11 top workplace stressors

According to a recent survey by CareerCast, deadlines are the top workplace stressor for employees. Read this blog post for more of the top workplace stressors.


With workplace stress leading to lower productivity and increased turnover, an important tool in an employer’s pocket is a working knowledge of what workplace stressors exist and how to help workers manage them. A new survey from CareerCast, a job search portal, finds these following 11 factors represent the most common stressors in any given profession.

The CareerCast Job Stress survey had 1,071 respondents who selected the most stressful part of their job from one of the 11 stress factors used to compile CareerCast’s most and least stressful jobs report.

11. Environmental conditions

2% of respondents say this is a leading contributor to workplace stress.

10. Travel

3% of respondents say this is a leading contributor to workplace stress.

9. Meeting the public

4% of respondents say this is a leading contributor to workplace stress.

8. Hazards encountered

5% of respondents say this is a leading contributor to workplace stress.

7. Life at risk

7% of respondents say this is a leading contributor to workplace stress.

6. Growth potential

7% of respondents say this is a leading contributor to workplace stress.

5. Working in the public eye

8% of respondents say this is a leading contributor to workplace stress.

4. Physical Demands

8% of respondents say this is a leading contributor to workplace stress.

3. Competitiveness

10% of respondents say this is a leading contributor to workplace stress.

2. Life of another at risk

17% of respondents say this is a leading contributor to workplace stress.

1. Deadlines

30% of respondents say this is a leading contributor to workplace stress.

For the full CareerCast report, click here.

SOURCE: Otto, N. (5 May 2017) "11 top workplace stressors" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/slideshow/11-top-workplace-stressors?tag=00000151-16d0-def7-a1db-97f03af00000


New resource offers guidance on digital tools for diabetes management

The market for digital diabetes management tools is continuing to mature. Read this blog post for the Northeast Business Group on Health’s updated guide on diabetes management tools.


The Northeast Business Group on Health has updated its “Digital Tools and Solutions for Diabetes: An Employer’s Guide,” to include both enhanced and new solutions—and promising future innovations—to help employers help their workers better manage their diabetes, lower costs and ultimately save more lives.

“Employers are well aware of the costs associated with diabetes in their employee and dependent populations—they continue to indicate this is a top concern and are increasingly aware of the links between diabetes and other chronic and debilitating health conditions, including cardiovascular disease,” says Candice Sherman, CEO of NEBGH.

The market for digital diabetes prevention and management solutions continues to mature since the group published its first guide in 2016, Sherman says. The updated guide provides a detailed checklist of the features and functionalities of the digital tools available now to manage diabetes, as well as information on several unique and innovative digital diabetes solutions that are being targeted to employers but were not part of NEBGH’s research, including Proteus Discover, BlueLoop and do-it-yourself programs.

“Proteus Discover is comprised of ingestible sensors, a small wearable sensor patch, an application on a mobile device and a provider portal,” the guide cites the provider. “Once activated, Proteus Discover unlocks never-before-seen insight into patient health patterns and medication treatment effectiveness, leading to more informed healthcare decisions for everyone involved.”

“BlueLoop is the one and only tool that allows kids and their caregivers to log and share diabetes information—both online and with the app—in real time, via instant e-mail and text message, giving peace of mind to parents,more class time for students and fewer phone calls and paper logs for school nurses,” the provider tells NEBGH. “Online, parents can share real-time BG logs with their clinicians, who can see logs (in the format they prefer), current dosages and reports, all in one place.”

The guide also hints at promising future innovations:

“Technology is constantly evolving: by connecting sensors, wearables and apps, it is increasingly possible to pool and leverage data in innovative ways to provide timely interventions so that people with diabetes can be truly independent and effectively self-manage their care,” the authors write.

The guide lists a hypothetical scenario: A person with diabetes enters a restaurant where a GPS sensor identifies the location, reviews the menu and proposes the best choices based on caloric and carbohydrate content. The technology also proposes and delivers a rapidly acting insulin bolus dose based on the person’s exercise level that day and prior experiences when eating similar meals.

Also included are key questions for employers considering implementing digital diabetes tools or solutions, including:

  • What does the company want to achieve with a digital tool?
  • How much is the company willing to pay?
  • How will success be measured?
  • How will digital solutions and tools be marketed to employees and their families?
  • What privacy issues need to be addressed when tools or solutions are implemented?

