By J. Austin Baker
After a year like 2020, it seems like everyone is looking forward to flipping that last page on the calendar and making a fresh start. A new year, a new opportunity for things to get back to some semblance of normal. Of course, the challenge is that no one is quite sure what “normal” will look like.
Recent events have fundamentally redefined the employee/employer experience, and you need to ensure that your PTO strategy has evolved to keep pace with the changes. To help, we’ve put together a “top five” list that empowers you to meet the needs and exceed the expectations of your employees… no matter how the year ahead pans out.
- Get creative
In addition to the obvious COVID-related challenges employers have endured during 2020, there have also been seismic shifts in social and cultural issues shaping how workers view their relationship with their employer. Employees are more focused on how their employers view and respond to social issues over-and-above the formal DE&I programs that may already be in place. There’s an increasing pool of evidence that reveals consumer sentiment is moving in this direction as well. According to a recent study by RedThread Research: “73% of people believe companies can increase profits and improve communities in the process.” Developing a PTO strategy that encourages employees to volunteer with a nonprofit of their choice, for example, is a great way to show support. This approach empowers employees to back the causes about which they feel most passionate, drives more profound engagement, and ultimately helps to improve your employer brand..
- Keep an eye on compliance
Just as we saw with FMLA and the constellation of state- and region-specific absence and leave laws that emerged during the past several years, we’ll likely see an increasingly prescriptive approach to helping workers regain lost ground – financial and otherwise – as we emerge from the pandemic. This means you’ll need to remain vigilant on all the typical wage and hour compliance fronts, as well as stay aware of all new laws, policies, and regulations that could arise. For employers who operate in multiple locations, this can become particularly challenging. Just as there was no single, uniform Federal approach to mitigating the pandemic risks, there will likely be regulations passed at the state and local level that will provide even more generous protections.
Mishandling these policies can, of course, lead to fines and penalties. More damaging, however, is the negative effect it could have on employee morale and your brand. Many employees are wrestling with significant personal challenges due to the pandemic: supporting children through remote learning, contending with the financial implications of reduced household income due to a spouse’s job loss, supporting senior family members, and the list goes on. As employers, we must be extra vigilant in ensuring compliance. Consider leveraging third-party support, either via your own legal counsel or an online service, that can alert you when new policies and regulations emerge.
- Ensure consistency
Enforcing PTO policies consistently across your entire workforce has always been important, but it will be critical to success in 2021. Updating employee handbooks, notifying employees of new practices or procedures surrounding requesting and granting leave, and most importantly, training managers how to apply these policies, must be included in your plan. Look for ways to standardize your approach in both enforcement and communication, such as leveraging an online HR support center for templates that can be easily modified to meet your unique business needs.
- Go digital
The events of 2020 forced companies large and small to embrace digital platforms. Whether you’re 100% comfortable with a virtual workplace or just figuring it out, leveraging an online HR support center provides access to a diverse array of tools and resources you can use to make your internal teams operate more efficiently. Document templates, “how-to” articles, and chat access to other HR professionals make these knowledge bases an easy and cost-effective way to support your existing in-house HR talent and ensure your PTO practices are keeping pace with a rapidly-evolving market.
- Stay agile
The best way to get ready for what could be a tumultuous year ahead is to encourage an agile mindset – within your company, its people managers, and especially within the HR team. As the world started to recover from the 2008 economic recession, the gig economy exploded. There was a tremendous amount of talent available to employers, but not in a conventional way. Companies that adjusted to this model reaped the rewards, while those who did not faced increasingly competitive talent pools. Keeping an open mind about how you define “employment” also serves as a great way to create scale within your organization, particularly if you need to cover for employees who may be taking extended or more frequent PTO. Leveraging an HRO provider’s services, for example, is a great way to extend the reach of your in-house HR team during times of increased activity (such as during open enrollment) and cost-effectively add new skills and expertise.
Despite the numerous curveballs we experienced in 2020, we have every reason to approach 2021 with a sense of optimism and enthusiasm. The lessons learned in 2020 will help us become more agile, more resilient, and ultimately, more successful than ever.
J. Austin Baker is the Founder/CEO, HRO Partners, a human resources consulting and benefit administration and enrollment firm as well as a National Enrollment Partner Member representing the largest boutique, full-service insurance and enrollment firms in the country. A veteran of more than 17 years in the human resources and insurance & benefits industry, Baker is responsible for managing a multifaceted human resources consulting company with public workforce programs and services focused on companies in the southeastern United States. Austin is a frequent speaker on a variety of leadership and benefit topics representing thought leadership and innovative practices in the HR industry.
For more information, call Baker at 1-866-822-0123, visit www.hro-partners.com or connect with the company at www.facebook.com/ hropartners, www.linkedin.com/in/jaustinbaker or twitter.com/jaustinbaker