A rollercoaster ride… this is how I often describe the last two years. From far-reaching shutdown requirements to rapidly changing business and personnel policies to massive shifts in hiring, we’ve endured a lot of ups and downs and twists and turns. The result: a new HR Ecosphere.

While we can expect to see this trend continue through the remainder of 2022, we shouldn’t lose sight of the silver linings. Many of these changes, although adopted at lightning speed, indicate significant advancements in the way we do business. So, today, I’m reflecting on how the industry is evolving and what this new HR ecosphere means to human resources officers (HROs) and to the C-suite.

Work from Anywhere

One of the most significant transformations of the early 2020’s has been where and when people work. On the surface, remote and hybrid work options can be vital differentiators for small and mid-sized companies soliciting top talent. Studies show one-half to two-thirds of employees whose jobs can be done remotely would agree to taking a pay cut in order to continue working remotely.

Studies show one-half to two-thirds of employees whose jobs can be done remotely would agree to taking a pay cut in order to continue working remotely.

It’s clear work from anywhere (WFA) is an attractive employee benefit. So, it might be appropriate to consider drafting a Remote Work Agreement, which defines the expectations for remote work for both sides. It’s also important to understand how state and federal employment law policies and tax structures factor into this approach.

For the last two years, our team has been working diligently to interpret new mandates surrounding COVID-19 and the abrupt shift to WFA and how these changes shape employee policies. We’ve also addressed a lot of new questions for our clients around relocation expenses, work hours, reimbursement, travel, equipment usage and more. Join us tomorrow for the HR Legal Update to learn more! Register here.

Return to the Office

While some of our clients are leaning into a work from anywhere mindset or choosing to become permanently virtual, many are still trying to determine where the workplace is for their team going forward. If you’re in this boat, it’s important to clearly distinguish what early pandemic policies are being adopted permanently and which ones will end when the majority of employees are back in the building.

It’s also important to evaluate if any recent changes to state and federal health, safety or employment regulations may mean some of your pre-pandemic policies are no longer appropriate. A few of the common changes we’ve encountered relate to paid leave, health care coverage, remote access and flexible schedules.

As you prepare to return to the office or be fully remote or a combination of both, it may also be helpful to assess whether you need to make updates to your employee handbook. In the last few months, we’ve noticed more employers rethinking their dress code and appearance standards as a result of today’s Zoom culture. We’re also seeing companies looking at the way employees track time. For many, the 9-to-5 mindset no longer exists and has been replaced with work time blocks or four-day work weeks.

As we think about all of these changes, it’s easy to get overwhelmed. So, we like to start by asking our clients to consider: What does it mean to be a successful employee here? Or, what does it look like to be a successful remote worker? Then, we help craft policies that encourage these behaviors.

So, we like to start by asking our clients to consider:
What does it mean to be a successful employee here?
Or, what does it look like to be a successful remote worker?

Respectful Workplaces

Whenever we talk about today’s evolving HR ecosphere, it’s hard to ignore the compounding effects of the social justice movement, global unrest, a divided political landscape and employee burnout. In short, people are still under a lot of stress.

Moreover, this stress is showing up in the workplace. Regardless of being remote, hybrid or all-in, many companies are experiencing an increase in claims of workplace harassment, bullying, retaliation or concerns of unsafe practices. This is an alarming trend, but luckily we are also finding that greater awareness and new technology are helping leaders address these issues.

It’s important to reinforce here that all workplace complaints should be taken seriously and your business should have appropriate channels for reporting and investigating them. If you need help navigating workplace investigations or are unsure about how to handle complaints, we can help you figure out the best way to get started. Or, let us know if you have questions about federal and state civility and anti-harassment requirements or training standards.

How are You Doing? How is HR Doing?

We also want to acknowledge that as a leader you aren’t immune to stress or burnout either. Ongoing demands to address novel and complex situations along with employee turnover, inflation, supply chain issues, personal health and family needs are taking a toll on executives and managers, too.

Whether you’re feeling stretched and don’t have the bandwidth or you’re seeking specialized business and legal support, we are here to offer our help. We recognize business is changing at an unrelenting pace, putting constant pressure on you to adapt in real-time. This is why we’ve assembled an experienced and enterprising team of workplace and business legal experts.

98% of HR pros are burned out and 78% are open to leaving their jobs. (workvivo)

We are committed to helping you navigate today’s complex business curveballs and to understand this new HR ecosphere. Our team of attorneys are experienced in workplace and employment law, investigations, business law and intellectual property, but we’re also business leaders as well. That’s why we handle our work in a professional, approachable and practical way.

Does Your Office Have a Therapy Pet?

Research has shown that having pets in the workplace reduces stress and nurtures productivity. Our Director of Happiness, Cammy Wells, recently became registered as a therapy dog through Pet Partners. She is looking forward to spreading joy to workplaces, healthcare facilities, schools, and libraries throughout northwest and central Ohio. You can learn more about Cammy and the rest of our team by visiting our website.

69% of pet parents hope their office will go pet-friendly.

In a recent study, 69% of pet parents said they are worried about returning to work without their pets and hope their office will go pet-friendly. We can help your organization draft a policy for welcoming pets into your workplace.

Working With You is our Pleasure.

I hope that our advice and tools have helped you navigate during uncertain times and improved the way your business handles day-to-day curveballs. I hope to see you at an upcoming Lunch & Learn workshop or training program, and I look forward to hearing your feedback about the challenges you are facing in the new HR ecosphere.

Check out our updates:
Protecting Your Intellectual Property: Read now!
Transition from Sole Proprietor to LLC: Read now!
Come see me at the Richwood Bank Connect 4 Tour to hear more about “Your Small Business HR Checkup”
Save the Date! We’re talking about succession planning for business owners at our Lunch & Learn on Oct. 6 at 11:30 a.m. Reply to this message if you’d like to know when registration opens. It will sell out as this is a hot topic for many business owners right now.

What challenges are you facing? I’d love to hear – send a message and let me know!