“Digital health tools hold the promise of improved health outcomes and reduced health care expenses through improved engagement, better collaboration and sustained behavior change,” says Mark Cunningham-Hill, NEBGH’s medical director. “However, digital diabetes solutions are not a panacea. Employers will need to address several obstacles such as the difficulty of recruitment and enrollment, lack of sustained employee engagement and the cost of deployment of digital solutions. This can be accomplished through careful planning and learning from other employers that have successfully implemented these tools.”

SOURCE: Kuehner-Hebert, K. (4 December 2018) "New resource offers guidance on digital tools for diabetes management" (Web Blog Post). Retrieved from https://www.benefitspro.com/2018/12/04/new-resource-digital-tools-for-diabetes-management/


How To Not Get Stuck With Other People's Work Over The Holidays

Begin preparing yourself at work for the holiday season so you aren’t stuck with others work during the holidays. Read on for more tips that will help you to avoid being overloaded with work.


Few people find themselves happy when they are inundated with work on vacation days that had been planned in advance. The month of December is a busy month. People are trying to finish up projects before the holidays and leaving for vacation. Sometimes, finishing up a project involves dumping it or part of it onto someone else’s work plate, many times a junior employee or someone in a non-management position. You don’t have to feel helpless. Here are three tips that will help you to avoid being overloaded with work:

1. Plan ahead.

When you are approaching a time of year in which you know that many people take off from work, take time to plan ahead. Know when your deadlines are, break the work into chunks and get to work now. If you know that a particular colleague has a tendency to hand off work just before they leave for their vacation, inquire with them ahead of time to give yourself more time to complete the work. Stay on top of your work so that you have some room for projects that arise unexpectedly.

2. Distribute the workload among your teammates.

Just because you receive a work assignment does not always mean only you have to complete it. Work can be shared, and allowing others to take on some of the work is an important management skill. The higher you rise in your career, the more you will depend on others to support you in achieving work goals.

If you are part of a team, ask your manager if the work can be distributed among multiple people. The more you spread out the work, the less work each person has to do and the more efficient and productive each person can be.

3. Prioritize the work.

Not all work has to be completed now. Some tasks can be done later. Look at the work that has been passed on to you, and break the work down into individual tasks. Successful people prioritize. Can the tasks be completed after the holidays? If you are unsure, ask your manager or the person that passed the work along. Make no assumptions. Ask for information to make a decision that ensures the quality of the work product and that your vacation is not compromised.

Prepare yourself at work for the holiday season so you don’t get stuck with other people’s work. Plan ahead, share the load and prioritize. Leaders don’t work harder. Leaders work smarter. Be happy this holiday season. Work smarter, and demonstrate your leadership.

SOURCE: Blank, A. (4 December 2018) "How To Not Get Stuck With Other People's Work Over The Holidays" (Web Blog Post). Retrieved from https://www.forbes.com/sites/averyblank/2018/12/04/how-to-not-get-stuck-with-other-peoples-work-over-the-holidays/#2ce47b263006


How To Stay Sane During The Holidays

Do the holidays cause your stress levels to rise? The holiday season can be the most stressful time of the year for many people. Read on for tips on remaining balanced, healthy and happy during the holidays.


The holiday season can often be the most stressful time of the year. It's often when we gather with our family, sit through a performance review with our boss, and plan for the new year. One cannot help but feel a mix of joy and anxiety as they approach this time. If you're feeling the pressure of the next few weeks, you're not alone!

As fitness and wellness expert Carrie Dorr says, "When it comes to being healthy, few of us realize that mental well-being is key to holistic health and remaining balanced in busy times. Our social calendars can take a toll on our mental and physical health." As the founder of Life Smart, Carrie is a go-to online wellness guide dedicated to providing women with the tools they need to enhance their holistic health through fitness, nutrition, and mental care.

She shares her best tips for remaining balanced, healthy and happy during the holidays:

Fitness

Even a 5 or 10-minute workout can significantly improve your overall well-being both physically and mentally. As Carrie explains, "Exercise makes your body stronger and also stimulates the production of endorphins which combat stress."

If your schedule doesn't allow for workout classes or gym sessions, at the very least, make time to breathe and stretch—every day. "Breathing relaxes our nervous system and helps to lower both heart rate and blood pressure. Flexibility and range of motion are key to posture, dexterity, and vitality!" Carrie says. She recommends doing both together daily.

