Educating Employees About Disability Insurance? Ask Them 5 Questions

HR leader educating a group of employees.Employers are offering more and more voluntary benefits—and workers want these benefits. A 2017 study showed that nearly one third of eligible employees were signing up for voluntary offerings (that’s a higher participation rate than in earlier years). 

Amy Hollis is the national leader of voluntary benefits for HR consultancy Willis Towers Watson. She recently spoke to Workforce about their recent survey. It shows that 70 percent of employers claim voluntary benefits will be an important part of their value proposition in coming years. “Companies are using voluntary benefits to enrich their offerings without additional cost,” she said.

While there is a win-win element to this—it’s a good economic choice for both employers and employees—the story finishes with a stark warning. Rob Shestack, chairman and CEO of the Voluntary Benefits Association in Philadelphia says that HR teams need to be ready to educate. “The most frustrating thing is when HR makes the effort to provide these programs then does passive enrollment,” he says. “It’s like saying you don’t care if people use them or not.”

When it comes to disability insurance, education is that much more important. James Reid of CDA member company MetLife argues something similar in a story in Benefit News:While employees have a general idea of the benefits they use most often (medical, dental or vision), they don’t always grasp the value or need for some of the other benefits which may be available to them (disability or accident insurance, for example).”

Disability insurance is one of the most critical forms of coverage for working Americans—and one of most overlooked. Part of the problem is that people simply don’t understand how relevant it is for modern life

Here are five questions you can ask as a framework for understanding what disability insurance is: 

1. What does disability mean in this context?

Many people hear the word disability and assume it only means catastrophic health issues. In fact, disability can refer to a broken leg from a skiing accident, a pulled back while cleaning out your garage, a cancer diagnosis, or a pregnancy that can put an employee out of work for days, weeks, or months at a time.

Share the five most common reasons that keep people out of work for long periods: Pain in the back and neck, cancer, complications from pregnancy, and mental health issues all rank before accidental injuries, which many assume is the leading cause of disability. You can also share infographics.

2. What are the statistical chances of becoming disabled?

Eighty percent of us live with optimism bias. That’s to say we don’t have a realistic understanding of the risk of becoming ill or injured. This is particularly at work with the younger generations who have grown up with some of the most supportive parents in modern history.

These are the numbers: According to the Social Security Administration, more than one in four of today’s 20-year-olds will be out of work for a year or more for a variety of reasons before they reach normal retirement age. This includes common health conditions such as knee, shoulder, or back injuries, cancer, heart problems, or depression.

Add to that the fact that nearly six percent of workers every year will experience a short-term disability due to illness, injury, or pregnancy. Three quarters of these claims last up to two and a half months, and the rest can last for up to six months or a year.

3. How would you pay your bills?

Ask rhetorical questions as you educate: Will an employee be able to pay their mortgage, phone bill or contribute to their health insurance or retirement plans should a pregnancy, illness, or injury take them out of work for a few days, weeks, or more? This is about laying the foundations for their long-term financial stability.  

Data from the Federal Reserve shows that 40 percent of Americans do not have enough savings to pay for an unexpected $400 bill. Disability insurance pays a portion of someone’s salary when they need to miss work due to an illness, injury, or having a baby. For those who are single, disability insurance is the second most important insurance they can carry after health insurance. And if employees have a family that depends upon them, this insurance gives them an income stream if they need to leave work.

4. What does Workers’ Comp and SSDI cover?

Employees need a realistic understanding of the various safety nets that are in place should they become ill or injured—so they can make an informed decision:

  • Workers’ Compensation: Workers’ Comp only applies to accidents done on the worksite. Disabling illnesses or injuries are much more likely to be non-occupational in origin, which would rule out that coverage.
  • Social Security Disability Insurance (SSDI): The Social Security Administration provides Social Security disability benefits for eligible individuals who have a disability that lasts for one year or longer. Many applicants are denied due to a lack of work history, lack of medical evidence, the temporary nature of their condition, or the fact that people may still be able to work outside of their profession. There are three important things to bear in mind: 1) workers who become disabled off-the-job won’t always qualify for SSDI, 2) they can face average wait times of 600 days for a hearing (that’s nearly two years), and 3) if they do eventually get benefits, the monthly amount (averaging around $1,200, based on the most recent data) probably isn’t enough to help them keep up with their ongoing expenses.  

