Non-profit research organization The Integrated Benefit Institute recently conducted an in-depth study in order to better understand some of today’s most pressing issues in workforce management.

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The research involved more than 300 human resources professionals and collected survey data in addition to less quantitative information and insights, largely focusing on the following topics:

• Prioritization of Benefits
• Data & Key Performance Indicators
• Pandemic Takeaways
• Strategic Investment Targets
• Conflict Between Business Interests and Employee Interests
• Challenges Implementing Effective Employee Well-Being Initiatives

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Employers’  Top Organizational Goals

One of the most interesting insights that the research data revealed is that more than half (51%) of respondents claimed that improving employee job satisfaction was their organization’s top goal heading into the new year, which underscores the continuing resilience of the labor market and a power balance that remains relatively favorable to labor. 

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Mitigating expenses and boosting revenue was the top priority for the vast majority of the remainder of study participants, accounting for 41% of survey responses. 

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Employers’ Top Benefit Priorities

According to the survey results, participants ranked the following employee benefits as top priorities for their organizations:

• Mental Health & Well-being
• Financial Security
• Physical Health & Wellness
• Job Flexibility and Life Balance
• Caregiving Support

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There were of course generational discrepancies in benefit prioritization, for example employees age 46 and older were most interested in preventative health screenings and retirement related financial concerns, whereas employees under 30 placed the highest priority on work-life balance and fitness/wellness initiatives. 

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Organizational Data Habits

The study also revealed that while the adoption of better data collection and management practices is becoming fairly widespread across industry in general, there are still significant opportunities to improve internal processes and gain competitive advantages through better/broader data capture and analysis.

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Perhaps unsurprisingly given the employee-job-satisfaction focus that many organizational leaders are emphasizing in the new year, the highest rate of adoption among data categories in the survey responses was the collection of employee job satisfaction data, which nearly 3 out of 4 (72%) survey respondents reported collecting.

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Only a little more than half of responding organizations gather data on employee retention or productivity (57% and 52%, respectively), which may reflect the continuing prevalence of outdated presumptions about diminishing returns in the quality of these kinds of measures that have not kept up with recent advancements in data analytics.

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Interestingly, when it comes to health care, 64% of survey participants conduct a formal review of their health programs every year, but only 44% of respondents gather the necessary health data from their employee population to optimize the effectiveness and utilization of those health programs. 

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Strategic Benefit Design Recommendations For Employers 

Based on their analysis, the authors make the following recommendations as to how employers can best adapt to the changing market conditions outlined above:

• Evaluate current policies in light of the company mission and the evolving tactics being employed by the company in the furtherance of that mission;
• Consider creating work arrangements and work flexibility policies that take into account the needs of each role/team on a smaller, more granular scale as opposed to a one-size-fits-all approach;
• Develop employees internally to fill skill gaps and build a stable talent pool; 
• Prioritize quality benefit outcomes over employee benefit engagement rates; and
• Provide additional, specialized training for managers and company leaders;

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You can read more about this study and the resulting analysis here.

This article from Bloomberg highlights an often overlooked employee benefit that most employees hope to never have to use but will ultimately prove to be invaluable in the unfortunate albeit nearly inevitable event that it becomes applicable - bereavement leave. 

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In a resiliently tight labor market, enhanced grief and loss-related offerings are not only a means of differentiation in the competition to attract top talent, they also provide an opportunity to display meaningful support, flexibility, and generosity in a time when those efforts are likely to be appreciated, remembered, and reciprocated by way of loyalty in return.

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Interestingly, the piece included two examples of companies that expanded their bereavement leave policies in response to executives who each had to navigate their company’s earlier bereavement policy in the wake of personal tragedy, found those policies to be lacking to say the least, and were able to embody the case for expanded bereavement leave in a way that clearly resonated. 

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One of those examples was an executive with Johnson & Johnson who unexpectedly lost his teenage son and discovered that the 5 days of PTO the company offered at the time was insufficient to complete the funeral arrangements. 

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Ultimately, after being faced with a first-hand case study that 5 days was simply not enough time for people to adapt to changes in life and family circumstances of this magnitude, Johnson & Johnson increased their number of bereavement leave days from 5 to 30.

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As for outcomes, the executive who lost his son and catalyzed these changes in the first place claims that he’ll “never” leave the company in light of how responsive leadership proved to be when he raised these issues, and the chief human resources officer who ushered the new bereavement policy into effect says that he received more positive feedback for this particular bereavement policy change than for any other HR policy shift he’d seen in his 16 years with the company. 

