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The 2022 HR Ideabook

Leading Insights, Tips and Strategies from 15 Experts

This is the second year in a row where we’ve said, “Well, that was a year like never before.”

And it’s safe to say that 2022 will continue to have its ups, downs and surprises — especially in the world of benefits and HR. So we took some time to *virtually* chat with C-suite members, HR professionals and thought leaders to pick their brains on how we can prepare for another rollercoaster of a year. 

Between the “Great Resignation,” talent shortages, nationwide vaccine mandates and overall exhaustion felt by the greater HR community, these folks offered us real insights and tips that you can actually use as you start the new year. We know as HR and benefits professionals, your main job is to support your employees, but we want to ensure that someone’s supporting you, too! So, grab a cup of your favorite hot beverage and dive into our five hot takes for the HR space in 2022. 

Meet the Speakers

We chatted with a wide range of leaders, from C-suite to authors to HR to social media influencers and thought leaders, all with one thing in common—they work with employees in the HR realm.

Home Headshot 1 Alan

Alan Walker

Home Headshot 3 Anna

Anna Papalia

Home Headshot 8 Adam

Adam Perry

Home Headshot 9 Amy

Dr. Amy Dufrane

What are the biggest things HR teams should be prepared for as we head into 2022?

We asked our experts five questions, and this first one was by far the most popular (you’ll note, correspondingly, it’s our longest chapter). But stick with us! There are some real gems in here to help you prepare for 2022. So, because we had so many thoughts on this query, here are the four “biggest things” you should get ready for in the upcoming year.

Surprise Surprise: The “Great Resignation”

If it feels like the phrase “Great Resignation” is all that you hear lately (it’s basically 2021’s version of “unprecedented”), you’re not alone. Every expert we spoke to referenced the COVID-perpetuated changes that led to a mass exodus at companies large and small. Here are the three best strategies for benefits and HR professionals to navigate this tricky time.

Strategy 1: Understand the driving factors at play

The consensus seems to be that returning to normal isn’t going to happen. (Heck, we’ve been saying it all year: we’re never going back to the old way of doing things).

"Don’t expect the labor market shifts and disruptions to go away any time soon. Instead of waiting to see if things ‘go back to normal,’ be proactive in adjusting your work environment based on your employees’ feedback. If you meet the needs of current employees, they’ll be more likely to stick around, and top candidates will be more likely to want to work for you if they see your current team has high morale and job satisfaction.”
Home Headshot 14 Jon
Jon Hill
Chairman & CEO, The Energists
"HR teams should understand that the structure of work has changed forever. There is no ‘return’ that will occur. We must lead people operations to make sure they work from a people-first lens in all they do.”
Home Headshot 11 Steve
Steve Browne
Chief People Officer, LaRosa’s, Inc.
"HR teams need to take seriously the mental health needs of all employees. I don’t believe we’ve seen the full effect of the pandemic on Americans’ overall mental health and wellness, and employers should be prepared for ongoing ramifications and ripple effects.
Home Headshot 13 Deb
Deb Gordon
Author & Aspen Institute Health Innovators Fellow

Strategy 2: Get ahead of talent shortages

Unfortunately, all sectors and companies are facing talent shortages at the moment. Again, most experts alluded to the fact that we need to continue to prepare for hiring roadblocks, candidate pipeline scarcity and overall talent challenges. 

In short, the pandemic put many things in perspective for individuals, and they’re no longer willing to settle for less when it comes to their career choices.

"As the labor market heats up, more people are feeling confident about leaving their jobs to find new opportunities. Companies will be scrambling to find enough qualified candidates to fill these open positions with the right mix of skills and experience they need. These shortages will only worsen as baby boomers continue to retire, taking decades of invaluable work experience along with them.”
Home Headshot 12 Stephen
Stephen Curry
CEO, CocoSign

Strategy 3: Bolster your retention strategies

While this may be obvious to HR professionals, the best way to handle talent challenges is to focus on the happiness of your current team. But it’s easier said than done.

"HR Teams should be prepared for an even greater focus on employee retention. The pandemic caused a shift in the relationship with employers, and the American worker is demanding more. We are in a battle for talent and must find new and creative ways to engage our workforce, foster a sense of belonging and maintain culture to retain employees through post-pandemic challenges.”
Home Headshot 10 Beth
Beth Pinkerton
Director of HR, Servpro
"People’s wants, needs and desires from life and work have fundamentally changed. Organizations that want to be recognized as employers of choice need to offer flexibility, empathy and consideration of these needs. This doesn’t mean everyone wants to (or can) work from home. It’s about treating employees as individuals with differing needs.”
Home Headshot 1 Alan
Alan Walker
Co-Founder, Udder
"We know that employees are no longer looking for just a paycheck: culture, benefits, and a set of purpose matters. Additionally, the gig system has been ramping up the last few years, but COVID propelled its growth even further. There are more opportunities to work with temporary, contract and contract-to-hire employees.”
Home Headshot 2 Grant
Grant Aldrich
Founder & CEO, Online Degree

A specific tactic can be increasing access to your learning and development resources to ensure folks understand available advancement opportunities.