5. If you want to start a family—what is your financial plan for maternity leave?

If your company doesn’t offer paid maternity leave, this is an important point to raise with women in the workforce. Disability insurance is a critical benefit for many new mothers in the U.S. Indeed, pregnancy is the most common cause of short-term disability (STD) claims. Plans typically cover two weeks before and six weeks after a routine pregnancy. 

Here’s an important note: One of the major differences between pregnancy and other types of disability claims is predictability. For a healthy woman, purchasing coverage through their workplace in anticipation of a planned pregnancy can be a fairly easy transaction. The key is that they buy coverage before they become pregnant. This way there is little risk of underwriting issues or denial of their claim due to a pre-existing condition limitation. (Read more on this here.)

By asking these questions, you can broaden the minds of your employees and give them the larger context of how disability insurance works in real life. That way, it isn’t just vague words on a list in a company intranet.  

To learn more about disability insurance, or to offer your colleagues further reading, guide them to our new consumer microsite:  

Everything You Need to Know About Your Credit Score

Person checking their credit score on a phone.Have you checked your credit score lately? Nearly half of Americans haven’t looked in the past six months, and one in seven respondents to a recent survey never have. It could be costing you. For example, you might not be getting the best rates available on everything from cell phone service to car insurance to a mortgage.

Not sure what your credit score is or how to improve it? Here are the top three questions that will help you know the score.

What is a credit score anyway?

Whether you’re paying back student loans or trying to get a mortgage, lenders will check your credit score to see if you’re a smart risk to lend money to. Credit scores range from 300 to 850. The higher your number, the better — it means that in the past you have responsibly paid your debts, which means new lenders are more likely to give you favorable rates. Anything above 700 is likely to qualify you for the best rates.

Credit scores are developed by the three main credit bureaus — Transunion, Equifax, and Experian. Each one of them figures out your score usually a slightly different algorithm but for the most part your results will be similar among the three bureaus.

How do I build my credit?

What many people don’t realize is that your credit starts at zero and you have to build it up over time. Here are the ways that you can responsibly build your credit:

  • Pay your bills on time. Every single time. Believe it or not, even one late or missed payment can cause a negative effect on your credit score. In fact, this relatively easy task is thought to be the No. 1 element that impacts your credit score. FICO (which is a score generated from the three credit bureaus) estimates that your on-time payment history accounts for as much as 35 percent of your credit score. It’s worth also taking steps to protect your income through forms of insurance like disability insurance, which helps you pay your bills if you need to miss work for an illness, injury, or pregnancy.
  • Don’t take out too many credit cards. It can be tempting to say yes to the eager cashier who’s offering you a discount if you sign up for a store card, but having too many cards can make a lender leery. After all, you theoretically could charge them all up at once.
  • Don’t run your card up. If your limit is $2,500, it seems reasonable that you should be able to charge $2,400, especially if you plan to pay it all off at the end of the month (which you should every month). But credit bureaus don’t look at it that way. When considering your “credit utilization,” they prefer you keep it right around 30 percent. That means you should only charge about $650 on that $2,500 card. If you feel like you can responsibly pay off more than that each month, consider getting a second no-fee card, and spread your spend out evenly.
  • Keep your cards open. This seems to contradict the earlier advice, but stick with us: Part of your credit score is based on how long you’ve had credit so you want to pick a card and stick with it. If you find a card that offers better terms and it makes sense for your lifestyle, you can take it out, but don’t automatically close the first card. Consider putting one routine bill on it, like your utilities, or use it only for groceries so that you’re still using it occasionally but not running up a balance that might surprise you at the end of the month.
  • Don’t keep a balance. It’s a common fallacy that you build credit by keeping a balance on your cards, but that is simply not true. One of the smartest financial practices you can learn is to pay your credit card bill in full every single month so you don’t rack up interest charges.

