WORKFORCE MANAGEMENT

Carolinas AGC Ramps Up Plans to Boost Construction Workforce in the Carolinas

Carolinas AGC | December 30, 2021

On December 20, Carolinas AGC, the construction industry association of the Carolinas announced its efforts to attract construction workers and boost careers in the industry. The Carolinas AGC’s (CAGC) announcement came on the heels of receiving billions of dollars in funding.

North Carolina received $5.5M from the General Assembly through the Carolinas AGC Foundation, which comprises $3M received to develop the Contractor Business Academy for Historically Underutilized Businesses (HUB). In addition, the state also received $2.5M to ramp up apprenticeships and construction training. The organization plans to join hands with North Carolina Community Colleges and the state’s trucking association in order to meet demands for truck driver jobs.

"We are looking forward to making the most of the billions of dollars that North Carolina and South Carolina will receive for infrastructure and other construction funding – thanks to great work done by lawmakers at the state and federal levels. We also will continue doing everything we can to draw more people into excellent construction careers and to improve the quality of life here with badly needed infrastructure improvements for highway-heavy, building and utility construction."

- Dave Simpson, CAGC President & CEO

Carolinas AGC has been engaged in adding value to its members through its networking efforts, government relations, education and training partnerships to boost community development.

Spotlight

We put together an infographic that describes some leadership qualities that can be developed and put in your own “skills” filing cabinet. Do you already have all the leadership qualities you need? Have you mastered every aspect of being a leader? We hope you answered “no” and “no,” because we all can continue growing as leaders for our whole lives. We designed the leadership infographic below so that you can be reminded of the top eight qualities of great leaders at a glance. You can also use it to plan out your own development. How? Pick one leadership quality and practice the sub-skills under it one at a time. Eventually, when you’re ready to move on, pick another quality to practice and master.


Other News
WORKFORCE MANAGEMENT

UKG Expands Collaboration with Microsoft to Create Better Technology Experiences at Work

UKG | November 10, 2022

UKG, a leading provider of HR, payroll, and workforce management solutions for all people, today announced it will embed UKG solutions into popular systems of engagement and communication, beginning with Microsoft Teams. This initiative will help reduce the disruptions people regularly experience at work switching between multiple business applications and instead allow them to focus on completing important actions in the moment in the solution they prefer, like Teams. Capitalizing on the highly extensible UKG FleX technology platform, UKG collaborated with Microsoft to develop a single, seamless interface for UKG Dimensions and Shifts, the schedule management application within Teams. Organizations can empower their people to view and accept open shifts, request time off, punch in and out, and complete other workforce management tasks directly from Teams — without ever switching to Dimensions. “Our collaboration with Microsoft is a powerful example of how the world’s leading technology providers are coming together to transform the workplace IT experience in service of people so that everyone can instead focus on more meaningful and purposeful aspects of their role, Our vision to embed UKG into leading systems of engagement will eliminate the need to learn and navigate multiple applications and allow people to achieve more in the flow of work. We are committed to creating the new standard for interoperability in the HCM industry.” -Hugo Sarrazin, chief product and technology officer at UKG The UKG Dimensions integration with the Shifts app in Microsoft Teams helps the workforce simplify scheduling and time management, all on one single, secure pane of glass, With over two billion frontline workers globally, we have a unique opportunity to provide digital solutions to address the needs of this workforce who has been traditionally underserved,said Nicole Herskowitz, vice president of Microsoft Teams and Platform. UKG has a long history of collaborating with Microsoft to help people get more done at work. The two organizations first partnered in 2018 to explore opportunities to help people get faster access to answers through a workforce management chatbot. In 2021, the collaboration expanded to feature a UKG Pro chatbot for Teams, as well as the ability to surface critical updates from Dimensions and Pro to Microsoft’s employee experience platform, Viva. Other projects together have focused on integrating Azure Active Directory (Azure AD) for security and simplifying business insights with Microsoft Dynamics 365. We foresee a future of HR technology where people are able to focus on what they need to achieve and how to make the biggest impact instead of which business application they need to use to complete frequent and routine tasks, By removing this friction from the workplace experience, we’ll help our tens of thousands of customers continue to positively transform work for their people every, single day,said Chris Todd, CEO at UKG. About UKG At UKG, our purpose is people. As strong believers in the power of culture and belonging as the secret to success, we champion great workplaces and build lifelong partnerships with our customers to show what’s possible when businesses invest in their people. Born from a historic merger that created one of the world’s leading HCM cloud companies, our Life-work Technology approach to HR, payroll, and workforce management solutions for all people helps more than 70,000 organizations around the globe and across every industry anticipate and adapt to their employees’ needs beyond just work.

