A few weeks ago, I asked the question “Are Employees Utilizing Those New Perks?” and highlighted benchmarking as a critical activity for evaluating workplace benefits. Now, we have the published results from the 2022 North Central Alabama Wage & Benefit Survey! First up, Average Benefit-Cost Per Employee (Annual) increased 25% over 2021. Employers reported an average of $16,608 spent annually per employee in benefits, compared to $12,459 one year ago. Some hot categories for increased benefits spending are Child Care Support, Adoption Support, Pet Insurance, and Elder Care Support. These types of benefits are increasingly attractive, and the Huntsville/Madison County
We call them strong Those who can face this world alone Who seem to get by on their own Those who will never take the fall We call them weak Who are unable to resist The slightest chance love might exist And for that forsake it all They’re so hell-bent on giving, walking a wire Convinced it’s not living if you stand outside the fire Standing outside the fire Standing outside the fire Life is not tried it is merely survived If you’re standing outside the fire Garth Brooks- Standing Outside the Fire My husband and I attended a
Career Development is becoming even more relevant in the workforce arena these days. Career Development as Performance Management is a great tool to attract and retain employees. Revisit this blog post from 2021 for ideas on how to use Career Development as a Performance Management (& retention!) tool. I will be presenting at BSHRM on May 11 on this topic. We would love to see you there! Check out where else we will be in the coming weeks here.
With the great resignation still continuing and baby boomers, who many feel delayed retiring, now retired or retiring in large numbers due to the pandemic, succession planning has never been more important. But as we’ve seen through many of our clients (and ourselves!), the need to get something done and getting it done are two different things. When it comes to succession planning, I think the key challenge is not knowing where to start and the steps to take once started. Overall, you need to: 1. Know your current talent state. This involves several sub-steps of determining: a. What’s your
I recently helped a top security government employee with developing a resume. His leadership philosophy centered around supporting his employees (as opposed to the other way around); he believes in empowering subordinates with authority, as opposed to responsibility. His view of leadership embodies serving which is what great leaders do. Servant leaders are a revolutionary bunch—they take the traditional power leadership model and turn it completely upside down. This new hierarchy puts the people—or employees, in a business context—at the very top and the leader at the bottom, charged with serving the employees above