Young entrepreneur working from home selling his products online.

Supporting Entrepreneurship in a Global Pandemic

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History has shown the incredible part crises play in developing our communities. For example, health crises evolve healthcare structures, wars propel technology revolutions, and financial crises assist industry-specific companies. The Coronavirus (COVID-19) pandemic is no different.

If we have learned anything from the current COVID-19 situation, it is the swift adaptability and resilience businesses across the world have had to endure. In doing so, entrepreneurship has seen an uptick as a result. Whether businesses have permanently closed their doors or employees have been laid off or terminated, the opportunity to build something new from the ground up has been trending post-COVID-19.

Impact of COVID-19

Industries were impacted differently by the effects of COVID-19. For example, nonessential businesses like movie theaters, restaurants, and tourism services have ceased. Other industries, such as manufacturing and services (i.e., car washing) have slowed. These business hardships are likely due to decrease in consumer demands, inability to visit business, and/or lack of funds for nonessential items.

The Future of Businesses

While some industries have suffered minimal impacts to permanent closures, other industries are making the most of the crisis by adapting their goods and services to the consumer demands. For example, fashion businesses like Zara and H&M produced protective gear, such as face masks, gowns, and other supplies for hospitals. Distilleries have produced hand sanitizers. Healthcare companies and automotive suppliers have diligently increased production and supplies to deliver life-saving medical devices to assist hospitals with shortages.

Looking to the future, businesses can recognize two important lessons from crises:

  1. Crises highlight opportunities for businesses to improve. In the face of a crisis, business leaders are forced to utilize creative problem-solving methods and rediscover their entrepreneurism. Some business leaders will pursue innovation, such as the industries utilizing already-existing goods and services that may be repurposed to serve the local communities. Others may look to new technology or innovative business solutions to interface with their traditional business model foundation to adapt to the crisis at hand.
  2. Crises oftentimes reshape a brand – for better or for worse is solely dependent on the business. Reputations can be strengthened – or lost – in a crisis. Companies that showcase innovation, supporting the local communities, and work in the best interest of their employees and consumers will likely strengthen their reputation and experience a more positive reaction once normalcy is re-established again. Other companies may mishandle employees or customers when faced with crisis. This oftentimes leads to opportunities for competitors to gain business and lead to a more negative response post-crisis.

A PEO like Harbor America can provide integral resources and services not available or limited with your current business operations, such as COVID-19 Resources. Partnering with a PEO can better position your business in time of crisis. Contact Harbor America today to see how we can prepare you for continued success during future crises.



The Coronavirus Crisis: A Catalyst for Entrepreneurship

Group of diverse factory workers all wearing protective mask to protect against the spread of COVID-19.

Best Practices for Workplace Safety in Blue Collar Industries

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The Coronavirus (COVID-19) has instilled global fear, especially in the workplace. For those working office jobs, it can be daunting to be in close quarters with others. But how has COVID-19 impacted workers in manual labor industries, such as trucking, warehouse, agriculture, manufacturing, and construction?

While they may not be frontline workers, their work is integral to other industries’ operations. For example, manufacturers might make boxes for supplies, such as food and medicine. Other manufacturers create parts for aircraft carriers and submarines. Construction workers might work on roads or new buildings that help the economy flourish. Agriculture workers provide food supplies. Implementing safe work environment policies and procedures can enhance the defense against COVID-19 in the workplace.

Here are a few best practices for workplace safety.

Stagger start times to reduce contact. Modifying start times to reduce contact with other employees can assist in decreasing exposure. Have employees wait in their vehicles before a shift instead of congesting the time clock area. Remaining at a specific workstation unless needed elsewhere can also reduce traffic through the workplace.

Practice personal hygiene. It might seem like stating the obvious but practicing proper handwashing and other healthy hygienic routines can help prevent the spread of illness in the workplace. Some employees may change clothes or shower, if the option is available, before leaving the workplace to decrease the chances of bringing any exposure risk to their homes.

Utilizing and proper handling of personal protective equipment (PPE). Wearing a mask is one of the best ways to reduce the spread of illness. Ensuring the mask is worn properly also increases the chances of not spreading illness. Wiping down equipment after each use and implementing regular cleaning of PPE (i.e., washing cloth face masks) will aid in decreasing the exposure of illness.

