• Resilient Workforce

    Hello Members – 

    I had the opportunity to attend HUB International’s Virtual Summit - Re•sil•ient “Responding to changing workforce needs”. (https://www.hubinternational.com/) I would like to share some conference takeaways with you. 

    Having a Flux Mindset. (https://fluxmindset.com/what-is-a-flux-mindset) In 2020, we were all forced to re-evaluate our companies work, where it had to be done, how many people it took, and how much time we needed to achieve our goals. Everyone became comfortable with the uncomfortable, and even though things looked and felt different we strived on. Now, that businesses are reopening – what does that mean and how should it look? 

    April Rinne took the conference through an exercise I encourage you to try. Take out a piece of paper and draw a line down the middle.  On the left put a plus sign and on the right put a minus. Now, start thinking about March of 2020 though today, jot down the things that stand out the most.  In the plus column, write what changes were positive, and on the minus side write which were negative? Throughout the day, keep adding to this list.  Notice the changes that gave you purpose and a true sense of Work/Life Balance. In your organization, what positive changes can be incorporate permanently? What negatives can be removed? 

    Did you know 58% of millennials say they are moving to independent/freelance work? What can you do to retain talent?  You must establish a relationship of trust.  Your associates must trust you and know that you value them, their families, and their futures. 

    How can you establish trust?  Communication.  Find out from your associates their values and future goals.  Are they investing in their future? If not, are you having conversations with them to ensure they know how? Does your company offer them benefits for future goals? Do they know what benefits they have and how to use them? Can you help with college tuition, buying a home, or their retirement? Show them you care about them as a person and not only revenue for your company. 

    Over the past year, for the first time, we saw people who needed food, shelter, and financial help. Do you have information for your associations on how and where they can find help if they need it?  Ways you could provide this information are during orientation, in the breakroom, quarterly meetings, or in a folder distributed to everyone. Ensuring that they can receive this information discretely is important. 

    Even before the pandemic, mental health and depression were in the top three reasons for associates to take FMLA. What is your company doing to prevent your associates from experiencing burnout? Focusing on your leaderships’ professional development and training should be ongoing. Ensuring the leaders of your organization know how to resist burnout and lead productive resilient teams is imperative. 

    What about your PTO policy?  Do associates have the flexibility to work from home when needed?  What about needing time to be with or take care of children?  Re-evaluating your company’s PTO and flex-time policy to ensure your associates have adequate time to take care of their physical and mental health will help prevent burnout. 

    There were many other tips and resources provided throughout the conference. You can download Resilient: Responding to Changing Workforce Needs
    Insights from HUB International’s 2021 Virtual Summit - Ebook here. 


    I hope that you use some of these ideas to create a more productive and resilient team. Please join us monthly for our Workforce Lunch & Learns to hear from guest speakers who offer tools, resources, and professional development for a resilient workforce. 

    -Alicia Frieze | Workforce Development Director