Changing the Conversation in 2016: Moving from Engagement to Experience.

Last year brought its share of the unexpected and unpredictable to businesses across the country. This unprecedented environment compelled employers to look deeper into what attracts, engages and inspires employees; HR learned it had to be proactive to stay ahead of the curve. “2023 will continue to keep HR on its toes with new challenges and opportunities for success looming on the horizon,” says Trish McFarlane, CEO and principal analyst for H3 HR Advisors.

The stress of the holidays may be over, but there remains mounting pressure on today’s employees — both at home and at work. Throughout the world, people are feeling “unhappier and more stressed out than ever before,” according to the Gallup Global Emotions report. Recent data from Alight’s International Workforce and Wellbeing Mindset Study also found that 73 percent of employees in the United States and western Europe rate their current stress levels as either moderate or high.

Over half of employees are going to leave or are considering leaving their employer. Health and retirement benefits are most significant in the employees’ decisions to stay or leave.

Learn how to implement effective attendance policies to cut down on employee absenteeism costs for your company. The costs associated with employee absenteeism can be astronomical. High levels of absenteeism can impact productivity, service quality and employee morale. From an HR management perspective, employee absenteeism and tardiness can be some of the toughest issues to address and remedy. This material will help HR professionals, managers and business owners identify attendance issues and effectively address them through the implementation of clear policies and practices. The content will also address federal and state laws that may be implicated in dealing with attendance issues such as the FMLA and ADA.