Now that so many employees have made the adjustment to the convenience and comfort of being at home, the “new new normal” for some is bringing them back to the office. We can make a smooth transition.

Offering a full suite of traditional and nontraditional benefits can be a huge competitive advantage for attracting and retaining employees. And a great way to demonstrate that you care about their work-life balance. Which is tops on the list of concerns for many workers according to a 2019 SHRM survey.

According to a recent Gallup poll, only 39% U.S. workers are engaged in their jobs. This costs American businesses and organizations between $960 billion and $1.2 trillion in lost productivity. The good news is that engagement is up from last year.

The pandemic has taught us that the entire pattern of an organization can be turned upside down by a crisis. While it is hard to anticipate all the impacts of future crises, it is helpful to create a continuity plan. Consider using the P.A.M.R. system:

Even before the pandemic made it a necessity, many organizations began to see the benefits of remote work for both employers and employees. Now that it has become the only way for some people to work, the attraction may be wearing off as the reality wears on.

Businesses anticipate that 38% of their full-time staff will be working remotely in the next decade. The pandemic is accelerating that schedule, forcing many people work remotely.

Employee evaluations help both employers and employees.

In addition to helping employers determine how to give promotions, raises and bonuses…

Everybody wants time off for the holidays, but somebody has to work. How can you create a fair policy and articulate it properly?