How can I check my credit score?

Checking your score is smart, not only because you want to know how your efforts are paying off, but because errors are relatively common. In fact, a study by the Federal Trade Commission (FTC) found that one in five consumers discovered an error when checking their reports.

The good news is that it’s possible to check your credit for free. Many credit cards now offer this as a service, or you can visit which lets you check your score on each of the credit bureaus once a year for free. To keep frequent tabs, check just one bureau at a time, which will allow you to see where you stand on one of your reports every four months. While the bureaus’ numbers differ slightly, it lets you watch for anything that might be alarming.

How Financial Wellness Reduces Workplace Stress

Teams talking at work.How much time do people spend worrying about money at work? And how it this impacting their ability to do their job? If you look at the data emerging from recent studies, you’ll see that finances have become a leading cause of stress in the workplace.

PricewaterhouseCooper’s 2017 Employee Financial Wellness Survey found that roughly half of more than 1,600 full-time employed adults in the U.S. felt stressed dealing with their personal finances. An additional 46 percent reported that financial challenges caused them the most stress at work — that’s more than the stress caused by their job, health concerns, and relationships.

When you dig deeper into the PCW data, it becomes clear how much this stress is impacting productivity and engagement. A whopping 48 percent of respondents said that finances have been a distraction at work, while 50 percent said they spend three hours or more at work each week thinking about or trying to deal with their finances. A 2017 story in TIME outlines a similar trend. It cites a Bank of America survey in which 67 percent of respondents claim that financial stress has overtaken their ability to focus and be productive at work.

Financial Wellness as a Solution

One of the best things employers can do in a culture where financial stressors are on the rise, is build programs that help employees manage their finances and address these concerns in-house. As we’ve reported in previous blogs, conditions have been gathering over several decades and today we’re seeing a highly challenging environment for modern workers. Yet there is a chance here to innovate and pave the way in becoming a company that truly cares. 

This could take a number of forms:

  • Competitive benefits: It is an enormous relief for workers to receive benefits with their jobs, such as health insurance and short and long-term disability insurance so that if they become ill, or suffer from an injury, their income can be protected while they recover. 
  • Financial reviews: Offer guidance to employees and help them navigate their unique paths towards savings and planning for the future with annual financial reviews.
  • Financial literacy training: Build a learning culture within your company. Bring in guest speakers, or offer regular talks where subject matter experts can share their knowledge of financial literacy. Rather than having folks worrying about it on the job, set up a time and place for them to learn and build their confidence. 
  • Technology: Combine in-person connections with apps and tools that help people navigate resources via their phones and other devices. Offer information that is accessible, relevant, and personalized.

This is how visionary companies are helping their teams flourish on the job. A survey by Aon Hewitt surveyed nearly 250 employers in the U.S. and found that 93 percent were planning on focusing on the financial wellbeing of their employees, extending beyond retirement. Forty six percent were very likely, and 47 percent were somewhat likely to add new plan features, mobile apps or online tools to assist their employees with financial concepts and planning. 

If you empower your employees with the tools to counteract this major cause of stress in life, the benefits are far-reaching. You’ll be able to take away a significant portion of worry from their days — and help them to develop their true potential on the job. 

Family Planning: Daycare or Stay-At-Home?

Jan-childcare-imagePlanning for a family can be an exciting and daunting step, when you think of all the changes having a baby leads to. There’s the rewarding feeling of creating a bond with a tiny little human, even when you’re too tired to see straight. And then there’s the financial drain that comes with an extra person who must be fed, clothed and cared for 24/7. Child care, alone, is often one of the largest monthly expenses for working parents, unless you’re lucky enough to have a friend or relative who can’t get enough of changing diapers. This leaves many weighing the benefits and implications of child care vs. staying home with a new baby.


Those most impacted by this life-changing financial decision are millennials. In 2014, millennial moms accounted for almost 90% of all moms that year, up 50% from a decade ago. According to reports on the average salary for a millennial, in 2013, the median annual earnings for millennial women working full-time, year-round were $30,000, compared with $35,000 for their male counterparts. According to the National Association of Child Care Resource and Referral Agencies, the cost of center-based daycare in the United States can run up to $18,773 a year ($361 a week). With less than half their salaries left over, many millennials have some soul searching to do about what’s best for their families.


