Let’s start off on the right foot

“My humanity is bound up in yours, for we can only be human together.” – Desmond Tutu

The skinny

Despite a recent survey that revealed HR leaders played a vital role during the pandemic, C-level staff may have doubts on practitioners’ ability to make a lasting impact.

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Where’s the love?!

There may be a need for some couples therapy here. Despite 65% of HR leaders saying their teams played a vital role during the pandemic and their workload increased by 60%, C-suite executives said pandemic driven changes within HR departments “are only temporary” and 57% said they viewed HR as a largely administrative function. 

More like C-sour …

Here’s a little sweet for you. A large share of employees said HR’s role has become more strategic and people focused. And more than one-third of employees said HR has become more responsive, plus 54% said they understood HR’s role better due to the pandemic. 

Well, that’s something.

It is. And let’s be real, the “what’s the strategic function of HR conversation” has been ongoing—ongoing in a way that is slightly repetitive. With more collaborative work strategies in place and a larger focus on employee engagement and workforce development, HR has definitely earned its place at the strategic table.

So, where’s the disconnect?

Good question. The problem seems to be with good ol’ purse strings—CFOs. In a 2018 survey, 61% of CFOs didn’t think HR made an impact on the bottom line.

Way harsh, Tai.

Although, that may be old news, since many CFOs in the survey admitted to not tracking the costs of recruiting, hiring and onboarding (can we L on the forehead yet?). Plus, with the pandemic shifting how we think about work in general, our prediction is HR’s role will continue to expand. 

Magic 8-ball says …

Yes. Organizations as a whole are continuing to get wise to the impact and importance of HR. In fact, the CHRO position will be a vital role for future CEO sourcing. Ultimately proving the correlation between talent management and overall company performance.

Who’s getting suite now?!

Feeling better? 2020 was a challenge for us all, but just like Biebs bounced back from this, last year will most likely be a catalyst for change in every organization. 

Read more: When COVID is finally gone, whether CEOs led with empathy will speak volumes. 

Further insight: The C-suite underestimate HR leaders’ workloads, and admin is still holding HR back. Those who haven’t moved to a self-service model and embraced automation may be struggling more than others.

Totes quotes: "CHROs now drive innovation and have strong understanding of the business. This broader business acumen, paired with strong leadership capabilities and [high emotional intelligence], shapes the ideal profile for today’s CHRO. This profile forges a model for future CEO candidates." – Jason Hanold, CEO Hanold Associates

The skinny

Employees’ needs are evolving­­—and putting more emphasis on employee-centric benefits decision-making will ultimately increase employee engagement and morale.

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Explain.

Well, to put it bluntly, the employee is always right. If you’re thinking about developing a more personalized benefits experience and putting employees first, it’s a good exercise to think of them as a customer/consumer and HR as providing a service.  

Would you like fries with that?

Try, would you like financial wellness and mental health support with that? The new remote workplace (as well as the increased stress on frontline workers) calls for a new look at benefits offerings that align with new needs and lifestyles.  

Listening.

Good. That’s the first step. Employers who survey their employees on a regular basis will have a huge step ahead of the competition by meeting their employees needs financially, emotionally and physically. The new hip thing: benefits that address the mind-body connection.

Mind + body

Yes! Employers are realizing that neither mental, physical health or financial health can be addressed in a vacuum. They’re all connected and need a holistic approach to increase benefits utilization and employee engagement.  

Hence the buffet of benefits?

You’re catching on. However, how long/hard is it to browse an amazing breakfast buffet and decide on the perfect plate (RIP breakfast buffets)? Breakfast + benefits paralysis is real. Figuring out the right combination of benefits and helping employees activate those benefits will be a good strategy moving forward.  

Deeper dive: Personalization: The Future of Benefits

The skinny

Attempting to force yourself to change through sheer willpower can actually create negative pathways that have the opposite effect.

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The force is strong with me, tho.

Sure. Many of us think that our willpower is iron-clad. However, when you force yourself to change, your brain views your goals as a threat. 

A threat?

Yes. Because it requires too much energy to process the unknown factors surrounding it. This essentially triggers your fight-or-flight response because your goal is located outside your comfort zone.

Fight or flight mode?

We’re flying. Let’s break it down. When you experience a traumatic event, your fight-or-flight response is triggered. This creates a neurological pathway that applies meaning to this event: fear, sadness, anxiety, grief, anger, etc. Your emotions are amplified in this primal state as your system is flooded with adrenaline and cortisol.

Ok …

Stay with me. This reaction is meant to keep you safe for when, you know, there’s a pride of lions chasing you. But, this fight-or-flight response is also a major vibe killer when it comes to creating a lasting memory.

Lions trying to eat you = sad memory.

Right. And if similar events happen like this and remind you of that sad day, it will continue to build that negative neural pathway and default to it every time you go to the zoo. Every time you see a lion = sad feelings.

Connect the dots …

Ok here it goes, when you set a goal and don’t achieve it (like Dry January 2021) this can cause you to feel anxiety or anger or sadness or shame which essentially attaches to your goal. It’s even worse if you’ve tried to accomplish a goal multiple times and failed. 

It me.

Sure, we’ve all been there. Creating negative associations with your goal will continue to make your mind work against you, creating a fight-or-flight response. Basically, your brain doesn’t want to be eaten by a pride of lions and it doesn’t want to go on a run right now either, thank you very much.

So, how do we reach our goals?

Great question. To form new habits, you must lay the foundation to build new neurological pathways with positive experiences.

How?

By breaking your goals down into manageable pieces (just like a lion would) that your brain can easily digest. If your brain is exhausted, it will default back to comfortable (and potentially not good behaviors). So, don’t make 3,000 goals for tomorrow and beat yourself up for not achieving them. Start with something small that you can easily use to start building your new highways to success.

You deserve a video: Treat Yo Self.

Further quizzing: What identity type are you?

Now a break from the news… ICYMI: Best Zoom #Tail ever.

Compliance Corner Vaccination incentive guidance.

Here’s something to…

• Listen to: Eight podcasts to deepen your knowledge of Black History.
• Read: Masks and PPE? What’s in store for consumer accounts for 2021?
• Watch: Golden Globe nominees.
• Watch more: I May Destroy You.
• Say good doggo: Chunky Monkey wins <3.
• Consider: Financial pressures are causing people to move.
• Try: 5 tips to encourage more diverse discussions.

Benefits Pulse at a glance

Since March of 2020, almost 3% of employees have come off an employer-medical plan.