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EMPLOYEE EXPERIENCE

Employee Mental Health in an Uncertain World: Shifting From a State of Crisis to a Culture of Mental Wellness

Modern Health | September 08, 2022

Modern Health, a leading workplace mental health platform supporting enterprises globally, today published a wide-ranging study of executives, HR decision makers, managers and employees to examine the state of employee mental health in the workplace. The research, commissioned by Modern Health and conducted by Forrester Consulting for the second year in a row, set out to uncover how employers are responding to employees' dramatically increasing needs for mental health support after several years of an unrelenting global pandemic, political and social unrest, economic uncertainty, and much more. The survey of 1,700+ employees, including managers, non-manager employees, C-level executives, and HR leaders, found that employees and employers both recognize that mental health benefits are an integral part of a healthy, productive workplace culture, but have widely differing perceptions of if and how the current standard of benefits is meeting employee needs. While 84% of employers plan to increase or enhance employee mental health benefits in the next year, there is still a significant gap in how employees perceive their employer's commitment to mental health and wellness. Seventy-four percent of employees report wanting their employer to care about their mental health, but only half (53%) feel that they actually do. "The past few years have left many of us feeling burnt out, exhausted, and stressed, so it's not surprising that the topic of mental health has been forced into the spotlight. We're seeing a bigger need for support as more people speak out about their mental health challenges but despite this progress, people around the world are still struggling to access care that meets their needs, We are at a critical inflection point where organizations need to shift from the mindset of providing mental health support as a crisis response to it being an integrated and strategic part of the employee experience. Done right, the end result means both the companies and the human beings who make them run are more connected and engaged." -Alyson Watson, founder and CEO at Modern Health Shift from Crisis to Culture: Closing the Gap Employers are recognizing the stress that their workforces are currently under with three out of four employers (75%) recognizing that the current state of the U.S. economy is causing employee anxiety. However, only 45% have already taken steps to address this anxiety. As companies and their employees adapt and evolve toward the future of work, long-term success requires both an investment in mental health and a workforce equipped, encouraged, and willing to prioritize it. This happens when companies move from viewing mental health as a crisis response to a permanent, values-based commitment to employee well-being. The first step is closing the gap between employer and employee perception. According to our research, 85% of employers feel they actively listen to the needs of employees, but only 51% of employees agree. Similarly, only 46% of employees believe their company invests enough in the mental health of employees, while a significant 81% of employers believe they invest enough. Additionally, while around two in three employees report feeling connected, supported, and seen at work, when employers were asked the same question, they significantly overstated how their employees feel by at least 20% on every metric. For example, only 59% of employees reported feeling seen by their company and colleagues for their unique contributions to work, while 85% of employers said their employees felt seen. The Need to Clear a Path In order to create a workforce that is creative, adaptive, and resilient, the report advises that business leaders need to create a path that allows employees to use their mental health benefits without fear of reprisal or negative stigma. For employee behavior to scale across the organization, that behavior needs to be messaged, modeled, enabled, and permitted repeatedly to employees. One troublesome finding is that only 51% of employees feel safe in their role if their mental health status were to be revealed. Compared to the 2021 study, employees are even more desperate