Assuming one has some financial flexibility, and can go without what’s left of his or her salary after childcare costs, how does one take on this decision? There are several factors to consider. Are you happy in your career? Are you driven to move your career forward? Do you dread the thought of being away from your child? Ultimately, you need to decide how this decision will affect the well-being of you and your family.


These days, American companies are starting to wake up to the idea that better parental leave is good for business. They are able to compete for a higher standard of employee by offering longer paid leaves. In addition, a new mother or father with an 8-week-old baby is not getting the quality of sleep he or she should, and may suffer at work. It may sound obvious as a parent, but companies are starting to recognize this as a priority benefit. These companies often combine short-term disability leave and paid parental leave, as their parental leave strategy. A few companies even offer on-site child care as a benefit to their employees, offering the best of both worlds.


An expectant mother or father can spend days, weeks or even months trying to figure out what to do. But when that little human comes into the world, everything changes. It’s good to have a plan. But it’s also good to be open to changing that plan. You may find that work is the perfect escape from the trials and tribulations of parenthood.

Three Ways to Impact Retention This Year

Jan-Retention-imageOne thing that keeps many HR directors up at night is the threat of losing employees. Whether it be a promising new hire or someone who has been with the company for over 20 years, having someone give their notice (or just stop showing up altogether) can be enough to throw things off for weeks at a time. Improving employee retention can be difficult, but there are plenty of things you can do to push things in the right direction.


Approximately ⅓ of new employees will quit a job within their first six months. Tired of losing valuable people? Here are three things you can do in 2018 to improve retention.

Focus on Maintaining Mutual Clarity

There’s no better reason for someone to up and leave their job than not understanding what their role is. Given the nature of siloing, however, scenarios such as this play out all the time in corporate settings. It is a supervisor’s responsibility to ensure that employees are never in the dark about performance, earning potential or expectations being held for them. Without providing this necessary framework, your employees will not only have a hard time succeeding—they’ll dread getting out of bed each morning to come to work. The answer? Regular, one-on-one sit downs, during which you can discuss performance, motivations and goals.

Offer Flexibility

No one wants their day to be characterized by a rigid work environment where they’re being watched 24/7 and expected to track every last second of their time. Flexibility means everything to the modern workforce, and with such options as hoteling and telecommuting becoming more and more common, there’s little reason to not embrace these needs. Offering additional flex-time and the option to telecommute to employees when it makes sense can not only help to reduce stress levels within the organization—it may even serve as a tool for saving on overhead.

Develop an Inclusive Company Culture

Creating a culture for your organization can be a lengthy process, and there’s really no right or wrong way to approach it. The culture of a company is the combined result of values, goals, interests and vision—it should speak to what the business is truly all about. This is where employee engagement comes in, which can have a huge impact on retention. Employees that feel engaged and actively involved in the culture of an organization will be much more likely to stick around than those operating on the fringe. Foster a safe, positive work environment that looks to all employees for feedback/development, and company culture will build upon itself in time.


Don’t lay awake at night thinking about employee turnover. Take the right steps, and you can enjoy high retention rates in the years to come.

The Biggest Financial Mistakes Millennials Make Today

Jan-YoungManBudget-imageBorn between 1980 and 2000, Millennials are perhaps the most informed of any generation thanks to having grown up surrounded by modern technology—they’re also poised to make up 75% of the workforce by 2025. That said, millennials actually have quite a bit working against them in terms of finding and maintaining stability, from disappearing pensions to growing home-buying difficulties. When it comes to managing money, millennials are quite a bit different from past generations.


Here are just a few of the biggest financial mistakes made by millennials today, all of which can lead to money management headaches.

Not Budgeting

There’s no quicker way to live beyond one’s means than to avoid putting together a budget. For many millennials, however, creating a budget is easier said than done. Other priorities, such as finding a job and paying on student loans tend to cloud the need for creating a budget, which is essential for avoiding problems down the road. Fortunately, there are a number of budgeting tools available online that make putting together a proper budget easier than ever.

