The people in my parents' generation undoubtedly talk about work or when they can finally retire. Where should they invest? Will retirement be in 10 or 15 years? Will they retire in Arizona or Texas or Asia? They speak like they're one of those persnickety couples on House Hunters International, saying things like, “I really don't care where we live as long as we're five minutes from the beach,” and “But we could get a much better deal if we're willing to move further from the beach!”
The people in my grandparents' generation also bring up work and retirement, like when my grandfather shows off his construction union retirement gift (a gold watch that's probably fake, he points out) and tells stories about his job.
Meanwhile, my similarly aged cousins and I have different thoughts on the same topic. Like on the evening news, my cousin and I both had a minor panic attacks when the anchor said something along the lines of, “College graduates today may not be able to retire until age 75.” That's a big jump from 65. I'm hoping that's a case of exaggeration for the sake of ratings.
In any case, it hit me that despite this huge generational divide between my parents and grandparents, we care about the same thing: security. The only difference is, we're in very, very different places.
Much like my large, extended family, the workforce is multigenerational. That can seem daunting to a company managing employees in five different generations, but it's less daunting when you consider that ultimately most people want the same thing. They're just in different places in their lives in terms of attaining it.
Acclaris' Carlos Hernandez
“Millennials don't necessarily look at benefits in a wildly different way than the other generations. They're worried about base pay, bonuses, retirement,” said Carlos Hernandez, vice president of strategic alliances at Acclaris, an information technology and services provider that manages health care plans. As an employer, “you have to offer the basics.”
Where there may be a difference, though, is the messaging itself, added Hernandez, who has more than 25 years of experience in the health care industry advising employers on how to best meet their benefits goals. Companies, when considering benefits offerings, have to use different messaging to different groups - like age groups - to show the value points they have. But it's still the same program underneath that skin.
One way to facilitate the access to information, for example, is bring a financial firm to a lunch and learn every month and let employees sign up to speak to an adviser, Hernandez noted. This could be appealing to a baby boomer who's retiring in 15 years, or someone just starting out their career who wants to get on the right path.
Also useful to facilitate access is a creating a touchpoint, like a mobile app or portal or private conference room, he added. Companies could use something like this to deliver services and guidance in private.
Finally, in terms of managing a multigenerational workforce, he suggested creating a committee or a strategic forum made up of employees of every generation. These representatives of the company could talk about issues, like financial or health benefits, from their own points of view.
“That sense of involvement cannot be understated,” he said.
Andie Burjek is a Workforce associate editor. Comment below, or email at aburjek@humancapitalmedia.com. Follow Workforce on Twitter at @workforcenews.
Tags: Acclaris, benefits, millennials, retirement, security
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Hear Workforce's very own Frank Kalman interview Andrew Robinson, senior vice president, chief people and culture officer for TGI Fridays. Robinson speaks on his upcoming talk on Sept. 7 at the Four Seasons Dallas at Las Colinas.
To learn more about Workforce Live's Chicago event, please click here.
Tags: Andrew Robinson, TGI Fridays, Workforce Live
The post Workforce Live Preview: Andrew Robinson Podcast appeared first on Workforce Magazine.
Photo credit: U.S. Army Corps of Engineers Europe District
Despite the health risks associated with the flu, only 31.2 percent of adults ages 18-50 and 45.5 percent of adults ages 50-64 receive flu shots, according to the Centers for Disease Control and Prevention 2014 National Health Interview Survey.
Along with the obvious health risks of the flu for sick employees, employers can see negative effects in their bottom line and in the productivity of the workforce. If an employee is out with the flu, they are typically out for three business days, according to Tina Coleman, director of sales and operations at Omaha, Nebraska-based wellness company Occuvax.
As a rule of thumb, if an employer can vaccinate 70 percent of its workforce, it typically sees zero incidences of the flu, she added. According to the CDC research, the only age group to actually accomplish this percentage is adults 65 and older, many of whom are retired.
One way companies can promote the same success rate for younger people still in the workforce is by setting up an on-site flu vaccination at the workplace.
Costs vary, depending on the size of the company and the region. Considering the loss in production from employees taking sick days, the cost of flu outbreaks to a company's bottom line typically exceeds the cost of setting up an on-site clinic.
“[A lot of medium and small-sized employer groups] are limiting more and more things due to cost, things like wellness programs or ability to have coverage for certain health benefits,” Coleman added. “This is one of the things that has very minimalist impact to their bottom line.”
Some creative ideas for promoting vaccinations include rewarding employees points in a wellness program, setting up a raffle or buying employees a nice breakfast.
“Another trend we're seeing is an actual requirement for vaccination of employees,” she said. “It really depends on the values of the employer group.”
This requirement already exists in organizations like hospitals and health care providers, but she expects this trend to expand to other industries as flu coverage becomes more prevalent during the fall and winter in mainstream media.
Andie Burjek is a Workforce associate editor. Comment below, or email at aburjek@humancapitalmedia.com. Follow Workforce on Twitter at @workforcenews.
Tags: Centers for Disease Control and Prevention, flu shot, health care, Occuvax, sick days
The post Aiming for a Shot in the Arm to Fight Flu Season appeared first on Workforce Magazine.
You know what really gets me tight? Injustice. Unfairness. Blatant favoritism.
I've learned to control my external reactions to these things. But sometimes, inside my belly, there's a pissed off group of tiny little me's of all shapes and hues howling at the perennial injustices visited upon minorities in this country.
The biggest piss off moment this week? Ryan Lochte.
I've always thought there was something off about him. I attributed my feeling to a supposition that Lochte really likes attention, and coming up in the era of Michael Phelps, he isn't getting much. But his latest Rio foolishness, pretending to be robbed and going around holding press conferences about the experience, only to have video emerge to prove that he lied about the entire thing? Really?
