ElementOne, Inc.

Before you increase your wages, think about what will be most beneficial for your employees. Understand your current (and potential) employees’ needs and pain points in order to make your organization more attractive.

We touched more on this in our latest blog. Click below to read more:
https://elementoneconsulting.com/compensation-times/wage-increases-is-everyone-benefiting

Our president, Ed Ura, is doing a series of seminars for one of our state primary care association clients. Our webinars and seminars are just a couple of the ways we provide value to our clients. Click the link below to view our range of effective FQHC strategies:
https://elementoneconsulting.com/fqhc-and-health-care-consulting

As an organization, prioritizing an employee's quality of life is no longer a luxury you can pick and choose. Employees are no longer willing to settle for a place of work that does not afford them the flexibility and compensation to have a work/life balance.

With wages rising sharply over the last year, it would be easy to think that everyone would be better off, but things aren’t necessarily as rosy for one section of our population. In our new blog we discuss how wage increases have impacted ALICE workers (Asset-Limited, Income-Constrained, Employed). Read more 👇
https://elementoneconsulting.com/compensation-times/wage-increases-is-everyone-benefiting

Wage Increases: Is Everyone Benefiting? If your organization is struggling to recruit and retain employees, there may be some key people slipping through the cracks. This blog is going to help you understand who to pay attention to, and what they need. Read on if you want to build a stronger workforce. With wages rising sharply over the l...

If you think this labor market is something you can “wait out”, then you’re mistaken. Employees are demanding that their needs be met. Aspects of the job that were once negotiable are now becoming a necessity. People are demanding, flexible, fair compensation, and a true work life balance. Is your organization meeting these demands?

Market data is not enough to build a strong pay program. Here are two reasons why:

📌 Your jobs are not the same as everyone else's, and you have to pay people based on their role at YOUR organization, not based on roles with the same title at a different organization.
📌 The market is moving at an unprecedented pace, the data that you are relying on is probably outdated.

You aren’t an “employer of choice” if it’s easy for employees to choose someplace else to work. Now more than ever, if your employees aren’t making enough to support their livelihood, how can you expect to retain them in the long term? Now is the time to get strategic about compensating your team if you want to attract and keep them.

Communicating what’s expected of your employees in their roles is key. Tell them what they need to do and why it is done that way. Explain why a specific procedure was put in place. If you begin with clarity, your employees know their performance expectations.

Transparency in the workplace is essential, but it’s not black and white. Yes, it is fair for someone to know what their compensation opportunities are within an organization. But do you need to know the salaries of other employees in an unrelated department? Probably not.

Why did women lead the great resignation? It’s simple, they were the most vulnerable. Women were often being paid less and not given the flexibility for their families. That is why many decided to retire, stay at home with their children, move to a different company, or move to another industry.

Not sure if you’re respecting boundaries or properly setting them? As an employer, you have to be honest with yourself. In our latest blog, we share signs that show employers aren’t respecting employees’ boundaries and tips for setting proper ones.

Click below to read more:
https://elementoneconsulting.com/compensation-times/setting-boundaries-in-the-workplace

Today’s environment already causes such high-stress levels at work, much of which is due to companies’ constant recruitment and retention issues.

As an employer, respecting boundaries that employees have set is an essential part of a productive workplace. Read more about employee boundaries in our new blog.

https://elementoneconsulting.com/compensation-times/setting-boundaries-in-the-workplace

Setting Boundaries in the Workplace By: Erin Roberts We are in an era where not putting your employees first is no longer an option. If organizations don’t give their current and future employees flexibility in the workplace, someone else will. This goes beyond PTO and the ability to work remotely: we must respect employees’ workp...

Solely relying on market data when trying to update your pay structure is no longer feasible. The data you’re trying to find isn’t necessarily where you’re used to seeing it. If you want the most accurate data about the state of the market, take the data from your recruitment and retention efforts. What patterns do you see? That data will be most useful to you during this time.

Many people ask us “how do we effectively communicate compensation changes to our employees?” Well, the first step is having something effective to communicate. Before you communicate any changes to your employees ask yourself this: do we have a cohesive strategy that we are about to share?

