HR Fact of The Week: 3/17/2016

HR Fact of The Week: 3/17/2016

Drivers of Employee Engagement: Individual Workload

According to research into the Key Drivers of Employee Engagement, Individual Workload directly impacts how engaged an employee is in his job. Individual Workload refers to whether the employee feels the amount of work he/she is asked to do is acceptable, and whether there are enough people available to handle the workload of any given team.

This driver makes intuitive sense: if you feel you are continuously being overloaded with work, to the point where you cannot produce results at your desired quality or speed, you will likely get discouraged. This discouragement can manifest itself through stress, burnout, resentment, or in other ways that are part and parcel of disengagement. However, if you are able to handle your workload and are not constantly feeling overwhelmed, engagement levels will be less likely to suffer.

As a manager, you can support employee engagement, in part, by ensuring you are aware of employees’ projects, are willing to listen when they are feeling challenged, and make an effort to divide the work among your team.

Read more: http://hubs.ly/H029NQt0

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Lehman Chapter SHRM: HR Fact of The Week. 3/10/2016

According to the Department of Labor, FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

• Twelve workweeks of leave in a 12-month period for:
  • the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

• Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Check out more information regarding this topic at the following link:

http://www.dol.gov/whd/fmla/  

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