Incorporating formal company policies regarding these best practices can assist in enforcing them in the workplace. If you don’t have these policies and procedures already in place or would like to have an HR professional review your employee handbook for improvements, please contact Harbor America. Our safety and risk management team can also evaluate and mitigate workplace risks, as well as provide resources and support for implementing solutions for your business. Whatever you may need, Harbor America is your select PEO partner in developing a safer work environment.



How COVID-19 Showed America’s Dependence on Blue-Collar Workers

Creating a Culturally Competent and Inclusive Workplace

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Effectively developing and incorporating diversity and inclusion in the workplace has been a long-standing challenge businesses face. The greatest obstacle has been obtaining business tools and initiatives to combat biases and promoting respect, appreciation, and recognition of employees. While companies have made great strides, such as incorporating meditation or prayer rooms, nursing rooms for new mothers, gender-neutral bathrooms, and celebrating all religious and cultural holidays, it also opens the door to feedback and gateways to improving existing policies and procedures.

Here are some tips for creating a culturally competent and inclusive workplace.

Fostering Meaningful Connections

The first step in becoming culturally competent and inclusive is understanding unconscious bias and group thinks. Unconscious bias is prejudice or judgment of a person or group based on an individual’s past experiences and background.[1] Groupthink is a group of individuals making irrational choices based on the ideation of conformity or inability to think for one’s self.[2] Unconscious bias and group thinks can cause strains on building meaningful connections between employees. Leaders should encourage and recognize different perspectives and highlight the positive experiences people of different backgrounds, faiths, and identities can bring to the organization.

Addressing Real-Time Recognition Practices

First and foremost, there should be a formal process for expressing gratitude to your employees. For example, creating a tracking system to mitigate unconscious bias. It can aid in promoting appreciation companywide, but also present data to leaders regarding which employees are being consistently recognized and which ones are not. Through measurement and analysis of such data, employers can hold themselves accountable for initiating changes in recognition practices if needed.

Another way to combat unconscious bias and overlooked employees is removing the hierarchy from performance reviews. Rather than looking to managers and higher-up leaders to provide recognition, encouraging peer-to-peer recognition can establish a positive workplace where all voices are heard and appreciated. This can also help deter unconscious bias and ensure all individuals feel included and promoted.

Ongoing Training, Education, and Resources

Sensitivity training is an integral component of creating a more inclusive workplace and establishing cultural competence. However, most businesses invest in a one-time training and expect cultural issues to dissolve. As society changes and adapts to different cultural atmospheres, it is imperative for business owners to shift with them. To do so, investing in ongoing training, education, and resources can ensure you and your staff stay up to date on the latest HR and cultural trends. It’s likely that the 2018 Starbucks incident in Philadelphia and George Floyd incident will not be the last of their kind to occur. Be proactive in problem solving and decision-making by researching and incorporating a variety of sensitivity trainings, education, and resources.

Harbor America, with its Vensure partners, recently hosted a series of webinars that focused on sensitivity in the workplace. Our third webinar, “Becoming Culturally Competent” discussed cultural issues in the workplace, best practices to address them, and ways to prevent it. To learn more about how Harbor America can guarantee your employee handbook is up to date and your company policies and procedures remain compliant, contact us today. We have industry-leading human resource management services and specialists who can assist with locating resources, recommending trainings, and provide excellent customer service support to guide you along the way.



How to Create a More Inclusive Workplace Culture


[1] Equity, Diversity, and Inclusion: Unconscious Bias

[2] Psychology Today: Groupthink

Benefits of Workers’ Compensation Insurance

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Did you know that while non-fatal workplace accidents are decreasing, fatal workplace accidents are increasing?[1] Workers’ compensation offers your business protection from work-related injury, illness, or death. Because workers’ compensation insurance is to protect businesses against workplace health and safety liability, it is imperative to find a workers’ compensation policy that best covers your business’s needs.

