{"id":6238,"date":"2016-12-10T13:02:13","date_gmt":"2016-12-10T21:02:13","guid":{"rendered":"https:\/\/careersingovernment.com\/tools\/?p=6238"},"modified":"2016-12-10T13:02:13","modified_gmt":"2016-12-10T21:02:13","slug":"maintain-competitive-workforce-new-year","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/maintain-competitive-workforce-new-year\/","title":{"rendered":"How to Maintain a Competitive Workforce in The New Year"},"content":{"rendered":"

\"workforce\"As 2016 ends it is worth looking ahead to next year and what may be in store for workplaces. As we expect shifts in policy, many are wondering if we should be changing directions or lean in and stay the course to maintain a competitive workforce? My advice is to lean in and stay the course and to be prepared with strategies that will allow for your workforce to be competitive and successful in the New Year.<\/p>\n

Staying the Course<\/strong>\u00a0<\/strong><\/h4>\n

When we reverse a strategy, it tends to send unintentional shockwaves. Our new worlds of work are interconnected and therefore I believe that we need to stay the course. How we work was not legislated, it was innovated. It also emerged through shifting populations, such as the millennials and this will continue as Gen Z enters the workforce. Cultures and functions are intertwined. Employees will continue to expect a workplace that maintains a human-centered culture, prioritizes the employee experience, enables work to be conducted anywhere and anytime, as well as empowers their workforce towards additional learning and advancement opportunities.<\/p>\n

Part of staying the course to maintain a competitive workforce includes diversity and inclusion. Employees will continue to search for diverse workplaces and it is a proven business strategy. Executives believe that diversity helps in driving innovation, particularly for larger companies. Studies have also linked diversity to more competitive recruiting. More and more executives are pledging to make diversity a priority. Consumers have shown that they will not spend money at a business that does not prioritize their employees and prefer diversity.\u00a0<\/strong><\/p>\n

What Are Human-Centered Workplaces?<\/strong>\u00a0<\/strong><\/h4>\n

We live in an age where it is becomingly increasingly difficult to separate our \u201cwork selves\u201d and our \u201chome selves\u201d. More and more employees are bringing work home, which means that they are also feeling like they bring more of themselves to the office. So, what exactly does this mean? It means that not feeling like you have a \u201cwork self\u201d and a \u201chome self\u201d who are different people, but feeling like place in which you spend eight hours a day or more, five days a week must care about your entire<\/em> self. Being employed by an organization by that sees you as more than an employee who does a job but also as a parent, caregiver, a volunteer, an individual with a purpose and goals, and possibly as a veteran as well. Moreover, your employer views you as an individual who has needs and interests outside of work.<\/p>\n

Companies are progressively looking for ways to support their employees as an entire human and not solely providing benefits for a \u201cwork self\u201d. So, how are they adapting their benefits or creating new ones to take care of their employees and to produce the gold standard of workplaces and becomes the way of moving forward?\u00a0<\/strong><\/p>\n

By Prioritizing Your Health- Including Your Mental Health<\/strong>\u00a0<\/strong><\/h4>\n

Most of us have undergone late, sleepless nights to complete a project by its deadline, experienced the aches and pains from spending too many hours at your desk, or just felt mentally unable to go on after weeks of going nonstop, you don\u2019t need science to tell you that work takes a lot out of an individual. As we know, sitting all day has negative effects on our overall physical health and staring at our computer screens can harm our vision and our sleep. Stress also has many additional negative effects.<\/p>\n

Employers are waking up to the fact that they need to take care of their workforce to avoid declining productivity and an increased turnover rate. Many employers offer health insurance; however, an increasing amount are taking pro-active steps towards the prevention of illnesses. Numerous companies are now offering on-site corporate fitness classes or programs. It is also not uncommon for large companies to have a gym on site. Some companies are using their creativity in these measures. Capital One offers free bikes that associates can borrow to ride around campus so they can get some fresh and exercise throughout their work days. Wellness programs are also effective for employees and their employers. Program participants typically report improved happiness and well-being. For employers, this translates into higher levels of employee engagement. Mental health and wellness is also becoming a priority as more and more workers are feeling burnt out. Offering weekly mediation sessions to dedicated mediation rooms, mindfulness trainings, and day long retreats are all further methods of wellness that improve happiness, well-being, engagement, and productivity.<\/p>\n

Giving You Time When You Need It<\/strong>\u00a0<\/strong><\/h4>\n

It is not a secret that it is extremely complex to fit your entire life into nights and weekends. According to surveys conducted by FlexJobs<\/a>, 85 percent of Millennials would like to have flexible work options in order to have improved levels of work-life balance. The majority of working parents<\/a> see flexible working opportunities as the key to meeting the demands of their work and personal lives.<\/p>\n