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Bereavement Leave By The Numbers

Much of the conversation surrounding bereavement leave and potential enhancements to bereavement policies involves 2 questions: How many days of paid time off should be allotted following the death of a loved one, and who qualifies as a loved one? 

• According to Mercer, the average number of days of bereavement PTO offered by US companies is 5 days.
• Currently, only 5% of US companies offer more than 6 days of bereavement leave, although trends indicate that number is likely to grow with about 20% of a group of HR professionals known as the Disability Management Employer Coalition having stated their intent to expand their bereavement policies over the next year.
• One professor with the University of Alberta, Canada who researches grief recommends bereavement policies that allow for 14 days of PTO.
• More than two-thirds of companies that offer bereavement leave have expanded bereavement leave to include extended family members like grandparents and grandchildren.

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Some noteworthy companies that have expanded their bereavement leave policies up to 20 days of PTO include Adobe, American Express, Bank of America, Goldman Sachs, and JPMorgan Chase.

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You can read more about bereavement policies and the surrounding issues and enhancements here. 

‘Quiet quitting’ is to work productivity what ‘Coffee badging’ is to work presence.

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While doing essentially the bare minimum at work is by no means a new phenomenon, the post-pandemic years gave quiet quitting a name that appears to have stuck.

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The actual practice of quiet quitting seems to have more than just a toehold across the workforce, as well, with at least 50% of workers admitting to being quiet quitters themselves.

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In light of the the impact that the pandemic has had and continues to have, it is understandable why so many people reevaluated their relationship with their employer and their resulting obligations in the midst of such a profound disruption to their and most everyone's lives - both on a macro scale with regard to the economy and society in general, but also on a human scale as people as individuals and households navigated the changes to their routines. 

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Coffee badging, while a somewhat more recent phenomenon than quiet quitting, seems to also grow in part from a similar disruption and reevaluation cycle, except the disruption catalyzing coffee badging isn’t the result of being required to stay at home and work from there, but instead by being forced back to the office. 

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The current routine being disrupted is the now the entrenched remote/hybrid work schedule that is being challenged via the back-to-office pushes that many organizations have conducted with mixed results over the last year, and coffee badging is the pushback to those updated work requirements.

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What is ‘Coffee Badging’?

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Coffee badging in the literal sense refers to an employee that uses their identification card to enter work premises just to have coffee before leaving again without staying for a full day of work, but the phrase applies more broadly to any situation where an employee makes an appearance on-site for less time than they are supposed to, primarily for the sake of appearances.

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The goal with coffee badging seems to be at worst giving the impression that one is complying with in-office work commitment expectations without actually fulfilling those expectations, and at best taking advantage of uncertainties and gray areas that have arisen as companies continue to experiment and adapt to a seemingly ever-shifting new normal when it comes to work scheduling.

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Whereas quiet quitting typically involves employees doing that which is explicitly required of them and no more, however, coffee badging is often more explicitly insubordinate in practice given that many ‘coffee badgers’ are likely knowingly falling short when it comes to the amount of time they are spending on-site.

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Who is ‘Coffee Badging’?

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At least one recent survey indicates that coffee badging has become even more widespread than quiet quitting, with 58% of hybrid workers claiming they have participated in coffee badging while another 8% reported that they had not yet done so but would like to give coffee badging a try at some point.

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And the practice isn’t limited to those workers occupying the lower rungs of the ladder, for that matter, with an even larger percentage of managers (64%) claiming that they have personally coffee badged already while another 6% of managers intend to do so at some point in the future.

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How Companies Can Better Manage ‘Coffee Badging’

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While noting that coffee badging is but one of many obstacles and hurdles that employers must overcome when competing for talent in a competitive labor market, one managing director for HR specialists Insperity recommends addressing coffee badging via:

• Maximize Schedule Flexibility so that employees can continue tailoring their work schedule to better meet the requirements of their lives away from work while also providing some additional structure to better facilitate collaboration and team interaction when needed;
• Offer perks that encourage non-work related interaction both on and off-site, such as parties, delivered meals, restaurant tabs, etc. for employees to socialize and to incentivize employee attendance and open communication; and
• Determine The Cause behind the coffee-badging, which can often be a symptom of burnout among overworked employees who may just be attempting to claw back time and some control over their working conditions however they can. 

You can read more about coffee badging and how best to handle it here.

Recognizing and honoring important national holidays is key to fostering a supportive and culturally sensitive workplace. Armed Forces Remembrance Day in Nigeria, observed on January 15th, is a solemn occasion dedicated to honoring the sacrifices of the country's military personnel. This guide provides US employers with insights on the significance of Armed Forces Remembrance Day, ways to observe it in the workplace, and considerations for legal and compliance matters.