Here are some benefits that workers’ compensation insurance can provide your business:

  • Medical expenses. If an employee sustains a work-related illness or injury and needs medical attention, workers’ compensation insurance can cover the medical expenses for treatment. Medical expense coverage may include hospital visits, medical procedures, and prescriptions.
  • Lost wages. If an employee misses work due to illness or injury, workers’ compensation insurance can offer compensation to replace lost wages.
  • Disability and rehabilitation. More severe work-related illnesses or injuries may require an employee to seek recovery services. Workers’ compensation can help cover short-term disability and rehabilitation expenses.
  • Accident and life. If a work-related accident occurs that results in death, workers’ compensation insurance can offer benefits to the employee’s family members.
  • Compliance. While regulations vary from state to state, most businesses are legally required to have workers’ compensation insurance.
  • Liability. Workers’ compensation insurance can alleviate attorney fees, court costs, and settlements or judgments if your business is sued for negligence that resulted in a workplace injury or illness.

If you’re looking for a workers’ compensation policy that can be customized to your business needs and flexible payment plans, contact Harbor America. From pay-as-you-go workers’ compensation to full coverage and access to multiple carriers to no down payments and a team of dedicated workers’ compensation specialists, Harbor America is equipped with resources and diverse policies to assist businesses of all sizes to promote healthy and safe workplaces. Contact Harbor America for a free consultation today!


[1] Workplace Injury Statistics – 2019 Year-End Data for Workplace Accidents, Injuries, and Deaths

Smiling woman speaking with a counselor

Managing Mental Health Post-COVID-19

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As employees begin returning to work, employers may experience uptick in employee mental health and performance issues. The Coronavirus (COVID-19) has impacted individuals and families alike resulting in fear and uncertainty. To alleviate some of the effects COVID-19 has had on employees, employers should consider the processes and the “new normal” individuals are facing returning to work. Here are the top three considerations to manage mental health post-COVID-19.

Implementing Empathy

It might sound obvious but expressing empathy for the various situations your employees may be facing goes a long way. While the economic impact of COVID-19 has devastated many businesses, employers should consider open dialogues with employees to discuss performance issues rather than taking immediate action. Employers should consider modifying performance management evaluations upon re-opening business. This approach can alleviate some of the stressors employees face in returning to work.

Did you know that 60% of Americans reported daily stress and anxiety due to COVID-19?[1] Some tips to cope with COVID-19-related stress and anxiety, include:

  • Remain informed: Obtaining information and updates related to COVID-19 can help alleviate the fear of the unknown. However, while remaining informed can be beneficial, try not to obsess about situations outside of your control or excessive monitoring of the news.
  • Communicate with your boss: If any aspect of your workload or work environment is causing stress, it is important to communicate your concerns to your boss. Your leader should have resources and solutions to help reduce your stress and/or anxiety.
  • Connect with family and friends: While physical distancing is still commonplace, connecting with family and friends can oftentimes provide the comfort we seek. Talking through your stress and anxiety with a close family member or friend can provide some relief.
  • Seek professional help: There’s no shame in needing help from a licensed mental health professional. If you need it, mental health professionals are trained to assist and can provide helpful healthy coping techniques.

Creating Transparency

Just like in the early stages of crisis, communication is critical to business efficiencies and managing employee relations. Important communications should include acknowledgment of current employees’ efforts in all business developments, informing of any misinformation received via word of mouth, maintaining updates regarding latest news and concerns of the situation, and opening dialogues to employee suggestions and feedback. Employers should try to remain as transparent as possible to instill employees’ trust and address their questions and concerns in real time.

Re-acclimating Employees

When COVID-19 first hit the nation, many businesses experienced layoffs or furloughs. As businesses re-open and bring back these employees, employers should be mindful that the returning employees may need time to reacclimate to the workplace and workflow. Remote employees returning to the office may also need time to readjust, such as acclimating to commuting and workplace expectations. Re-opening slowly can provide a transition period for employees to return to their normal routines.

Flexible scheduling, employee assistance programs, and providing resources can benefit employees returning to work. If you’re not sure the best approach for your business, please contact Harbor America. Our HR representatives have vast experience, expertise, and resources to assist your business in re-opening and re-establishing best practices for the new normal of business operations.


[1] Gallup

A diverse collection of four professionals overseeing plans just offsite

Diversity and Inclusion in the Workplace

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Diversity and inclusion are oftentimes engrained in the hiring process but can lag incorporating into everyday workplace practices. Whether your business has existing diversity and inclusion provisions in the employee handbook, or you engage in team building activities, there are always ways to continuously build your company culture. While you may be proactive in your diversity efforts, you might lack inclusion. The best way to improve diversity and inclusion in the workplace is to evaluate your current workplace and identify areas that could be better.

