Keeping your skills sharp for the future of work requires knowledge of where that future is headed. The recent pandemic has accelerated a change that was slowly occurring throughout the whole workforce. As a whole, technology has been disrupting industries around the world with advances such as artificial intelligence and machine learning. However, remote work has been a new change brought on due to the Covid-19 pandemic, a change that has caused the loss of many traditional jobs.
Every year, companies invest billions in branding and marketing strategies to attract more external attention to their companies. Every business needs a robust external branding campaign to ensure that their business and products resonate with customers.
For the roughly 44 million Americans rocking a side hustle outside of their standard office hours, banking a few extra dollars every month isn’t just a nicety—sometimes it’s a necessity for getting by. But if you’ve got skills you’ve been dying to put to good use—everything from writing and editing to data entry or tutoring—freelancing can be among the most lucrative side job success stories. It might even just be fun to daydream about the perks of being a full-time freelancer instead of punching in and out five days a week at your “real” job. Giving up the commute, working in your pajamas, setting your own schedule, and being your own boss are just a few of the commonly touted benefits of taking what might start out as a side gig and become a primary source of income. But is the grass truly greener on the other side? To uncover the truth behind some of the most common myths and perceptions of full-time freelance work compared to office life, we surveyed 955 people—485 working freelance jobs and 470 working in a more traditional office environment. Thinking about making the switch for yourself? Read on to discover who’s happier, who’s making more money, and how many of your co-workers might take the plunge next.
Employee wellness is your top priority when it comes to creating a healthy workplace. It is also important to consider that health doesn’t just involve the physical aspect, but also keeping your employees’ mental wellness in shape.
Maybe you have taken a positive stride in protecting your employees’ wellness by allowing them to take an extended leave for drug or alcohol addiction rehab. That’s a great thing--but have you considered your employees who will take on the responsibility of those on rehab or extended leave?
The COVID-19 pandemic has forced many employers across the U.S. to implement work-from-home policies as a way to help stop the spread of the virus and resume daily business operations. Work-from-home policies might include a 14-day quarantine for individuals that have recently traveled to hotspots, flexible work shift schedules, or even the strict direction to work-from-home until further notice.
With so many employees working remote, it’s essential that employee time is being accurately recorded and that employees are compensated in compliance with local, state, and federal wage and hour laws. However, properly classifying employees is one of the most challenging aspects of HR compliance.
In honor of National Payroll Week last week, employees at organizations throughout the U.S. spread the payroll love by taking a few moments to nominate and share some kind words about payroll professionals that continuously go above and beyond for their people and organization.
Please help us in celebrating and giving kudos to the following payroll professionals:
While what we care most about during a crisis are very human issues such as emotions, safety, and family, it’s technology that is going to be the first and best way to stay connected with your people.
Once a candidate accepts a job offer, it is time to begin onboarding the new hire. Onboarding is the process of helping new hires adjust to their new role, learn job responsibilities, adapt to an organization’s culture, and complete all new hire paperwork within a time frame.
Organizations are recognizing the importance of employee onboarding, as a SHRM study states that turnover during the first 18 months on the job can be as high as 50%.
Long before anyone had heard of Covid-19, the demand for remote work was already growing.
Both business leaders and their employees discovered that remote work had many benefits and very few disadvantages. For instance, working remotely reduces the overheads that business owners need to pay for electricity and desk space.
Remote work also means that your employees can spend less time on their commute, and more time getting things done. It’s no wonder that 50% of the workforce is set to be operating remotely by the end of this year.
Now that a global pandemic has pushed countless companies to experiment with remote work, it seems certain that more flexible working policies will begin to appear. The question for today’s employers is how they can create a remote work policy that supports their team.
The COVID-19 lockdowns have changed the face of small businesses and corporate America. Businesses have gone from the thought of their workers working remotely as “something we’ll implement someday” to “we have to do it now.” COVID-19 didn’t give them a choice. It was “do or die” for many if they wanted to remain in business.