Avoiding Student Loan Payments

No one enjoys paying their student loans each month, but the fact is that they’re not going to just disappear. Avoiding loan payments can quickly lead to arrears, penalties and fees, all of which can make getting out of debt even more difficult. If you’re having a hard time paying your student loans each month, call your lender and discuss getting set up on a different payment plan. Whatever you do, don’t just stop paying on them in hopes that they’ll go away—they won’t.

Not Planning for Retirement

As important as it is to live in the present, everyone needs to plan ahead in order to achieve financial comfort later in life. This is where setting up a retirement plan comes in. With nearly 50% of millennials having not yet set up a retirement plan, however, many are also losing out on free money, such as matches from an employer in a 401(k). The longer you wait to start saving for retirement, the more aggressive your saving strategies must be. Starting earlier can help to mitigate stress related to saving for retirement.

Constantly Renting

Renting an apartment is certainly easier than purchasing a home at face value, but in the end, it’s one of the worst financial mistakes a person can make if they continue renting for decades or longer. While home ownership is an investment (and one of the best available), all of the money that goes to renting an apartment ends up in someone else’s pockets—the renter has nothing to show for it after eventually moving. While renting can be a good means to an end, it shouldn’t be the end-all. Unfortunately, millennials simply aren’t buying homes the way past generations have.


While millennials have a great deal of potential for financial success at their fingertips, they’re often dragged down by issues such as those highlighted above. Fortunately, financial roadblocks can be overcome by adopting a better, more mature mindset about money.

Millennials Got Older, but Their Financial Attitudes are Young

Dec-AgingMillenial-imageIf you still think Millennials are “young,” you may be a little off. They became adults in the year 2000, and today most are over the age of 30. Some are even grandparents. Looking back 17 years ago when Millennials were the “kids” in high school or college, the future looked wide open and bright. And in many ways, it was, as they became the first truly “digital generation.”


An Entrepreneurial Spirit

However, for many of them, economic and employment realities have taken the luster off their bigger dreams. Though Millennials are the most educated generation in history, they also have the highest student loan burdens of any age group. Many are living paycheck to paycheck and barely 25% of then have enough savings to last at three months. And those without income protection are even more vulnerable to financial stress. Not surprisingly, Millennials have shorter-term financial goals and are delaying important financial decisions like saving for retirement.


And though they often feel overeducated and under-employed, strong optimism is still a theme for many Millennials. Rather than following traditional employment paths, a large percentage want to launch their own businesses in the near future. With the right resources, 54% would quit their jobs and start a business next year.


Financing for the Future

For Millennials who are more secure financially, their view of the future sounds, well, very adult. Many are looking at getting their second mortgage, not their first. And having survived for years driving high-mileage beaters, many Millennials are considering buying their second or third car.


To make those kinds of purchases and to manage their finances, Millennials have turned the way people bank inside out. As the digital-from-birth generation, 74% of them prefer mobile banking instead of desktop banking or banking in person. They access their financial accounts via a mobile app nearly three times more often than any other group. And, according to a Vocalink study, more than half of Millennials prefer mobile banking with an iPhone.


However, banks don’t need to fret. Increasingly, Millennials are beginning to make more branch visits to seek expert advice for mortgages or for business planning. They even use ATMs more frequently than their non-Millennial counterparts.


Embracing New Technologies

As Americans of all ages are increasingly relying on mobile and online banking, Millennials are still setting new paths. While most people are just getting use to voice-activated devices from Amazon, Google and Apple, voice banking is being quickly adapted by Millennials. Nearly 68% of them would check their balances by voice commands and 46% would feel at ease paying bills by voice.


Though they more in debt and working harder to get by, many of today’s Millennials don’t look at work as simply a way to make money. They have disrupted the workplace forever by bringing more focus on creativity, entrepreneurship, working collaboratively and yes, by still trying to make a difference in the world.