Last but not least, don't forget to put together a workout playlist. Music is a powerful motivator and can have an amazing impact on your exercise. From Carrie's experience, matching the song to the pace of your workout helps optimize it. Higher beats per minute (BPMs) for faster exercise like cardio and lower BPMs for slower exercise like strength training and yoga. Check out Carrie's playlist for this month here.

Nutrition

Snack well and often to keep your metabolism humming and to avoid binging. Keeping nutrient-dense snacks on-hand, such as nuts, is a good way to build the habit. Be sure to drink plenty of water throughout the day. Keep a bottle on your desk for a visual reminder.

"With cold and flu season, increased travel and exposure around more people over the holidays," Carrie says, "it’s important to eat foods that help boost your immune system so you can prepare for the cold and flu season ahead." Some examples include fruits and vegetables (they pack a serious antioxidant and fuel your body with the essential vitamins and minerals), bone broth (an amazing tonic that helps repair the gut lining and reduce inflammation) and meals seasoned with ginger, turmeric, onions or garlic (they are well-known fighters of infection, bugs and bacteria).

Another key aspect of your nutrition is your sugar intake. As refined sugar tends to alter your immune system for hours after consumption, it makes you more vulnerable to germs. Replace high-sugar treats such as soda, candy bars and cupcakes with slices of apples, pear or a cup of blueberries. If you're really craving one of those sweets, Carrie recommends trying out healthy cookie recipes here.

Mental health

Anticipating losing sleep? Do not let that happen! It's essential for your body to repair itself and while most of us love to do it, there are times when insomnia will creep in. To reduce the anxiety and pressure around sleep, Carrie finds it helpful to maintain an evening practice that sets the stage for a relaxing night. Write down five wins (big or small) of the day before bed in a journal. What's a better way to enhance your mood?

Surprisingly, another way to feel good about yourself is to put your time and energy in service to others. Do something kind for another person without expectations. "Kindness can shift you out of your own singular perspective, where it’s easy to be consumed by personal obligations and problems, into a place where you remember that we are all in this together!" Carrie Says. There are so many simple ways to do this on an ongoing basis and even more opportunities around the holidays. Among other things, you can adopt a family for gift-giving, help feed the homeless in your community or visit the elderly at a local senior center and sing with them.

Most importantly, during the holidays, be sure to have FUN! If you are feeling overwhelmed by the season, shift your focus to the memories that await you. Plan out some seasonal things to do: go see a local play, bake cookies, play holiday songs on the piano, or be goofy with friends in public and laugh. A little laughter goes a long way.

SOURCE: Joseph, S. (2 December 2018) "How To Stay Sane During The Holidays" (Web Blog Post). Retrieved from https://www.forbes.com/sites/shelcyvjoseph/2018/12/02/how-to-stay-sane-during-the-holidays/#596473932750


Facebook Unveils New Career-Development Portal

Recently Facebook unveiled a new career-development portal that will provide accessible, relevant content to entry-level job seekers. Read this blog post to learn more.


Facebook is jumping into the learning market in a big way, announcing the launch of Learn with Facebook at its New York offices yesterday, a big step toward the social-networking giant’s recently stated goal of equipping 1 million business owners in the U.S. with digital skills by 2020.

Learn with Facebook is a career-development portal that offers introductory, free-of-charge courses in both hard and soft skills. It’s aimed at people hoping to re-enter the workforce after a period of absence as well as those wishing to acquire skills that will help them compete for entry-level jobs in the digital economy, says Fatima Saliu, Facebook’s head of policy marketing.

“We’re facing a major skills gap in this country, and Learn with Facebook is our attempt to address that,” she says. Learn with Facebook has already been launched in France and Germany, says Saliu, and will expand to other markets as well.

Learn with Facebook is a direct move into LinkedIn’s territory, although Facebook representatives denied yesterday that it was seeking to compete directly with the business-focused social network. LinkedIn has steadily built up its own learning offerings since it acquired Lynda.com in 2015 and rebranded it as LinkedIn Learning. Last week, Harvard Business Publishing announced a new partnership with LinkedIn that will allow customers of HBP to access its content directly via LinkedIn Learning’s platform.

The courses currently available on Learn with Facebook include tutorials on digital marketing as well as resume writing and job interviewing. Facebook is working with the Goodwill Community Foundation to develop course material and adapt it to the needs of local communities, says Saliu. “Our goal is to provide accessible, relevant content to entry-level job seekers,” she says.