Specific Dates

Armed Forces Remembrance Day is observed annually on January 15th.

Level of Importance

Armed Forces Remembrance Day holds a high level of importance in Nigeria. It is a day of reflection and tribute to the Nigerian military personnel who have made sacrifices for the nation.

Background on the Holiday

The day was set aside to honor members of the Nigerian Armed Forces who lost their lives in the line of duty, particularly during World Wars I and II, the Nigerian Civil War, and various peacekeeping missions. It also serves as a reminder of the ongoing efforts to maintain peace and security in the country.

Specific Customs and Items

• Red Poppies: While not a Nigerian tradition, wearing red poppies, a symbol of remembrance, can be a meaningful gesture to show support for military personnel.
• Moments of Silence: Observe moments of silence during any gatherings or meetings to honor fallen soldiers.
• Charitable Contributions: Encourage employees to contribute to charitable organizations that support veterans and their families.

Celebrating Armed Forces Remembrance Day as a US Employer

• Memorial Displays: Create a memorial display with images and information about Nigeria's military history to raise awareness among employees.
• Guest Speakers: If possible, invite veterans or representatives from military organizations to share their experiences.
• Charity Initiatives: Organize charity initiatives or drives to support veterans and their families.

Template Email to Send to Your Team

Subject: Honoring Armed Forces Remembrance Day - A Day of Reflection

Dear [Team/Company] Members,

As Nigeria observes Armed Forces Remembrance Day on January 15th, we join our hearts in solemn reflection to honor the sacrifices made by the brave members of the Nigerian Armed Forces.

To commemorate this day, we encourage everyone to observe a moment of silence during our [meeting/event] as a gesture of respect for the fallen heroes. Additionally, we are initiating [insert planned activities] to contribute to charities supporting veterans and their families.

Let us come together as a team to recognize and appreciate the dedication and sacrifices of our military personnel.

Best regards, [Your Company]

Legal and Compliance

Ensure that any workplace activities comply with legal requirements and adhere to company policies.

• Sensitive Approach: Approach the day with sensitivity, recognizing that it may evoke strong emotions in individuals who have a personal connection to the military.
• Educational Resources: Provide resources or reading materials to employees interested in learning more about the history and significance of Armed Forces Remembrance Day.

By acknowledging Armed Forces Remembrance Day, US employers contribute to fostering a workplace culture that values and respects the sacrifices made by military personnel. This inclusive approach creates a supportive environment for employees of diverse backgrounds and experiences.

As global workplaces become increasingly diverse, it's essential for US-based employers to recognize and respect the cultural holidays of their employees. One such significant holiday in Japan is Golden Week, a period marked by a series of public holidays that allows for extended time off. In this guide, we'll delve into the specifics of Golden Week, its cultural importance, traditions, and how US employers can navigate this holiday to foster a harmonious workplace.

Specific Dates

Golden Week typically spans from late April to early May, with several public holidays closely packed together. The specific dates may vary slightly each year but often include Showa Day (April 29), Constitution Memorial Day (May 3), Greenery Day (May 4), and Children's Day (May 5).

Level of Importance

Golden Week holds immense importance in Japan. It is a time when many Japanese citizens take advantage of consecutive public holidays to travel, spend time with family, or engage in recreational activities. Understanding the significance of Golden Week is crucial for employers seeking to accommodate and respect their employees' cultural traditions.

Background on the Holiday

Golden Week originated as a way to celebrate a cluster of national holidays and create an extended period of rest and relaxation. The name "Golden Week" reflects the pleasant weather during this time, making it an ideal period for outdoor activities and travel.

Specific Customs and Items

• Travel: Japanese people often use Golden Week to travel domestically or abroad. Employers should be aware that employees may request time off or plan vacations during this period.
• Family Time: Golden Week is an occasion for families to come together. It's common for people to visit their hometowns or engage in activities with family members.
• Decorations: While there are no specific decorations associated with Golden Week, businesses and public spaces may display banners or signage to celebrate the holidays.
• Celebrating Golden Week in the Workplace:
• Flexible Scheduling: Given the importance of Golden Week, consider offering flexible scheduling options to accommodate employees' travel plans or family commitments.
• Virtual Celebrations: If your team includes remote workers or individuals unable to take time off, consider organizing virtual celebrations or team-building activities during Golden Week.
• Communication and Awareness: Proactively communicate about Golden Week well in advance. Provide information about the holidays, their significance, and any impact on work schedules.

Template Email to Send to Your Team

Subject: Embracing Golden Week - A Time for Rest and Reflection

Dear [Team/Company] Members,

As we approach Golden Week, we want to take a moment to acknowledge and respect the cultural significance of this holiday for our team members from Japan. Golden Week is a time when many individuals celebrate various public holidays, and it holds great importance in Japanese culture.