Measuring Workplace Productivity

Nov-productivity-imageIt’s been said many times that a company can only be as successful as its employees are productive, and there’s a lot of truth to this idiom. A productive workforce isn’t necessarily one that works nonstop, but rather a group of employees who have learned how to maximize their time and energy while working together. For managers and HR directors, learning how to measure productivity in the workplace can be extremely beneficial, and it’s not as difficult as you might think.


Ready to gain a better sense of how your staff is performing? Here are three ways to start measuring workplace productivity today.

1. Measure By Objective

One of the most important things that managers and HR directors can do when attempting to measure workplace productivity is to avoid using subjective metrics of any kind. Many people who find themselves in managerial positions try out numerous different techniques before settling upon one of the most effective— managing by objective. When objectives are clearly laid out and organized in a way that both the employee and manager can always be on the same page, measuring productivity becomes effortless, as the person has either done the work or they have not.

2. Measure By Time

While measuring by objective is typically the most effective way to to gain a high-level sense of how well your employees are performing, there are certain circumstances when it will be necessary to measure productivity based upon time. As with measuring by objective, measuring by time can actually be quite easy so long as your employees are inputting their hours in a time-tracking system of some sort. There are instances of software available that allow time tracking to occur in real time and be monitored by management, which can actually help to boost productivity when properly utilized.

3. Measure By Sales Activity

If sales productivity is a primary concern, it may make sense to use sales activity as a metric. In such a case, it is essential that every employee track things such as number of sales completed in a specific time period, total amount of sales in dollars, number of calls made to current and potential customers and other factors. While numerous factors can come into play that affect sales at any given time, you may be able to discover patterns by tracking these metrics over a year or longer that will give you a sense of how each and every one of your employees are performing.


It takes effort to measure workplace productivity, and there will be times when things simply are not as clear as you’d like them to be. By identifying goals and using the proper metrics to see that your staff are working in the right direction, however, you’ll be doing your entire organization a huge favor for years to come.


5 Tips for Boosting Employee Health

Nov-PilatesBall-imageLooking for creative and sure-fire ways to boost employee health? Whether you’re looking to decrease sick days or increase office morale and loyalty, don’t miss these smart and healthy ideas.


Ditch the Chairs

A new comprehensive study out from the Annals of Internal Medicine reveals that prolonged sitting, even if you exercise regularly, increases risk for early death – specifically sitting for 60 to 90 minutes at a time. If your employees spend most of their time during the day at a desk, find ways to reduce the amount of time they actually spend sitting. You might think about:

  • Investing in standing desks that mechanically rise and fall to allow for more standing work
  • Taking conference meetings on the go – do laps around the building instead of sitting around a table in a conference room
  • Offering stability balls for working on instead of chairs
  • Requiring 5 minute stretching sessions intermittently throughout the day
  • Moving the water cooler/snack area further away so it requires a longer walk


Reimburse for Fitness

Whether your company offers health benefits or not, you might also think about reimbursing for fitness expenses. This latest trending perk is especially hot with millennials and may be just the motivation your employees need to seek out regular exercise. Reimbursement might come in the form of a gym membership, payment for a class like yoga or SoulCycle, or even sponsoring an employee in a charity run. Routine physical fitness, roughly 30 minutes a day for adults, has been shown to strengthen the immune system and lower risk for everything from high blood pressure to diabetes and even Alzheimer’s.


Limit Vacation

This tip might seem antithetical – vacation is important to employee stress management and health right? Absolutely. In fact, one study even found that risk for heart disease increased 30% in men who didn’t take a vacation for five years vs. those who took one week off a year. Regular vacations help boost office morale, make people less likely to quit, and keep them happier and more engaged with their jobs.

The problem with the trending employee perk of “unlimited vacation,” however, is that research is showing employees are less likely to take vacation when they don’t have a set number of days allotted to them out of concern about taking too much vacation. Tips for addressing this type of unintended consequence include:

Set up a FAQ to provide a framework for an unlimited vacation policy so your employees feel more reassured about their choices
Higher level employees and CEO’s should take vacation as well to set an example for the rest of the team
Avoid letting people take “working vacations” where they are off but still plugged in and on tap for work, this negates the benefits of what a vacation can offer


Modify Work Environments for Disabilities

Complying with ADA regulations comes with it’s own legal obligations, but modifying the office environment for temporary disabilities like an employee with a broken leg is different. Not only does going the extra mile (by moving their work area closer to the door and clearing trip hazards like waste baskets and cords from common walkways) show the employee that you recognize the difficulties and want to help, but your entire team will notice as well.