Facebook is also enhancing its Jobs on Facebook services by allowing businesses to share their job postings on Facebook groups as well as on their own pages and newsfeeds. The company says more than 1 million people have found jobs via Facebook since it launched the service last year.

Facebook is also making updates to its Mentorship tool, which is designed to make it easier for members of Facebook groups to connect with others who have specific experience or expertise. Users will now be able to sign up to share information on what they’re offering or looking for, making it easier for other Group members to find and connect with them on their own rather than going through a Group administrator first, says Michelle Mederos, Facebook Mentorship product designer.

Facebook Groups have enabled people working in high-stress, low-prestige occupations such as certified nursing assistant obtain mentoring and support, says Seth Movsovitz, founder of a Facebook Group called CNAs Only.

Although LinkedIn currently remains the dominant social-media player in the jobs space, it’s clear that Facebook is determined to be a big player as well. For employers that are desperate to fill jobs in a tight labor market, more competition between the two can only be a good thing.

SOURCE: McIlvaine, A. (15 November 2018) "Facebook Unveils New Career-Development Portal" (Web Blog Post). Retrieved from http://hrexecutive.com/facebook-unveils-new-career-development-portal/


Helping employers start the conversation around suicide prevention

The Center for Disease Control and Prevention reported that in 2016 suicide was the tenth-leading cause of death in the U.S. Continue reading to learn how employers can start the conversation around suicide prevention.


Suicide was the tenth-leading cause of death in the United States in 2016, claiming the lives of nearly 45,000 people, according to the Centers for Disease Control and Prevention. Given recent media coverage of the high-profile suicides of Kate Spade and Anthony Bourdain, employers should be more aware of how these events have a heightened impact on people’s mental health and well-being in the workplace.

Research has shown that the likelihood of suicide in vulnerable individuals increases immediately after publicity of these types of events. This phenomenon is known as suicide contagion or the increase in suicidal behavior following media exposure. While suicide prevention is not an easy conversation to have with clients, it’s an important one. Now is the perfect time to start the conversation with your clients on how they can play a crucial role in creating awareness and supporting employees who may be experiencing suicidal thoughts.

Here’s how benefit advisers and employers can navigate the conversation:

Discuss warning signs

Sharing information about common warning signs of symptomatic behavior can give your clients a greater understanding of how they can help employees get the support they need. Often, typical warning signs can be seen in declining work performance, poor hygiene, sudden weight changes, mood swings and depression.

While discussing these common symptoms, help break down the misconception that behavioral health also can be a sign of suicidal behavior. Explain that more than half of people who die of suicide did not have a known mental health condition. Often, individuals considering suicide cite other issues, including fear that they are a burden to others, stress about finances or struggles to afford or secure a place to live. Discuss these instances with your client so they are aware of other factors that could be contributing to their employee’s situation.

Discussing these symptoms can help ensure your clients have a better understanding of how to play a role in supporting and assisting at-risk employees.

Remove the stigma of behavioral health issues

While it’s true that not all suicides are related to a behavioral health condition, the stigma surrounding these conditions still exists and can prevent many individuals from approaching their employer or seeking assistance. By talking with your clients about this stigma, you can help remove the labels and negative connotations surrounding mental health conditions in the workplace.

Share with your clients the ways in which they can develop proactive open lines of communication around behavioral health conditions. For example, explain how they can reach out to employees to build awareness of the services they offer to those struggling. By incorporating educational campaigns that promote awareness of resources, your clients can help ensure employees get the assistance they need. In doing so, your clients can foster a workplace culture of acceptance and support.

Promote available resources

As you create awareness among your clients about the role they can play in removing the stigma, it’s also important their at-risk employees are aware of the resources available to them. Regardless of what their employees may be struggling with, suicidal thoughts or another behavioral health condition, it’s important for your clients to promote resources available through their employee benefits plan. For example, you can highlight how EAPs typically provide numerous free counseling sessions.

Clients also can work with their disability carrier to address employees’ behavioral health issues. Most disability carriers can assist with integrating existing benefit offerings with other resources to help ensure clients are providing their employees with robust treatment options. Additionally, disability carriers can recommend creative solutions and accommodations to meet employees’ unique conditions and support them staying at work or returning to work sooner.