If you haven’t updated your pay structure in the last 6 months, it’s likely that it’s outdated. At the rate the market is moving, consistently updating your pay structure is an essential. If you are questioning whether your company should update theirs, here is your sign.

One of the main side effects of the “Great Resignation” has been the clear division between good management and poor management.

The type of managers who were all talk and no action are now faced with a reality where employees will leave if you don’t follow through. The current reality is that managers can no longer just talk about making necessary changes to retain and attract employees. They have to put those words into action.

How can you attract the type of candidates that you want at your organization? Here are two ways you can start:

📌 Making the expectations of the role clear, from the beginning
📌 Paying people based on their value to your organization, and not solely on market data

Do you know a great way to show your employees you appreciate them? By compensating them fairly.

Employers retention practices often include them trying to make accommodations and exemptions for employees who aren't performing at their full capacity. Do you know what this means? The employees who are dedicated and performing well often get overlooked.

Tip: Focus on keeping and attracting employees that can meet the expectations of the role.

When you are looking for candidates, you have to balance the expectations of the job with the compensation you’re willing to pay. You might discover that the skill sets you desire aren’t available for what you’re willing to pay. This means you need to redesign the job or re-examine what you’re willing to pay. Our latest blog dives deeper into this and other steps you can take to build an efficient workforce.

Read blog here: https://elementoneconsulting.com/compensation-times/building-an-efficient-workforce

It’s time to be honest with yourself. Yes, there is a national worker shortage. But, is that the only reason you’re having trouble attracting employees?

Take a look around, if other companies in your industry aren’t having the amount of trouble finding people that you are, then there is more to your issue. Ask yourself this question: Is our compensation and work environment something that will attract employees?

In this job market, when hiring is more difficult than any other time in recent history, maximizing the workforce you already have is crucial. Check out our new blog to learn how:
https://elementoneconsulting.com/compensation-times/building-an-efficient-workforce

Building an Efficient Workforce

Be more intentional with your job design. If your organization continues to say that they can't afford to pay their people more, you need to take a look at the roles you currently have. Do you have more people on staff than you need to? Are some of your roles redundant? Are the functions of each role efficient?

Whether you’re dealing with a potential or current employee, the expectations of their role should be clear. Every dollar you are spending on someone who is not doing their job properly is a dollar you are wasting. From the beginning, make sure your employees know what is expected of them in this role.

If performance is low at your organization, are you asking the right questions of your employees? Gallup's Q12 Employee Engagement Survey reports that increasing engagement starts by meeting your employees' 12 basic, individual, teamwork and growth needs.

Disclaimer: all 12 of these are not a necessity to improve engagement → work on the needs that are specific to your organization.

https://bit.ly/3rCs9B6

Employee Engagement Strategy | Gallup Create a Proven Employee Engagement Strategy

An employee can be unhappy but still perform well in their job. An organization can have a great culture and still have disengaged employees. Although they affect each other in a lot of ways, morale and engagement can happen independently. Morale can be high while engagement is low, and vice versa.

When you are trying to figure out why employee performance is low, don’t always lump these two together.

People are no longer compelled to stick with the 9 to 5 grind. If your organization isn’t offering some type of autonomy for your employees regarding their daily schedule, your efforts to retain and attract employees are going to be more difficult.

Signing bonuses are a slippery slope. In order to use this method, your company should have internal equity. If your signing bonuses don’t coincide with retention bonuses, you are playing with fire. If you have the money to pay this new person you have the money to pay your current employees the same.

Where did everyone go? The number of open jobs now exceeds the number of unemployed workers. The pandemic caused a big shock to the system and pushed the labor shortage over the edge. Read more in our new blog:
https://bit.ly/3Gfghta

Where Did All the People Go? The number of open jobs now exceeds the number of unemployed workers. Across the national workforce employers are struggling to fill open positions, and they are finding that the skill sets of many of the available people don’t match the needs of the open jobs. So why has that happened, and where ...