We encourage everyone to be mindful of our colleagues who may be observing Golden Week, and we support flexible scheduling to accommodate their plans. If you have specific traditions or customs you'd like to share with the team, we welcome the opportunity to learn and celebrate together.

Wishing you all a wonderful Golden Week filled with rest, relaxation, and joy!

[Your Company]

Legal and Compliance

Be aware of any legal considerations regarding time off or flexible scheduling during Golden Week.

• Inclusive Policies: Ensure that company policies reflect inclusivity, acknowledging and respecting diverse cultural practices.
• Workload Planning: Plan projects and workloads to account for potential reduced staffing during Golden Week.

In conclusion, recognizing and respecting Golden Week contributes to a workplace culture that values diversity and promotes understanding among team members. By embracing the cultural traditions of Golden Week, US employers can create a more inclusive and supportive work environment.

As businesses continue to embrace diversity and inclusion, it becomes essential for employers to understand and respect various cultural holidays celebrated by their employees. In Japan, New Year's Day, known as Shogatsu, holds immense cultural significance and is a time of reflection, family, and tradition. In this guide, we'll explore the specifics of Shogatsu, its importance, customs, and how US employers can celebrate and communicate this holiday to their teams.

Specific Dates

Shogatsu is celebrated on January 1st, marking the beginning of the Japanese New Year. Unlike some other Asian countries that follow the lunar calendar, Japan adheres to the Gregorian calendar for New Year's celebrations.

Level of Importance

Shogatsu is one of the most significant and widely celebrated holidays in Japan. It is a time when families come together, businesses close, and individuals engage in traditional customs to welcome the New Year. Understanding its importance is crucial for employers seeking to foster a culturally aware and inclusive workplace.

Background on the Holiday

Shogatsu has deep roots in Japanese culture and is associated with various Shinto, Buddhist, and secular traditions. The holiday is not only a time to bid farewell to the old year but also to welcome the new with a sense of renewal, reflection, and gratitude.

Specific Customs and Items

• Omisoka (New Year's Eve): Families gather for a special dinner on New Year's Eve, known as Omisoka. Traditional foods like toshikoshi soba (buckwheat noodles) are eaten for longevity.
• Hatsumode (First Shrine Visit): Many people visit Shinto shrines or Buddhist temples during the first few days of the year to pray for good fortune. Employers should be aware that some employees may take time off for these visits.
• Kadomatsu and Shimenawa: Decorations like kadomatsu (bamboo and pine arrangements) and shimenawa (sacred straw ropes) are common during Shogatsu, symbolizing purity and warding off evil spirits.
• Nengajo (New Year's Greetings): Sending New Year's greeting cards, Nengajo, is a widespread custom. Companies often exchange these cards with business partners and clients.
• Otoshidama (New Year's Money): Parents and relatives give otoshidama, small envelopes containing money, to children for good luck in the coming year.

Celebrating Shogatsu in the Workplace

• Flexible Scheduling: Consider offering flexible scheduling options around the New Year to accommodate employees who may want to observe traditional customs.
• Cultural Awareness Training: Provide cultural awareness training to educate employees about the significance of Shogatsu, its customs, and the importance of respect for diverse traditions.
• Office Decorations: Embrace a festive atmosphere by incorporating Japanese New Year decorations in the office, fostering a sense of inclusivity and celebration.

Template Email to Send to Your Team

Subject: Embracing Shogatsu - A Time of Renewal and Celebration

Dear [Team/Company] Members,

As we approach the New Year, we would like to take a moment to recognize and celebrate the cultural diversity within our team. In Japan, the New Year, or Shogatsu, is a time of great importance, marked by traditional customs and family gatherings.

We encourage everyone to learn more about Shogatsu and its significance. This is a time for reflection, gratitude, and the embrace of new beginnings. If you have any specific customs or traditions you'd like to share with the team, we welcome the opportunity to learn from one another.

Wishing you a joyous and prosperous New Year!

[Your Company]

Legal and Compliance

Be aware of any legal considerations regarding time off or flexible scheduling during the New Year period.

• Inclusive Policies: Ensure that company policies reflect inclusivity, acknowledging and respecting diverse cultural practices.
• Virtual Celebrations: If you have remote team members, consider hosting virtual celebrations or activities to foster a sense of connection during the holiday season.

In conclusion, embracing Shogatsu within the workplace not only promotes cultural awareness but also strengthens the bond among team members. By acknowledging and respecting diverse traditions, employers can create an inclusive and harmonious work environment.