A growing number of businesses are altering their policies to offer more flexibility in work hours or location. This can be done in all different ways; by allowing employees to choose their start and end times and setting core hours in the middle of the day, allowing employees to work from home a few days a week, and offering a sabbatical. The most generous and flexible policy is to allow your employees to come and go as they please if their work is completed. Some companies are going as far as helping you to get your chores completed by offering on-site medical care and pharmacies.<\/p>\n

Supporting Different Backgrounds\u2026And Different Futures<\/strong>\u00a0<\/strong><\/h4>\n

The most powerful way companies can maintain a competitive workforce is to step away from the one size fits all model of benefits and search for diverse ways to be supportive of the unique needs of their workforce. This includes mentorship programs or employee resource groups, which are valuable by providing a venue for individuals with similar experiences or backgrounds to share ideas, bond, and help each other with challenges. It can also go far beyond that and be quite impactful.<\/p>\n

It also means allowing time off for things that are important to each employee. It also means broadening the benefits package to beyond the basics. This can be done by including services such as transgender-inclusive healthcare, with mental health counseling, hormone therapy, medical visits, surgical procedures, and other treatments related to gender transition or sex reassignment. It not only means actively recruiting and hiring veterans but ensuring that their unique career development needs are supported.<\/p>\n

As we know, a consistent focus on diversity is good for business. However, companies with the most diversity are likely to perform above the industry standard. It is also great for the morale of each employee with a significant connection between workers\u2019 perception of their organization\u2019s diversity policies and employee engagement. When an organization maintains a true appreciation, values, and is supportive of differences it is not difficult to feel like an empowered, engaged, and competitive member of the workforce.<\/p>\n","protected":false},"excerpt":{"rendered":"

As 2016 ends it is worth looking ahead to next year and what may be in store for workplaces. As we expect shifts in policy, many are wondering if we should be changing directions or lean in and stay the course to maintain a competitive workforce? 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She also earned her Master in Public Administration degree from the John P. Burke School of Public Service at Post University in Waterbury, CT in May 2014. In her time at Post University, she participated in CDCOLOGY, a student based research program managed by the Centers for Disease Control and Prevention. She earned several awards and distinctions for her work and participation in this program. The program supported her ability to solve complex issues, provide project management assistance, and support with health policy and budgeting concerns. It also permitted her work to be evaluated by CDC policy analysts. Valerie has also received a Statement of Accomplishment with Distinction from The World Bank Group in Delivering Better Services with Public-Private Partnerships. She is a member of Post University\u2019s MPA Alumni Mentorship Program in which she guides students with their Capstone projects prior to their Dissertation and completion of the MPA program. 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She also earned her Master in Public Administration degree from the John P. Burke School of Public Service at Post University in Waterbury, CT in May 2014. In her time at Post University, she participated in CDCOLOGY, a student based research program managed by the Centers for Disease Control and Prevention. She earned several awards and distinctions for her work and participation in this program. The program supported her ability to solve complex issues, provide project management assistance, and support with health policy and budgeting concerns. It also permitted her work to be evaluated by CDC policy analysts. Valerie has also received a Statement of Accomplishment with Distinction from The World Bank Group in Delivering Better Services with Public-Private Partnerships. She is a member of Post University\u2019s MPA Alumni Mentorship Program in which she guides students with their Capstone projects prior to their Dissertation and completion of the MPA program. Valerie joined The Center for Economic Policy and Development, Inc. as a Director in March 2015. In her tenure, she was responsible for the overall strategic and operational functions, including the development of programs, initiatives, projects, and execution of the mission. She also maintained a commitment to the leadership, management, communications, planning, and new business development of the organization. Valerie is currently the CEO and owner of Valerie Martinelli Consulting, LLC. in which she offers Life, Leadership, and Career coaching for women as well as various Management and Human Resource consulting services such as program development, management, and evaluation, human resource audits, and employee handbook and other policy developments. Valerie is also the Founder of Innovate 50\/50, a gender equality initiative based on mentorship for women and advocacy for equal rights. She is also the Host of Innovate Women, a monthly Twitter chat which discusses current events, the workplace, the business world, social media, and more that affect women. Most recently, she has joined the expert panel of Women\u2019s Media Center She Source.","sameAs":["http:\/\/askvmc.com\/","https:\/\/www.facebook.com\/AskVMC\/","https:\/\/x.com\/AskVMC"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/valeriem\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/6238","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/2163"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=6238"}],"version-history":[{"count":0,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/6238\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/6242"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=6238"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=6238"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=6238"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}