For employees on crutches or using a knee scooter for a lower leg injury, for example, you might even purchase helpful accessories like crutch bags, a knee scooter basket, or cup holders that make their work day that much easier.


Prepare for Cold and Flu Season

When it comes to helping employees stay well and make it into work regularly, most challenges will present themselves during cold and flu season. Roughly 5 to 20% of the population may contract the influenza virus each year, with outbreaks peaking between December and February according to the Centers for Disease Control. Protect your office from the flu by:

  • Encouraging employees to get the flu vaccine by reimbursing them for it
  • Stocking the office with hand sanitizer and tissues to prevent germ spreading
  • Tracking flu outbreaks in your area with apps like FluView from the CDC
  • Allowing employees to telecommute if they feel under the weather


Final Considerations

It goes without saying that one of the best ways to influence employee health in a positive way is through the nutrition offered at the office. Salty, sugary processed snacks from a vending machine have no place in an environment where you expect mental clarity, focus, and productivity. Offering weekly catered lunches with healthier options, or simply stocking healthier snacks like fresh fruit, granola bars, whole grain crackers, guacamole, hummus, and veggies in the break room can make a big difference in achieving your team’s health goals.

Is Siloing Causing Brain Drain?

Oct-BrainDrain-imageGrowth can be a beautiful thing for an organization to experience. Whether it be in the form of new contracts or a pressing need to take on one new employee to help with increasing demands, a business which undergoes growth is generally one that’s moving in the right direction. With growth, however, comes an entirely new set of challenges that can create roadblocks along the way. As new departments and teams begin to form, so too does the issue of “siloing.”


What is siloing, exactly? It’s more of a mentality than anything else, often characterized by the mindset that only one’s own immediate work matters—detrimental to the big picture philosophies that so many CEOs and managers strive to foster among employees. Often, though, siloing is more a result of one’s work environment and adopted processes than their own work style. With 39% of surveyed employees complaining of a lack of collaboration within their organizations, the problem is becoming noticeable on all fronts.


So, how can CEOs and HR directors break down the silos between departments and create a more holistic workforce? Here are just a few things you can do now to start moving things in the right direction.

Discourage Cross-Department Negativity

When was the last time you heard someone complain that they haven’t been able to complete their current task because the job is being held up by someone in marketing or accounting? Delays happen, and it’s easy to place the blame on another department when you’re confident that you’ve been holding up your end of the bargain. Negativity in the workplace does very little to foster teamwork or break down silos between departments, however—if anything, it serves as a reason to put up walls.


HR directors should make it a point to discourage cross-department negativity in any circumstance, no matter how stressful the scenario at hand may be.


There’s virtually no end to the number of factors that can encourage siloing, but one of the most common across organizations is a lack of incentive to take extra steps. If an employee believes their job exists within a rigid set of guidelines and sees no real purpose in extending themselves beyond what has been delegated, he or she will likely contribute to the siloing issues your organization may be experiencing. Incentivize, however, and you’ll likely see a shift in attitude across your entire staff. Be creative with how you incentivize—there’s more to showing your appreciation for a job well-done than extra PTO.

Implement Collaboration Software

The quickest way for departments to become siloed from one another is to stop paying attention to each other’s work. This is where collaboration software (also referred to as “Enterprise Resource Software”) comes in. The benefits of collaboration software are innumerable, ranging from happier employees to markedly increased productivity across departments. At its very core, however, collaboration software gives your employees a daily snapshot of things that are happening throughout the organization, enhancing communication and adding context to what might otherwise look like a myriad of unconnected tasks.


HR directors and CEOs alike owe it to themselves to de-silo their organizations. Once the walls come down, the benefits arrive in short order.