for a culture that embraces mental health acceptance and support. A year ago, employees were asking for more mental health support in the workplace. Today, their desire goes beyond simply implementing benefits—they want to feel empowered and encouraged to utilize these tools and want their leaders to acknowledge and reduce barriers to access. Last year, 64% of employees felt they had workday flexibility to care for mental health needs, while only 54% feel that way today. And more than two thirds (68%) of employees felt like their work culture was a safe place to discuss mental health and ask for support in 2021, but only 51% agree today. These trends are moving in the wrong direction. According to our findings, a full 77% of employers say they will provide mental health support to their employees, but they think it's up to the employee to use their benefits and managers shouldn't be expected to encourage them. Leadership modeling is also a critical component to employees feeling comfortable using mental health benefits to their fullest. According to the survey, the vast majority of leaders (80%) feel like they are expressing their own vulnerability when it comes to mental health, but employees do not see, hear, or feel that vulnerability coming through, since only 30% of employees agree. At the same time, 74% of employers think employees are uncomfortable hearing about their colleagues' mental health, but only 31% of employees said it actually makes them uncomfortable. Now is Not the Time to Lose The High Performers In an increasingly uncertain economic environment, companies can't afford to lose their high performing employees. Making up a third of the global workforce, high performers can be described as highly engaged, deeply committed and able to do their job consistently well. When examining the high performers in the study, it found that they are working more hours and are even more productive than last year, but are also burnt out. Despite a reported high enthusiasm for their jobs (76%), more than half (53%) of these high performers report feeling burned out in their roles. The good news is that employees reported again this year they would be more likely to stay at a company that provides high-quality resources for them to care for their mental health. The Cost of Doing Nothing While part of the case for mental health benefits is a positive return on the company bottom line, 72% of employers fear that focusing on mental health could have a reverse ROI with employees working fewer hours in order to care for their mental health and being less available. The research shares that the cost of supporting employees' mental health is a fraction of the cost that a company will bear over the long run if its workforce doesn't have the appropriate mental, physical, and emotional resources to excel at work. The benefits of a whole, complete, and "well" workforce reach far beyond incremental productivity improvements. In fact, the impacts can be felt across talent acquisition and retention, belonging, performance, engagement, profitability, and long-term growth. Methodology In this study, Forrester conducted an online survey of 1,207 employees and managers ("employees") and 519 HR leaders and C-level executives ("employers") at organizations in the United States to evaluate the current state of mental health among employers and employees. Respondents were offered a small incentive as a thank-you for time spent on the survey. The study began in June 2022 and was completed in July 2022. About Modern Health Modern Health is the comprehensive mental health and wellness platform that combines the WHO well-being assessment, self-service wellness kits, a global network of certified coaches, and licensed therapists, all available in a single app. Modern Health empowers employers to lead the charge in acknowledging that mental health is just as important as physical health, destigmatizing the conversation, and increasing accessibility of mental health services for all. Founded in 2017, Modern Health incorporates evidence-based psychology principles and seamless technology to serve the needs of companies globally. Headquartered in San Francisco, Modern Health has raised more than $172 million from Founders Fund, Battery Ventures, Felicis Ventures, Kleiner Perkins, Afore Capital, MGV, Frederic Kerrest (co-founder of Okta), and 01 Advisors.

