In celebration of the International Women’s Day, we asked the amazing women at Nua Group to share their thoughts on the biggest challenges women face in the workforce, ways to address those challenges and the female leaders that they are inspired by.
As the workplace evolves, the work of HR leaders becomes more nuanced and challenging. We want to continue to build the best culture, attract the best experts in the field and reward the employees for the fantastic work they do — all while being cost-effective and hitting growth targets. In the meantime, competition for great talent is stronger than ever, retention is harder and the pressure on HR to solve the burning business problems is rising fast.
To guide you through the year and help you focus on what’s important, these are the trends I believe will shape the work of HR leaders in 2019.
San Francisco commute times are among the worst in the U.S. with an average of 52.9 minutes. Let’s say it takes an employee one hour to get into the office. That’s 2 hours a day for 5 days a week, which is 40 hours a month commuting. This roughly equates to an entire additional week of work that can be utilized for productivity.
The conventional annual performance review is on its way out. Employees and managers alike dread the conversation, which has evolved for many into an annual rehash of performance over the previous year that has little relevance to current work or skill development. So should you scrap performance reviews altogether, just like Adobe, GE, Deloitte, and Microsoft did?
In the book, The Knowing-Doing Gap: How Smart Companies Turn Knowledge into Action by Dr. Jeffrey Pfeffer, he identifies the causes for why we know what we should be doing, we just don’t always DO IT! The same can be said about stock plans – we are so focused on plan administration and reporting that we forget the “forest for the trees” principle. Are company stock plans effective and are they achieving the results company management and the Board of Directors (and shareholders) envisioned when they approved the cost to offer an employee stock plan?
Consulting quality and the value you get out of it is in the eye of the beholder. Whether you want to hire a consulting firm to generate fresh ideas for your business, get access to the consultants’ expertise and experience, or augment your business, these seven tips will make sure that you get the right firm hired and make your collaboration as effective as possible.
Have you ever thought about what you’d do differently if you could start an employee benefits program from scratch? For a benefits professional, this is a rare opportunity, as even in mergers, spin-offs, and redesign efforts, there are expectations and history with current employees that must be satisfied.
From regulatory uncertainty to breakthrough moments in corporate integrity and workforce diversity, the business world has been shaken up and there is now even more pressure on HR leaders to do the best they can to create workplaces where people thrive. These five rising trends are reshaping the work of HR leaders today.
Talking about pay is uncomfortable. Our culture puts “pay” in line with religion and politics as “what not to talk about at a dinner party”. Some companies have even forbidden this conversation in the workplace. But why should we avoid this important topic? It’s time we stop being afraid and conquer the “FOPT”, or “fear of pay transparency”.
Join us for this informative webinar on how to determine the effectiveness of your equity plans, including understanding the basic information needed to analyze your stock option, RSU and ESPP plans, and how to prepare your analysis for management.
In 2004, I had the pleasure of meeting Frans Johansson, the author of The Medici Effect: Breakthrough Insights at the Intersection of Ideas, Concepts and Cultures. The book, which was listed as Top 10 Business Books by amazon.com and translated into numerous languages, had a profound effect on me. Frans convinced me that history was the best teacher and I no longer believed the best team of people to solve a problem was a group of like-minded, similarly training people. By bringing together people of different backgrounds, education, life experience and talents, the outcome would always be vastly superior than by bringing together a team of people who all thought the same way.
You would never invest in an acquisition, capital equipment or any other business need without a clear idea of how much to pay for it and how to gauge the return on that investment. Yet many companies do just that when it comes to their most important and costly, asset — their people. How else can you explain the enormous number of companies that aim for the middle or median (up to 85% of companies, according to SHRM, match the market median for base pay)? The same happens when executives design total reward strategies: They often offer same perks and benefits that their competitors do, neither lagging the market nor standing out.
Most people in the U.S. get a few weeks of paid time off, but not everyone takes advantage of it — in fact, according to a recent Fortune study, 54% of American workers did not take all their days off in 2016. Despite the under-utilization of industry standard time-off plans, a few employers are beginning to take a different approach by offering an unlimited paid time off (PTO) policy.
It’s fall and if you’re a benefits leader, you are probably gearing up for open enrollment and finalizing any new vendor implementations. Now is also the time when most self-insured plan sponsors need to obtain or renew a stop-loss insurance policy, a policy placed on a self-insured medical plan that reimburses the plan sponsor for claims exceeding specified levels. While straightforward on the surface, getting the details right in your stop-loss coverage can save or cost you millions.
And I’m not talking healthcare benefits or an on-site gym. How healthy is the variety of your workforce? You might have diversity and inclusion-focused hiring practices; run workshops on unconscious biases, keep an eye on your men/women ratio and even have a Head of People and Happiness or a Diversity and Inclusion person on board. Despite all the effort, your diversity issues might still be deeper than they seem. Is your diversity check-up long overdue?
A renowned authority on global stock programs, gender diversity, pay equity and the private market, Carine Schneider has joined Nua Group as a Partner, effective today, bringing deep experience in advising clients on people-related issues that enhances Nua Group’s capabilities.