The heightened attention around suicide prevention presents you with the opportunity to discuss the importance of suicide awareness in the workplace. In doing so, your clients can better support those who may be at risk and play a crucial role in creating an inclusive and supportive environment for their workforce.

SOURCE: Jolivet, D. (24 September 2018) "Helping employers start the conversation around suicide prevention" (Web Blog Post). Retrieved from: https://www.benefitnews.com/opinion/helping-clients-start-the-conversation-about-suicide?feed=00000152-18a4-d58e-ad5a-99fc032b0000


3 trends and 4 survival tips for managing millennials in 2019

Millennials: America's most diverse and overly stereotyped generation. Whether you like or dislike millennials, it's hard to avoid the fact that they are going to be the prime engine of the workplace for years to come. Continue reading to learn more.


anyone knows more about millennials than an actual millennial, it’s Brian Weed, CEO of Avenica. Founded in 1998, Avenica’s personnel services are focused exclusively on recent college graduates and the companies who are looking for such talent.

“Our goal is to place recent college graduates on the right career-track, finding entry-level positions for them at companies offering strong professional growth,” Weed says.

Millennials have been given “kind of a bad rap” by being overly stereotyped and studied. “Millennials are America’s most diverse generation. They hold more college degrees than any other generation, and they’ve experienced economic and political turmoil. They’re savvy, educated, skeptical, and on top of it all, they’re idealists. All of this has led to vast changes in the ways today’s workforce views business, engages with their organizations and leaders and makes decisions about their careers,” he says. And yet, just as with any generation, one must be cautious about assuming one profile fits all.

However one feels about this generation, there’s the fact that millennials are going to be the prime engine of the workplace for years to come. “The truth is that companies have to adapt to them, not the other way around,” he says.

Given the company’s focus and its tenure of service, BenefitsPRO asked Weed to identify three top millennial worker trends for 2019. Here’s his list:

1. Shifting motivations

Salary and culture continue to rank high on the list for attracting millennial and Gen Z candidates, but the following factors are increasingly important:

Flexibility: They expect more control over where and when they can work, with the ability (enough PTO and work-life balance) to travel and have other life experiences.

Mission driven: They are more in touch with the environment, society, and the future of both. They feel they are not only representative of their organization, but their organization also represent who they are as individuals and want to be a part of organizations that share similar views. They look for leaders who will make decisions that will better the world, not just their organizations, and solve the problems of the world through their work.

Development and training opportunities: Because millennials have seen such dramatic shifts in the economy, they seek to have more control over the future of their careers. Not only to “recession proof” but also to “future proof” their careers by constantly learning and developing.

2. Declining levels of loyalty and increased job hopping

These phenomena, well-known to employers or millennials, are largely due to:

Shifting motivations (outlined above): The key to managing this group is understanding the shifting motivations and finding ways to meet those needs/wants will help organizations attract and retain top talent.

Higher value placed on experiences, constantly wanting to try and learn new things: Managers need to give these employees opportunities to grow and develop in their roles is essential, but also opportunities to explore different fields and disciplines is also key. Keeping the work and the environment interesting and diverse will keep millennial employees engaged for longer.

Less patience, with a desire for frequent indicators of career progress (higher pay and/or promotions): Job hopping often allows the quickest opportunity to make more money and climb the career ladder. As a result, organizations are building in a quicker cadence for promotions and pay raises.

3. An increasing lack of basic professional skills/awareness

Many of these talented young people lack essential knowledge about what to wear, how to act and how to/engage in an office setting. Here’s how to respond:

Managers need to be ready to guide these new workforce entries into the professional skills areas. They often don’t have a network of older (parents/relatives) professionals around them to set an example and advise on what “professionalism” looks like and means. And colleges often don’t provide education in professionalism in an office setting: aside from business schools, many colleges don’t prepare students—especially those in the liberal arts—on meeting etiquette, business apps and technology, and other everyday professional practices.

Corporate onboarding of new entry-level employees often excludes the “basics” (meeting protocols, MS Office skills, etc.). While companies typically have some type of job-specific training programs, they often assume these basic office skills are there and aren’t able to see a candidate’s potential when lack of professional skills/awareness is present. This can create a barrier for highly qualified but more “green” candidates, especially first-generation graduates. Effective companies will develop training, coaching, and mentorship programs can help once on the job.