And the killing part about it all? He loses his endorsements and then immediately picks up another one hawking cough drops for Pine Bros. Softish Throat Drops. Not disgusting enough for you? I've seen multiple reports that he's in talks to join the cast of “Dancing With the Stars.” I say again, really?
Let's speculate on what would have happened if Lochte was a black swimmer, shall we? Number one, he'd be under a Rio jail right now, and most of the United States of America would have thrown him under the bus. After his family mortgaged their lives to get him out of jail and he returned home, there'd be fines up the wazoo, his medals would be revoked, and there'd be an outcry to try to get him arrested for something here, too. He'd be blasted with rock salt from every angle for lack of morals, being a liar, casting a horrible shadow on the U.S.'s honor, being a terrible sportsman and role model, and folks would probably be calling him crazy as well.
And sure some brands dropped Lochte's endorsements like he was hot - Ralph Lauren and Speedo among them. But according to E, Lochte's new sponsor Pine Bros. CEO Rider McDowell reached out to him personally after last week's incident, and then “asked the public to be a little more understanding - even forgiving - of the young American swimmer.”
“We all make mistakes, but they're rarely given front-page scrutiny,” McDowell said in a statement. “He's a great guy who has done incredible work with charities. I'm confident that Pine Bros. fans will support our decision to give Ryan a second chance.”
First, 32 isn't all that young. It's definitely old enough to know better. And as for front-page scrutiny, that's the game whether you're an Olympic athlete or some poor black nobody with your picture in the paper after being sentenced years for having two joints in a plastic bag.
That sentiment, the whole, aww, he made a mistake, forgive him, he deserves a second chance, it's way too familiar. I can't count the number of times I've seen it play out in the media - rapist Brock Turner, anyone? - and it's disgusting and blatantly favors white screw ups over minority ones.
I've seen the same thing play out over and over throughout my career, as well. If you're white and male and you make a mistake, your supervisor gives you a pass, a pat on the back, encouragement and pulls you aside for some one-on-one coaching to either help you improve, or make sure you don't get caught again. If you're a minority - and I include white females in that group - you get chastised in front of everyone during a meeting, or you're asked to stay behind in front of everyone after the meeting, which is kind of the same thing.
Then, once the door's closed, you're admonished, shamed, and made to feel like one little transgression is not only an indication of your lack of character, skill and intelligence, you're made to feel like you now have to turn some Simone Biles-esque back flips in order to get even close to back in the boss' good graces.
But here's the thing: you never can. That one mistake will be held against you forever. It will be trotted out in meetings and performance reviews and bandied about oh so casually whenever there's an opportunity in random conversations. It's like the career version of a criminal record; not only can you never forget it, no one else will either.
Minority employee: “I'd like to be considered for the management development program.”
Schmarmy supervisor: “Well, it's probably not a good idea. You know you did have that one incident 36 months ago with theft.”
Minority employee: “It was a box of paper clips, and I needed them for a work project that I took home to complete.”
Schmarmy supervisor *with nose in the air and a supercilious expression*: “Theft is theft.”
America might be the land of second chances, but that love of a comeback simply does not extend to everyone. I mentioned Brock Turner. Two witnesses saw that dude raping an unconscious woman, tackled him and held him for authorities when he tried to run away, and he got six months' probation. Six. Months. Probation. And when prosecutors asked for some years Judge Aaron Persky said “he was concerned about the “severe impact” a longer sentence would have on Turner's life.” Apparently he didn't have the same level of concern for the Latino man he sentenced to three years for a similar crime.
Of course, Persky will no longer try criminal cases, having asked to be moved to Santa Clara County court's civil division following criticism for his leniency, but I notice no one has suggested reopening the cases he tried to see where else he played favorites. So, even he gets a free pass on despicable behavior.
There are no absolutes, but being white and male is kind of like an automatic get out of jail free card. Location is irrelevant. We could be talking about a college campus, a gas station in Brazil or two cubicles over in your office. If you're a minority, you will be judged more harshly for any transgression.
In the workplace in particular one mistake becomes a ball and chain around your ankle that hobbles not only your ability to perform, but your ability to advance, be developed, coached or even be seen as something other than that person who made that mistake that one time - and into perpetuity. Johnny screws up one order, he gets coaching and encouragement. Johnetta does it and she gets a write up and a performance plan. See what I mean?
I point things out to my direct reports all the time, but I don't usually say, you did this wrong because it's not necessary to potentially hurt someone's feelings, generate resentment and hamper their performance - all of which can and often does happen when you point out an adult's mistake.
Anyway, perfection does not exist. Everyone makes mistakes, and when they do, they're usually a learning opportunity, not a chance to make an adult into a child complete with slapped hand and wagging finger.
Now, sometimes it's necessary to be forceful. If a mistake could have been dangerous to a co-worker or cost the company revenue, resources or expose the organization to negative legal attention, a tough talk is entirely appropriate.
I might even talk a little tough if I think a direct report's behavior could derail their own career efforts. But managers have to make sure when they have those tough talks they come under the heading “harsh, but fair,” not harsh for some, and lenient for others. The same goes for development opportunities and promotions. Don't give to John what you don't offer to Jane and Juan.
As for Lochte, Rio police have charged him with falsely reporting a crime. We'll see if that charge leads to actual punishment.
Kellye Whitney is Workforce's associate editorial director. Comment below, or email editors@workforce.com.
Tags: Dancing With the Stars, Michael Phelps, Pine Bros. Softish Throat Drops, Ryan Lochte, Speedo
The post Here's to Ryan Lochte's Get Out Jail Free Card appeared first on Workforce Magazine.