"Investing in the development of employees will be crucial in retaining top talent. Companies need to have clear, competitive career paths for their people and be transparent about where they’re headed.”
Home Headshot 12 Stephen
Stephen Curry
CEO, CocoSign

HR Weariness

After weathering a two-year storm, HR professionals are tired. CNBC recently interviewed U.S. HR leaders who confirmed they’re burnt out from the relentlessness of current workplace circumstances. “The pandemic has caused a nonstop deluge of work…some HR workers say there’s simply too much work to be able to fully step away and prioritize their wellbeing.” 

And, unfortunately, the current labor market means it’s not getting easier any time soon.

The biggest thing HR leaders should be prepared for next year? Weariness. As 2021 has not been the return to ‘normal’ as some were hoping, the HR department has borne the brunt of all the change initiatives (office/hybrid, COVID protocols, health screenings, talent shortages, etc.) and maybe making an exit out of this discipline.”
Home Headshot 6 John
John Baldino
President, Humareso

So something you can do to get ready for 2022 is to have more empathy for yourself and your colleagues. It’s been a rough couple of years! The holiday break might not be enough to reset and get ready for the challenges ahead.

Hybrid and remote working options

Alright, this is another item we can file under “Enough already!” — evolving for hybrid and remote work options. But you can’t fight city hall, because it’s still a roadblock for many teams as they source talent who are unwilling to return to the office full-time. 

What is new for 2022 are the unique insights our experts provided on not only switching to remote or hybrid models but establishing effective workplace cultures as we stay remote — not always easy!

Following the experiences of 2020 and 2021, HR teams will want to think about creative ways to bring people together and create a culture of closeness. Some colleagues haven’t met face to face and may never as many organizations stay remote. So how do we replicate those impromptu conversations about life that come out of watercooler talk, holiday gatherings, and other in-person meetings? We want folks to get to know – and really appreciate – one another.”
Home Headshot 9 Amy
Dr. Amy Dufrane
CEO, HRCI

COVID vaccination policies

Now to address the big elephant in the room — COVID vaccinations. This issue has become hyper-charged and highly politicized in recent months as nationwide vaccine mandates continue to roll out. And HR teams are in the middle of the fray.

Your work now includes preparing a policy and approach to vaccinations as a condition of employment as the government vaccination mandate works its way through to become an OSHA requirement.”
Home Headshot 7 Larry
Larry Brand
Chief Human Resources Officer, Elkay

HR teams have no choice but to stay up-to-date on their state and national requirements and continue to adapt their organization’s policies as necessary. (As well as deal with any fallout from employee opinions).

Should your company charge unvaccinated workers a fee?

Which employee benefits and perks should employers be most focused on in the coming year?

With the competitive talent market, companies need to stand out from the crowd to retain and attract the right team members. As such, our next question focused on the specific benefits and perks that organizations should offer in 2022.

Salary and other financial benefits

It’s true what they say; money makes the world go round. The foundation of any working relationship is compensation. And as we make our way into 2022, that’s no different. Yes, comprehensive benefits packages and company culture also play key roles. But at the end of the day, a paycheck is the main motivation for most workers. Companies need to continue to prioritize not only salary but benefits that equate to money in people’s pockets.

"Companies should focus on providing livable, thriving wages that keep up with the rapidly increasing cost of living and benefits that support employee health and wellbeing. Some great benefits I’ve seen include reasonable healthcare options, individual and company-wide paid time off, sabbatical offerings at different milestones, as well as stipends for mental health, massages or gym memberships.”
Home Headshot 15 Micole
Micole Garatti
HR Influencer

The good news is that some organizations seem to be getting this memo. A Bank of America report found that 46% of employers offered financial wellness benefits in 2021, up from 40% in 2020. (However, there’s definitely still room for improvement!) 

0 %
more employers are offering financial wellness benefits this year

Adam Perry, VP of People at Perkspot, suggested that you could also offer home office subsidies to ease the cost of remote work—while John Baldino favored the idea of “incentive-based bonuses and experiential rewards, such as cash compensation or personalized gratitude options, which will help to make the employee experience stickier.”

We asked employees what benefits they wish they had. Their response: financial wellness resources.

Flexibility in all facets of the workplace

"One of the big takeaways from 2021 is that people are looking for more out of life, including work. Knowing this, employers can expand perks and benefits to account for more flexible and personalized experiences that relate to their employees’ wellness and financial preparedness.”
Home Headshot 9 Amy
Dr. Amy Dufrane
CEO, HRCI
"Workers no longer regard flexibility as a workplace ‘perk.’ Rather, workers see it as a necessity in achieving a healthy and balanced lifestyle.”
Home Headshot 5 Tina
Tina Hawk
SVP Human Resources at GoodHire

Employers (especially those stuck in more traditional mindsets) often struggle with providing flexible schedules. They fear they’ll lose productivity or accountability. Alan Walker suggests that in 2022, you should be able to provide flexibility by “measuring outputs, not inputs.” In other words, help your organization shift its focus to results versus clocking in and hours logged.