Weed’s 4 survival tips to managers of millennials

1. Create clear and fast-moving career tracks.

  • Create distinct career tracks with clear direction on how to advance to each level.
  • Restructure promotion and incentive programs that give smaller, more incremental promotions and salary raises, giving more consistent positive reinforcement and closer goals that make it more enticing to stay.
  • Create professional development opportunities that help them advance in those career tracks and build other skills they need and want.
  • Create ways young employees can explore other career tracks without leaving the company. Millennials and Gen Z’s have a higher propensity for changing their minds and/or wanting different experiences, so consider ways that enable employees to make lateral moves, or create rotational programs that allow inexperienced professionals to get experience in a variety of business capacities and are then more prepared to choose a track.

2. Alongside competitive compensation packages that include 401k matching programs and comprehensive insurance offerings, provide benefits that allow them to have a sense of flexibility when it comes to how they work.

  • Working remotely, flex schedules/hours
  • Floating holidays–especially beneficial as the workforce becomes more and more diverse
  • Restructure PTO that gives employees more autonomy and responsibility for their work
  • Tuition reimbursement programs to increase retention and build leaders internally

3. Create a strong company culture: company culture is one of the strongest recruiting and retention tools. Go beyond the flashy tactics of having an on-site game room and fun company outings and bring more focus to the company’s mission. Create and live/work by a set of core values that represents your company’s mission. People will be more engaged and move beyond just being their role or position when they feel connected to the mission.

4. Challenge without overworking. Boredom and stress are equally common as factors for driving millennials out of a workplace. Allow involvement in bigger, higher-level projects and discussions to provide meaningful learning opportunities, and create goals that stretch their capabilities but are attainable.

SOURCE: Cook, D. "3 trends and 4 survival tips for managing millennials in 2019" (Web Blog Post). Retrieved from https://www.benefitspro.com/2018/11/13/3-trends-and-4-survival-tips-for-managing-millenni/


How AI can predict the employees who are about to quit

Employers are now utilizing artificial intelligence (AI) to help predict how likely it is that an employee will stay with their company. Read this blog post to learn more.


Tim Reilly had a problem: Employees at Benchmark's senior living facilities kept quitting.

Reilly, vice president of human resources at Benchmark, a Massachusetts-based assisted living facility provider with employees throughout the Northeast, was consistently frustrated with the number of employees that were leaving their jobs. Staff turnover was climbing toward 50%, and after many approaches to improve retention, Benchmark turned to Arena, a platform that uses artificial intelligence to predict how likely it is that an employee will stay in their job.

“Our new vision is about human connection,” he says. “With a turnover rate that’s double digits, how do you really transform lives or have that major impact and human connection with people who are changing rapidly?”

Since Benchmark started using Arena, staff turnover has fallen 10%, compared to the same time last year. During the hiring process, Arena looks at third-party data, like labor market statistics, combined with applicants' resume information and an employee assessment that will give them a better sense of how long a candidate is likely to stay in a role.

“The core problem we’re solving is that individuals aren’t always great at hiring,” says Michael Rosenbaum, chairman of Arena. “Job applicants don’t always know where they’re likely to be happiest. By using the predictive power of data, we’re essentially helping to answer that question.”

Arena isn’t interested in how an employee responds to assessment questions, he says. They’re much more interested in how employees approach the questions.

“What you’re really doing is your collecting some information about how people react to stress,” Rosenbaum adds.

For example, if an employee is applying for a housekeeping role, Arena may give them a timed advanced math question to complete — something they may never use in their actual job. Arena then studies how the candidate responds to the question — analyzing key strokes and tracking how the individual tackles the challenge. The software can then get a better sense of how an applicant responds under pressure.

Overtime, Arena’s algorithm learns from the data it collects. The system tracks how long a specific employee stays at the company and can then better predict, moving forward, whether other employees with similar characteristics will stay.

“Overtime they are able to sort of refine that prediction about those that are most likely to stay, or be retained with our organization,” Reilly says. “They may also make a prediction on someone who might not last very long.”

Reilly says he’s been encouraging hiring managers at the facilities to use the data given to them by Arena to take a closer look at the candidates the platform rates as highly likely to stay in their roles. Although it’s ultimately up to the hiring manager who they select.

“Focus your time on the [candidates] that are more likely to stay with us longer,” Reilly says.

For now, Arena exclusively works with healthcare companies. The platform is currently being used by companies like Sunrise Senior Living and the Mount Sinai Health System in New York. Moving forward, Rosenbaum says, they’re hoping to get into other industries, although he would not specify which.