Understanding the Difference

You can have diversity but lack inclusion, and vice versa. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.” So how can a business incorporate inclusion into the workplace?

Create a business strategy that incorporates top-to-bottom diversity and inclusion. Your strategy should include:

  • Compiling and analyzing demographic data.
  • Identifying areas of concern and business objectives.
  • Aligning strategy with business objectives and the structure to successfully achieve them.
  • Monitoring and modifying the strategy.

The Benefits of Diversity and Inclusion in the Workplace

As an employer, you may not need reasons to implement diversity and inclusion in the workplace as you already know they are business fundamentals. However, here are some interesting facts about the benefits of diversity and inclusion in the workplace[1] you may not know.

  • Diverse companies are 15%-35% likely to yield higher revenue.
  • Diverse senior boards experience increased earnings before interest and tax.
  • There is a strong, positive correlation between diversity and corporate innovation.
  • More than half of employees and job seekers deem diversity a priority in their workplace.
  • Diversity can significantly improve marketing objectives.
  • Up to 80% increase employer rating for employees who perceive organizational commitment to diversity and inclusion and feeling of inclusion.
  • Companies that rank in highest percentage of diversity observe higher sales revenue, increased clientele, and above average market share and profitability.

Incorporating diversity and inclusion into the workplace can be a daunting and tedious task that requires careful review to ensure compliance with EEOC standards. If you would like assistance in developing or revising your employee handbook, implementing training and education, and/or gain access to additional HR resources regarding diversity and inclusion in the workplace, please contact Harbor America. We value equal opportunity and compliance to ensure proper employee treatment and well-being are top of mind. Schedule a call with Harbor America about protecting your employees and improving your company culture with our customizable, full-service HR solutions.


[1] Understanding Diversity and Inclusion

Preparing Businesses for Recovery and Re-Opening

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As businesses begin to re-open and employees return to work, businesses should be prepared for legal issues that may arise or develop policies and procedures to address existing issues. Some of the common employment practices claims arising out of COVID-19 include the following:

  • Workplace Health and Safety
  • Leave (FMLA, FFCRA)
  • Wage and Hour
  • Discrimination
  • Retaliation
  • Wrongful Termination

To help businesses navigate recovery and re-opening, here are some best business practices to implement as you prepare to slowly return to “normal” business operations.

Comply with local, state, and federal laws. Laws and regulations are constantly changing, which is why it is imperative to ensure you are in compliance with laws and regulations at local, state, and federal levels. Regularly monitoring new, modified, and expired local, state, and federal laws and regulations can assist with modifying policies and procedures in real time to maintain compliance and essentially reduce claims.

Develop proper communication and implementation of policies. One way to combat claims is developing effective communication to all employees. Implementing new policies and procedures is a complex process and it is critical that employers do their due diligence in ensuring employees’ questions and concerns are addressed in a timely manner and adequate resources are provided to assist employees in understanding the new policies and procedures. A great way to communicate such changes is hosting a webinar or meeting where employees are able to ask questions and express concerns in real time and you are able to address them head on.

Train staff of new policies and procedures. A prominent issue with implementing new policies and procedures is providing adequate training. It is critical that all employees, specifically managers, are trained on the new policies and procedures to help ease implementation and enforcement of such policies and procedures. Return to work plans should address personal protective equipment, workspace hygiene, physical distancing, and other regulations according to public health and government agencies.

Consult professional legal counsel. If you’re unsure of how to implement new policies and procedures or have questions regarding compliance, it is in your best interest to consult professional legal counsel. Legal counsel can guide you through understanding, implementing, and complying with local, state, and federal laws.

Harbor America and its partner Vensure Employer Services hosted a free webinar discussing return to work topics, such as Personal Paycheck Protection Loans, general safety practices, communicating with employees and clients, and state-by-state and local municipality thoughts. As your partner PEO provider, Harbor America understands the heightened sense of uncertainty and overwhelming fear of businesses re-opening and employees’ return to work. Our team of HR specialists are able to guide you through the intricacies of compliance, employee relations, and employee-related questions you may have regarding return to work policies and procedures. Please contact Harbor America to schedule a return to work consultation. Additionally, check out our Return to Work Resources page on our website for free resources and information to utilize.

