouraging organizations and individuals to be catalysts for civility by starting 1 million civil conversations.”
Throughout 2024, SHRM will be engaging people across the country through experiential pop-up events and will be measuring civility by the upcoming Civility Index, a periodic pulse survey designed to gauge the prevailing levels of civility in the workplace and society.
Learn more about how SHRM is creating more civil workplaces and how you can join the conversation at https://www.shrm.org/topics-tools/topics/civility
SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally. Discover more at SHRM.org.
[caption id="attachment_1678" align="alignnone" width="1056"] "1 Million Civil Conversations"[/caption]
FlexJobs 分享 20 个远程求职骗局以及 2024 年安全求职的关键提示
强烈推荐了解一下，HR要避免出现类似骗局的招聘信息。随着远程和混合工作需求的增加，FlexJobs分享了2024年20种常见的远程工作诈骗，并提供了安全求职的建议。文章强调了在当前就业市场中，骗子利用AI和社交媒体等新工具和方法盗取个人和财务信息的现象。为了保护求职者，FlexJobs展示了诈骗职位描述的语言和呈现方式，强调了识别职位描述、面试过程和社交媒体上的诈骗警告标志的重要性。文章结束时，给出了如何保持安全的建议，包括研究公司和联系人、直接联系公司以及立即报告欺诈活动。
Remote work, AI developments add to expanding employment scams in today's job marketplace
BOULDER, Colo., March 5, 2024 Work-from-home jobs have long been a target for scammers seeking access to personal and financial information, and with the demand for remote and hybrid work, the number of online job scams has steadily increased. According to the Better Business Bureau (BBB), employment scams ranked as the second riskiest in recent years, with a 23% increase in reported cases. In honor of National Consumer Protection Week on March 3-9, and to help professionals stay safe in their job search, FlexJobs® has shared 20 remote job scams and advice on how to job search safely in 2024.
"With scammers using new tools and methods of phishing for personal and financial information, it's more important than ever before that job seekers stay vigilant to the latest online career scams," said Keith Spencer, Career Expert at FlexJobs. "When in doubt, walk away––if you feel like a job may be a scam, it's not worth finding out the hard way," Spencer added.
20 Common Remote Job Scams in 2024
1. AI-Generated Job Postings and Fake Company Websites2. Cryptocurrency Exchanges and Ponzi Schemes3. Posing as a Legitimate Company or Job Board4. Using Fake URLs, Photos, and Company Names5. Gaining Access to Personal Financial Information6. Recruitment Over Social Media7. Posing as Recruiters with ATS-Compliant "Services"8. Communicating Through Chat9. Phishing Attacks Over Text Message10. Google Docs Inviting or Mentioning11. Paying for Remote Work Equipment12. Data Entry13. Pyramid Marketing14. Stuffing Envelopes from Home15. Wire Transfers16. Unsolicited Job Offers17. Online Reshipping18. Rebate Processor19. Assembling Crafts/Products20. Career Advancement Grants
Notably, social media and technology advancements like AI have created new avenues for fraud. For example, one of the latest scams uses AI to create fake job postings and company profiles or websites that collect money directly from applicants and steal sensitive personal information. Scammers can also take to social media platforms to target potential victims and steal information with attractive job offers or involve them in multi-level marketing schemes.
In addition to sharing the 20 newest and most common remote job scams, FlexJobs' remote work experts have provided examples of job postings that demonstrate the language and presentations of scams. They stress the importance of knowing the latest warning signs of a scam in job descriptions, interviews, and across social media.
Job Scam Warning Signs: Job Descriptions
The job posting uses words that are probably too good to be true, such as "quick money," "unlimited earning potential," or "free work-from-home jobs"
The job claims to pay a lot of money for little work
The company boasts several rags-to-riches stories that showcase high-flying lifestyles
The job description is unusually vague
The job posting mentions quick money or drastic income changes overnight
The job posting has glaring grammatical or spelling errors
The product is supposedly endorsed by celebrities or public figures
The contact email address is personal (e.g., johnsmith3843@gmail.com) or one that mimics a real company's email address (e.g., johnsmith@dellcomputercompany.com)
The job requires several up-front expenses from candidates
Job Scam Warning Signs: Interviews
Candidates get a message from a generic company email address – Recruiters use the job board or social media platform to communicate with candidates instead of their personal email addresses.
The interview is alarmingly short – Job scammers don't want to conduct lengthy interviews and will offer candidates the job immediately. Legitimate recruiters want to establish a relationship, verify applicants' work experience, and ask for references.
The entire interview process is done without speaking to a live person – Not speaking to a live person or including text or online chat tools is a red flag. Most legitimate companies don't reach out to recruit via text unless a candidate already applied on the company's site and opted to receive text messages.
The candidate is asked for personal information or money – Sensitive information (like a social security number, date of birth, or bank account information) should never be a part of the early recruitment process. Legitimate employers and hiring managers don't require an application fee or expect candidates to pay for training.
The interview is with a "mystery company" – Legitimate employers will always disclose the name of the company to candidates.
Candidates are offered the job quickly – Often with a job scam, candidates are offered the role without a recruiter or HR verifying their work experience or asking for references.
Pay is based on recruiting – Particularly with pyramid and other scams, a worker's compensation is based on how many people they recruit.
Job Scam Warning Signs: Social Media
Unclear or unrelated comments from a stranger – No matter what kind of post or which platform it appears on, if comments are enabled, scammers may appear in a job seeker's comments section. They commonly post a random message unrelated to the subject, then try to get users to directly message them (often by clicking a link) about an "amazing opportunity."
Posts shared on an individual's feed or in their direct messages – Scammers will post or direct message people in hopes of getting them to take the bait on a job scam. When a scam appears on social media, report it. Never click any links or engage with these posts in any way.
While anyone can fall prey to job scams, there are a few other things workers can do to stay safe:
Research the company and contacts – What results do you get when searching [Company Name] + scam? Workers can also use the Better Business Bureau's scam tracker to review companies.
Connect directly with the company – Go directly to the company website and see if the job is posted on their jobs page.
Report fraudulent activities immediately – If a scam has been found, report the scam to organizations like the BBB and FTC.
Please visit https://www.flexjobs.com/blog/post/common-job-search-scams-how-to-protect-yourself-v2/ or contact Shanna Briggs at shanna.briggs@bold.com for more information.
About FlexJobsFlexJobs is the leading career service specializing in remote, hybrid, and flexible jobs, with over 135 million people having used its resources since 2007. FlexJobs provides the highest-quality database of vetted remote and flexible job listings, from entry-level to executive, startups to public companies, part-time to full-time. To support job seekers in all phases of their career journey, FlexJobs also offers extensive expert advice, webinars, and other resources. In parallel, FlexJobs works with leading companies to recruit quality remote talent and optimize their remote and flexible workplace. A trusted source for data, trends, and insight, FlexJobs has been cited extensively in top national outlets, including CNN, the Wall Street Journal, the New York Times, CNBC, Forbes magazine, and many more. FlexJobs also has partner sites Remote.co and Job-Hunt.org to help round out its content and job search offerings. Follow FlexJobs on LinkedIn, Facebook, Twitter, Instagram, TikTok, and YouTube.
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