Rosenbaum says Arena is not only focused on improving the quality of life for employees, but also for the patients and seniors that use the facilities. The happiness of patients, he says, is closely tied to those that are caring for them.

“Is someone who is in a senior living community happy? Do they have a positive experience? It is very closely related to who’s caring for them, who’s supporting them,” he says.

SOURCE: Hroncich, C. (15 November 2018) "How AI can predict the employees who are about to quit" (Web Blog Post). Retrieved from: https://www.employeebenefitadviser.com/news/how-ai-can-predict-the-employees-who-are-about-to-quit?brief=00000152-1443-d1cc-a5fa-7cfba3c60000


Are Your Workers Sleeping on the Job?

A recent survey by Accountemps revealed that approximately three-quarters of American adults surveyed reported feeling tired at work often. Consistent tiredness can be a big risk for companies even if employees aren’t actually falling asleep on the job. Continue reading to learn more.


The occasional Monday-morning yawn is a common sight at most offices—but, according to new research, a staggering number of employees report being tired at work. Even if workers aren’t actually sleeping on the job, consistent tiredness could spell big trouble for productivity and retention.

Staffing firm Accountemps surveyed 2,800 American adults working in office environments, finding that nearly three-quarters report being tired at work often (specifically, 31 percent said very often, and 43 perfect reported feeling tired somewhat often). Twenty-four percent said it’s not very often that they’re yawning on the job, while just 2 percent said they never feel tired at work.

The report also ranked the top 15 “sleepiest” cities based on survey responses, with Nashville, Tenn. claiming the No. 1 spot, followed by a three-way tie between Denver, Indianapolis and Austin, Texas.

Michael Steinitz, executive director of Accountemps, noted that on-the-job errors would naturally follow if you have a workforce of tired employees. And, he says,  “Consider the underlying causes of why employees are sleepy: If it’s because they’re stretched too thin, retention issues could soon follow.”

Those ideas are bolstered by research from Hult International Business School, which found that the 1,000 workers in its study average about 6.5 hours of sleep per night, lower than the seven to eight hours recommended by the American Academy of Sleep Medicine. Even a half-hour less than the optimal sleep time, researchers found, led to poorer workplace performance. Tired workers reported a lack of focus, needing more time to complete tasks, struggling with creativity, lacking motivation to learn and challenges to multitasking. Many of those side effects of being tired at work, the researchers wrote, are often mistakenly attributed to poor training or work culture when, in reality, they may stem from sleeplessness.

Lack of sleep has a well-documented impact on physical health, and Hult also noted its effects on mental wellness. A vast majority of respondents (84 percent) said they feel irritable at work when they’re tired, and more than half reported feelings of frustration and stress—all of which, researchers noted, can impact teamwork and collaboration.

Accountemps suggested a number of ways employees can guard against being tired at work: physical exercise, being more communicative with managers and leaving work at the office, such as by not bringing a phone or laptop to bed to decrease the chances of letting work communications keep them up at night. On the employer side, the firm recommended managers set reasonable office hours, increase face-to-face meetings with subordinates to see where support is needed and encourage workers to unplug when they leave the office.

SOURCE: Colletta, J. (26 October 2018) "Are Your Workers Sleeping on the Job?" (Web Blog Post). Retrieved from http://hrexecutive.com/are-your-workers-sleeping-on-the-job/


Addressing Long-Term Care Concerns

When insurance plan conversations lead to discussions about after retirement, there are certain hot-button issues that will swing employee conversations out of your control. When helping older employees with retirement and beyond, two topics will change the atmosphere in the room. One is the long-term viability of Social Security, which frequently comes up as a question. The second is on the conversation of long-term care, which has the possibility to make or break a retirement plan. In this installment of CenterStage, Donald McClurg, one of our financial advisors, breaks down what matters and offers answers to many of the questions concerning long-term health.

What Exactly is Long-Term Care? What’s Gobbling up Your Retirement?

You place insurance on the things that are valuable to you, such as your car, your home and possibly your pet. What about your life? Is your family of importance to you, and beyond that, what about your legacy (i.e. any funds left over from your lifetime given into your living family members)? Currently, there’s about a 50% chance a 65-year-old will require care such as an in-home nurse or a medical/assisted living facility that can deliver optimal, specialized care. For employees near retirement or the 65 years-old mark, there is a trove of questions surrounding long-term care, including:

  • Should I consider a hybrid long-term care plan?
  • Is the insurance worth it for me, given how insurers have been increasing the price of premiums?
  • How do I avoid a government facility should I need care?
  • How much money should be saved and when should saving begin?
  • Can I afford this/Will I make it?
  • What are my blind spots?