Confronting Workplace Conflicts

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Workplace conflicts are inevitable and more common than you might think. From differences in personalities and lifestyle choices to stressors at work and time spent with the same people, workplace conflicts are bound to happen. 85% of employees have encountered some sort of workplace conflict, and 49% of workplace conflicts are caused by incompatible personalities and egos.[1] Unresolved, continuous, and explosive workplace conflicts can adversely affect the workplace environment, which in turn can influence employee morale and company culture. The best way to deal with workplace conflicts is to develop a process, involve the appropriate support teams, and address the conflict(s) as soon as it arises.

Here are some frequently asked questions and tips for resolving workplace conflicts.

When should HR get involved? Typically, it is advised to allow employees an opportunity to resolve minor conflicts on their own. However, incidents or conflicts that require immediate HR intervention include a personal attack or general disrespect toward another employee, an employee threatening to quit as a result of a conflict, or the conflict affects employees across departments or the entire organization.

What does a peaceful workplace conflict resolution look like? Determine a time to meet with the conflicting parties and discuss the conflict. The conflict should be addressed as soon as possible to avoid tension build-up and in a neutral space. Set some ground rules for the discussion, such as not talking over one another, and to be respectful of each side. Encourage a healthy dialogue that focuses on “I” statements that avoid accusatory language. One an agreement is established, discuss next steps. The next steps should include how to prevent future conflicts, ensure the resolution is followed through, and any other follow-up necessary. Lastly, try to end the meeting with a positive anecdote to clear the air.

When should I seek additional and/or external help? Most workplace conflicts can be peacefully resolved with the appropriate plan and training in place. However, should the conflict result in aggressive behavior, such as bullying, harassment, discrimination, or workplace violence, or you do not possess the proper training or knowledge to deal with such conflict, seek additional assistance to protect the well being of employees.

If you’re contemplating if you have adequate training and policies in place for workplace conflicts, please consult with Harbor America. We value the safety and well being of employees and have a team of HR experts who can provide HR best practices, strategize effective workplace conflict resolution, and offer human resource services that can better equip your business for future conflicts. Whether you’d like to revamp your employee handbook or simply explore alternative options for improved business solutions, please contact Harbor America today.


[1] HR Insights: Resolving Workplace Conflicts

Performance Management Tips

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Because industries are advancing in all sectors, employees and potential candidates will need to seek higher qualifications to stay competitive in the marketplace. Bachelor’s degrees have been the common baseline for most jobs in the marketplace, but as the markets become more competitive, employees should look for master’s degrees becoming the new normal. However, it is not just the degree or type of qualification that matters; it is just as important to ensure that the quality and intensity of such qualifications progress.

Over 20 years, researchers predict that those without qualifications will significantly decrease, and those with higher education degrees will significantly increase. So how can those without bachelor’s degrees or qualifications remain competitive in the candidate pools?

Here are some ways that both employees can seek opportunities to expand their expertise, and employers can set their employees up for success.

Performance Management Tips

Performance management system. Performance management systems allow HR departments to properly track real-time feedback, employee communication, training employees, ongoing progress review, goal setting, and other performance-related tasks.1 Investing in a proper performance management system and HR team to run it can assist with ensuring your employees remain compliant with company policies and procedures, are up-to-par with their skillsets, and provide ample opportunity for your employees to grow in their careers.

Performance improvement plan. Performance improvement plans are typically utilized for poor performers and/or behavioral issues. These plans are to increase productivity, improve quality of work, create a stronger relationship between employers and employees, and employee retention. The general process includes recognizing the good, identifying a specific issue, discussing feedback, setting time frame and expectations, providing the appropriate support, developing a follow-up review process, and discussing consequences.2

Upskilling. Upskilling is becoming more popular in workplaces because the primary purpose is to add value to current employees and create higher employee retention as well as employee fulfillment. Developing soft skills, technical familiarity, and continuing education are all upskilling practices that employers can utilize.