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HR ANALYTICS,EMPLOYEE ENGAGEMENT

Demand for Workhuman’s Employee Recognition Software Continues; Expands Dublin Headquarters and Announces New Board Member

Workhuman | November 29, 2022

Workhuman®, the company revolutionizing how employees celebrate, connect with, and appreciate each other in the workplace, today announced its 2021 revenues and billings, the appointment of a new board member, and the investment of €2.8M to expand its physical presence in its Ireland headquarters with a new state-of-the-art facility. The growth reflects a widespread movement among global enterprises to harness a culture of appreciation, which drove gross revenues in 2021 to reach more than $876M, up 28% from $682M in 2020. In 2021, Workhuman recorded billings of more than $1.1 billion, along with $287M in net platform revenue. In addition, the company, which has nearly seven million people on its platform, processed more than 12 million billable awards (moments of recognition with a monetary value associated with them) in 2021 – a near-50% increase from the previous year. "Workhuman is on an incredible trajectory, growing 28% year-over-year, as organizations continue to understand the impact that employee recognition can have on both their humans and their bottom line. Employees are worth more than any other tangible asset in the global economy. Between voluntary turnover and disengaged employees, organizations are battling a $1 trillion problem, Workhuman's employee recognition program can save enterprises millions in turnover costs, and our customers feel the positive impact of a culture of gratitude and appreciation on their bottom line. We're proud of our growth and look forward to helping more organizations meet today's biggest human capital challenges." -Scott Dussault, Chief Financial Officer at Workhuman Workhuman also announced that it has appointed to its board Vidya Peters, former Chief Operating Officer at Marqeta, a modern card-issuing platform. Previously, she was the Chief Marketing Officer at MuleSoft, acquired by Salesforce, and before that, she held various strategy and marketing roles at Intuit and Bain & Company. Peters brings a wealth of go-to-market and operating experience to the Workhuman board and will immediately replace Lorrie Norrington. She holds a B.S. in Industrial Engineering from Northwestern University, an MPA in Public Administration from Harvard University, and an MBA in Marketing and Finance from Northwestern University's Kellogg School of Management. Peters was named one of the Most Influential Women in the payments industry by American Banker in 2022. We are very excited to add Vidya to the Workhuman board. Her deep expertise and experience with customer success building and managing operating efficiencies in the technology space make her a valuable addition to our board, We would like to thank Lorrie for her many contributions that had a positive impact on the growth and success of the company,said Workhuman CEO Eric Mosley. As part of its €2.8M investment in Dublin, Workhuman expanded its physical footprint by approximately 15,000 square feet with a brand-new facility. In addition to more physical space, the company revamped its in-office perks to prioritize its employees' professional success, health, and emotional well-being and safety. These improvements include wellness, fitness, learning and development spaces, and more. After spending years at home during the pandemic, employees have never been more aware of what they expect from their work and workplace. They have new and increased expectations of their employers and workplaces desiring a dramatically different and better experience than the one they left. Our new workplace goes far beyond the physical space into every aspect of the employee experience throughout the workday, tying together space, technology, behaviors, and amenities, The new way of working is making the workplace a destination, not an office. We have created a space that supports our culture and strengthens our community,said Jess Klay, VP of Global Workplace Experience Design at Workhuman. About Workhuman: Workhuman® is helping companies meet today’s biggest human capital challenges - including unprecedented turnover, employee engagement, hybrid work environments, and DE&I - through the Workhuman Cloud®, a secure SaaS platform that provides the industry’s best-in-class Social Recognition® solution. As the leading global provider of technology solutions, analytics, expertise, and services helping organizations of all sizes build and foster workplace cultures powered by employee recognition and crowdsourced feedback, Workhuman is revolutionizing the way employees celebrate, connect with, and appreciate each other in the workplace. Combined with unmatched data through Workhuman iQ™, we empower HR and business leaders with proactive insight to understand issues as they develop and tools to help them make the right decisions to align business objectives and culture to deliver immediate impact. And, with world-class award redemption from our proprietary global e-commerce network, Workhuman is committed to building more connected human-centered workplaces that recognize the value and potential of each and every employee. For more than 20 years, Workhuman has been pioneering the human workplace by disrupting legacy and obsolete HR approaches to improve the employee experience at work, with solutions that engage with approx. seven million customer employees in 30+ languages, in 180 countries, generating 100 million instances of human connection. With dual headquarters in Dublin, Ireland and Framingham, Massachusetts, Workhuman employs 1,000 people who deploy solutions and services at scale, committed to helping companies improve returns on their most important investment– their people.

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HR ANALYTICS

Dandi Emerges from Stealth to End Workplace Bias with First-of-its-kind DEI Analytics Platform