Unfortunately, the “right” answer to these vexing questions regarding long-term healthcare is exclusively individual-specific. Factors in the determination are dependent upon the individual’s wealth, age, desire to leave a bequest and a need for peace of mind, amongst all other factors. Donald believes, “The biggest risk to a financial plan is not running out of money, it is incurring a financial catastrophe later in life and not having protection. Right now, that catastrophe has the highest probability of showing up in the form of long-term care.”

Commonly viewed as less superior to other insurance options already being taken out of a paycheck, the fact of the matter is this is not another out-of-pocket expense placed on you, such as renters or car insurance. Rather, long-term care should be seen as a valuable choice; an investment in your future and for your family. As a “numbers guy”, Donald brings up the importance of three variables in particular: 70, 90, and 5, which mean:

  • Singles 65 and older stand a 70% chance of needing long-term coverage
  • Couples 65 and older stand a 90% chance of needing long-term care
  • Only 5% of Americans have long-term coverage plans

The Driving Factor for Long-Term Care

Individuals display an adversity to paying for long-term coverage, as they are worried about the chance of paying for it and not needing it or having to leave their homes and live out their lives in a facility. If that’s you, you may consider a hybrid plan. Most hybrids solve the two main deterrents of long-term care insurance by:

  • Allowing for in-home care (that’s right, they don’t force you into a facility)
  • Return of unused premiums. (i.e. whatever portion you don’t use is returned to your beneficiary)

According to the U.S. Department of Health and Human Services, the average cost for a semi-private room in a nursing home is $6,844 per month, with the average stay being around 2.5 years. As previously listed, 52.3% is the expected percentage of people turning 65 who will have to have a long-term care need during their lives. That is over half the population of individuals turning 65 years of age who will need the assistance offered through long-term care.

The most misleading stat is that 63% of people spend $0 on long-term care. This is because roughly half of Americans have exactly $0 in savings or will have $0 when/if they need long-term care. Those individuals typically find themselves at facilities who accept Medicaid, meaning they are more than likely falling short of the care they need. Here’s the most under reported and most impactful fact of long-term care: the burden is falling on your employees. In total, an estimated $3 trillion in lifetime wages is lost due to unpaid care-giving responsibilities.

How Can Employers Offer Better Long-Term Care Solutions?

It has been said that happy employees are productive employees, and as an employer, you naturally want to increase both the productivity and well-being of employees. Of the many things your employees stress about (home, kids, work, etc.), money is always at the top of the list. In fact, a study investigating employee productivity and well-being found that employees spend 3-4 hours per week, 4-5 times per hour worried about finances. At Saxon, we are happy to help employers implement useful financial tools for their employees to leverage.

For the majority of the working world, healthcare derives from employers, thus, the head of the organization is the one responsible for properly educating employees on their coverage. As the saying goes, “proper planning prevents poor procedure.” With Saxon, employers can schedule a brief, in-house seminar with one of our stellar financial advisors and a long-term care specialist. Through these seminars, clients and employees will discover clear solutions to anything that may still have them on the fence about investing in long-term health. Employees will come to learn the real value in long-term care, such as the reason behind asset location mattering more than asset allocation.

Ready to explore your options and become one of the 0.5% of businesses currently offering long-term care insurance to their employees? If so, don’t hesitate; pick up the phone and call Donald with Saxon Financial today at (513) 609-4404 or toll-free at (800) 847-1733 to discover how you can avoid the single largest threat to your employees’ retirement.

Why Saxon Is the Right Choice for You

At Saxon, we care about you – your family, your company, your finances, and your future. We cultivate our years of practice and experience to deliver exceptional service to you every time. We empower you by placing the tools and knowledge necessary into your hands to deliver remarkable returns on investment. An engagement with Saxon is unique. This is because we have invested in developing a culture where business is personal. Our clients are the central heart of our organization; meaning that without you we have no purpose.

To Saxon, experience matters. We know that outcome is crucial, but to us, it matters how we get there. By taking intentional action in an authentic manner, we are a catalyst for your success that is positively refreshing. We invite you to explore the Saxon way.