Employer-sponsored tuition assistance. As part of upskilling, continuing education can allow employees to advance in their careers, as well as build their soft skills. Employer-sponsored tuition assistance can provide employees the incentive to continue their education. As you raise the bar, your employees may find it more opportunistic to chase down that master’s degree they’ve always wanted but couldn’t afford with an employer-sponsored tuition assistance. There are many local and online universities that offer certification programs to businesses looking to create an employer-sponsored tuition assistance program.

Internship/Mentorship. Internships allow students to receive guidance from experienced professionals in their field of interest, as well as learn vital skills and insights to the industry they wish to pursue a career. Mentorships allow two advantages to employers: (1) mentorships provide employees the opportunity to step up as a leader, and (2) showcases both senior- and junior-level employees’ enthusiasm and motivation to learn and improve. Employers can save the time and money of training new employees with internships, as well as increase internal promotion and employee retention with mentorships.

Every business has unique pain points and looks for effective, long-lasting solutions. If you’re experiencing the challenge of recruiting and/or retaining quality talent, reach out to our team of HR experts at Harbor America. We understand the value of retaining employees and the time-consuming, frustrating process of seeking candidates to fill vacant positions. Your business is important to us. Harbor America is your partner PEO provider who can streamline your business processes to alleviate your time spent on back-office administrative tasks and focus on growing your business. Contact Harbor America today to explore our suite of full-service HR solutions.


1 What is a performance management system?

2 HR Insights: Performance Improvement Plans

Source: You’ll Need More and Better Qualifications to Get a Job in 2027 Read More

Tips for Avoiding Employee Burnout

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When employers think of burnout, they typically associate it with unrealistic expectations, less competitive pay, or something business-related. However, employee burnout has long been connected to workplace culture and mental health. Company culture has made its way to the forefront of business priorities as it not only assists in marketability, but also decreases employee burnout. So how can business owners fight employee burnout? Let’s take a look at some underlying causes and effects of workplace culture and mental health on employee burnout.

Harassment. Different industries are tasked with various levels of harassment. For example, those who work in multimedia industries (i.e., any sort of news outlets) are subjected to extreme scrutiny and exposed to indirect harassment on a daily basis. This can have a lasting effect on their mental health. Also contributing to employee burnout is marginalized and underrepresented populations, which can lead to inappropriate behavior towards these individuals. For example, 37% of LGBTQ+ and 90% of transgender individuals reported harassment in the workplace.1 Setting forth narrow and strictly enforced harassment policies can help deter such behavior(s) in the workplace.

Leadership Support. Unfortunately, many employees that are either on the brink of burnout or trying to fight it do not find support from members of leadership. For example, responding with a reminder that it’s “part of the job” is not an effective way to combat burnout. Acknowledge the issue the employee is presenting. Discuss ways to assist the employee by directly asking what they need from management to feel supported and alleviate the burnout. Conduct regular check-ins to ensure employees are not burning out. Whether it is a simple, “How are you doing?” or an in-depth discussion of what is working and what is not, it is a critical discussion that should be regularly implemented.

Generation Divide. One thing to consider is the differences in demands and expectations across different generations. For example, a 2019 study revealed that 50% of Millennials and 75% of Gen-Z employees cited mental health as reasons for leaving a company. This is indicative of the significance company culture plays in an employee’s decision to stay with a company. One way to balance the generational divides is to ask employees what you can do to improve the culture. Send out a general feedback survey or an anonymous suggestion box that can open a dialogue about company culture revisions. It allows people to voice an opinion without feeling like they will be retaliated against for providing their feedback. From there, you can brainstorm ways to implement such feedback. If a suggestion is not feasible, creating transparency through clear, concise communication can assist in effectively acknowledging the suggestion, offering an explanation for why it cannot be implemented, and open the floor for further suggestions to revise or replace such suggestions. This creates a respectful, collaborative environment where employees feel they are being heard and that you’re being proactive in finding a solution.

Whatever the case may be, employee burnout begins with revamping the company culture. Emotional fatigue, lack of support, and lack of role responsibilities are the most influential causes of burnout, followed by position requirements, extensive workloads, lack of reward, and low job security.2 Take a proactive approach to employee wellness by review employee handbooks, labor laws, and/or consult Harbor America. We can provide safety and risk management and HR services to assist with healthier workplace practices to safeguard employee well being.

Source: What You’re Getting Wrong About Employee Burnout