Dandi | October 17, 2022

Dandi Technologies, the analytics platform for advancing diversity, equity, and inclusion (DEI) in the workplace, emerged from stealth today. The company unveiled a first-of-its-kind DEI analytics solution used by people leaders to pinpoint equity gaps in the employee journey and implement data-driven solutions to workforce diversity challenges. The company also announced $3.7M in seed funding led by Springbank and Alleycorp Impact to increase the number of people the platform positively impacts globally. "We believe Dandi can revolutionize the way companies recruit, retain, and compensate their people, Without the right data, people and businesses are left facing the same 'unsolvable' DEI problems year after year, while demands for racial, social, and financial justice from employees, investors, and regulators only grow stronger. Our platform is putting DEI analytics capabilities and insights directly into the hands of more leaders across organizations and making them easy to understand. You don't need to be a data scientist to use Dandi." -Jeff Fernandez, Dandi CEO and Co-Founder Developed by data, design, and DEI veterans working closely with a group of DEI advisors, the Dandi platform is underpinned by advanced machine learning and makes powerful, realtime DEI data easily available and actionable for every company. With Dandi, organizations can: Aggregate and analyze existing HR data to generate millions of DEI insights across the employee lifecycle, including recruiting, hiring, promotions, retention, and everything in between. Leverage intersectional measurement along with sophisticated wage gap analysis to see how interactions between race, ethnicity, gender, age, sexuality and more impact compensation and take meaningful steps toward pay equity. Integrate Dandi with most leading HR platforms, including Workday, ADP, SAP, Oracle, Greenhouse and Taleo, to easily see how factors like age, gender, LGBTQIA+ status, and marital status influence key metrics. Give C-suite executives quick and easy access to critical DEI metrics, updated in real-time, through an Executive Dashboard. Generate custom-branded presentations and export to Google Slides, Powerpoint, and more with a single click. Share easy-to-understand visualization and detailed reports to shine a light on equity gaps so the right people can take action. Employee turnover due to racial bias and unfair treatment has cost U.S. employers $171.9 billion over a five year period, according to research from the Society for Human Resources Management. Despite public commitments to DEI from companies in recent years, barely half of the largest U.S. companies share workforce diversity data. Moreover, only 11% report intersectional data – the gold standard for demographic data reporting. The large majority of companies do not have reliable, accurate measures for bias in place. With existing tools, it's nearly impossible to operationalize the concept of intersectionality. Dandi changes everything by allowing companies to see how these intersections affect the employee journey and take action, said Lily Lamboy, Director of Diversity, Equity & Inclusion at Blue Shield of California. Dandi has an established roster of customers including Fortune 100 organizations like Blue Shield of California, publicly-traded companies such as Oscar Health and Braze, and fast-growing technology companies like Teachable and Care/Of (acq. by Bayer). Dandi is quick to deploy and affordable: starting at only $15 per employee per year, it's priced to work for businesses of every size. In addition to Springbank and Alleycorp Impact, investors including Atlassian Ventures, Impact Engine, Uncommon Denominator, AAF, and Heirloom VC joined in funding Dandi's seed round. As a result of the round, Courtney Leimkuhler, Founder and Managing Partner at Springbank, has joined Dandi's board of directors. Dandi is creating the instrumentation for the workforce of the future. As more firms commit to DEI and as more regulators around the world demand the data to prove it, Dandi is providing essential tools for leaders and their teams. Jeff and the team have an impressive track record and vision, and I'm personally thrilled to be part of their mission, said Leimkuhler. AlleyCorp Impact is proud to co-lead this round and collaborate with its passionate, mission-driven team to position Dandi to be a vital solution in the arsenal of every company that is serious about building an equitable workplace, said Tanya Beja, General Partner at AlleyCorp Impact. Dandi is building the analytics tools to create a more equitable workplace for all teams. We're excited about its growth trajectory as more companies prioritize building data-driven DEI programs. Dandi's mission is deeply aligned with Atlassian's values and we look forward to supporting the Dandi team as it makes powerful demographic data actionable for Atlassian's 200,000+ cloud customers around the world, said Matt Sonefeldt, Head of Atlassian Ventures. About Dandi Dandi is the analytics platform for advancing diversity, equity, and inclusion (DEI) in the workplace. Businesses use Dandi to see—often for the first time—how they recruit, retain, and compensate their people, giving them the insights they need to pinpoint equity gaps and advance their DEI efforts. Through a team of DEI experts and an extended partner network, Dandi also offers the support businesses need to navigate the challenges of becoming fair and equal workplaces. Founded in 2017 by HR, DEI, data and design veterans, Dandi's mission is to make business better for everyone. Dandi is built by a distributed team with headquarters in New York City and Stockholm, Sweden.

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Spotlight

We put together an infographic that describes some leadership qualities that can be developed and put in your own “skills” filing cabinet. Do you already have all the leadership qualities you need? Have you mastered every aspect of being a leader? We hope you answered “no” and “no,” because we all can continue growing as leaders for our whole lives. We designed the leadership infographic below so that you can be reminded of the top eight qualities of great leaders at a glance. You can also use it to plan out your own development. How? Pick one leadership quality and practice the sub-skills under it one at a time. Eventually, when you’re ready to move on, pick another quality to practice and master.

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