A few of our experts suggested exploring a 4-day work week as a competitive advantage for flexible workplaces.

"In this employee-driven market, candidates are demanding more flexible work arrangements — a trend that will continue for a while.”
Home Headshot 3 Anna
Anna Papalia
CEO, Shift Profile

Mental health resources

Mental health benefits aren’t a ground-breaking suggestion, but they continue to grow in importance. Companies can’t just pretend they promote mental wellness; they need to “walk the walk.”

"Allotting mental health leaves will allow your employees to take time off and get the help they need to be happy and healthy.”
Home Headshot 4 Patti
Patti Naiser
HR Leader, Senior Home Transitions
"Mental health benefits and policies that support employee mental well-being need to come to the fore. Employers may need to take a hard look at how much and what type of mental health care they’re covering via traditional health benefits and work with their insurance partners to enrich their offerings. But they should also look at less formal or traditional benefits and policies, such as access to mental health and wellness apps or other services, flexible work policies, and company culture to support overall well-being.”
Home Headshot 13 Deb
Deb Gordon
Author & Aspen Institute Health Innovators Fellow

To take it one step further, consider incorporating company-wide mental health days. There’s a much greater benefit when all of your staff shuts down — a peace of mind that everyone’s relaxing just like you, and there won’t be a slew of emails to respond to when you get back.

Find out why our current mental health benefits continue to fail our employees.

Addiction recovery assistance

Substance abuse has become an increasingly prevalent concern for many Americans as they cope with the stressors of the past two years.

0 %
of Americans reported starting or increasing substance use this year
0 %
of U.S. adults reported struggling with mental health or substance abuse due to the pandemic

Beth is correct that organizations can provide a unique type of support to their people by understanding the long-term effects of this pandemic and offering recovery resources in a safe and welcoming environment.

"Mental health and addiction recovery services will likely be of greater need in the coming year. The pandemic has been a prolonged, traumatic event that has caused isolation, fear and anxiety for some of the workforce. Providing recovery support services as well as a safe space for employees to use it will help avoid stress and other related health concerns that can have significant long-term impact to the employee and the workplace.”
Home Headshot 10 Beth
Beth Pinkerton
Director of Human Resources, Servpro

What specific benefit offerings do you see as most important for DEI efforts?

DEI is a complex ecosystem

“It’s hard to quantify. There’s far more work needed around pay equity and role definition to make sure DEI is a reality and not an ‘effort,’” says Steve Browne. 

To put it another way, DEI can’t just be another box to check for HR teams, or you’ll fall into the dangerous domain of virtue-signaling. Modern workers are savvy to authentically inclusive initiatives. You need to provide tangible resources and programs that incorporate your actual staff and match their diverse needs. That’s why we asked experts for specific examples to bolster benefits offerings when it comes to DEI. 

Parent and Caregiving Benefits

Reports show that a disproportionate number of women left the workforce due to the pandemic, and a leading roadblock for their return is caregiving responsibilities. Consequently, more than one of our experts mentioned caregiving benefits, such as enhanced childcare resources and paid parental leave. 

However, it’s important to keep in mind that caregiving isn’t simply a female issue but a broader discussion in the realm of DEI.

"Paid parental leave continues to be extremely important for women but expanding those benefits to those growing their families through adoption may be important for some marginalized groups. Offering leave and adoption support is a great benefit to encourage DEI efforts in today’s workplace.”
Home Headshot 10 Beth
Beth Pinkerton
Director of Human Resources, Servpro

What’s more, it’s not only childcare that you need to address. Zoë Harte, Chief People Officer for Upwork, reminded us during our Open Enrollment webinar that many workers are a part of the sandwich generation, caring for both children and older parents. As a result, we need to also explore eldercare as a resource and benefit. (It’s no wonder a few of our experts also mentioned eldercare in their discussion of DEI benefits). 

Examine healthcare and benefits cost-sharing

Deb Gordon provided illuminating advice on how health care and benefits cost-sharing can impact certain groups of employees more than others:

"Employers should look carefully at the impact of benefit design on all employees. For example, cost-sharing can disproportionately harm employees at the lower end of the earning scale. ‘Equal’ application of policies does not necessarily mean ‘equitable.’ Income does not match perfectly to race and ethnicity, but it’s often highly correlated. Employers should analyze their own employee data and recognize how policies may inadvertently harm employees of color, female employees or those with disabilities. These groups may be over-represented in lower-wage roles, and so addressing economic equity through benefit design may have an oversized, positive impact on DEI efforts across a range of dimensions.”
Home Headshot 13 Deb
Deb Gordon
Author & Aspen Institute Health Innovators Fellow

ONLY

0 %
of employers fully cover their employees’ healthcare premiums
JELLYVISION SURVEY, NOV. 2021

Inclusive mentorship

Jon Hill explains how mentorship can be more than just a learning and development tool, but also further DEI efforts:

Mentorship and professional development programs are a critical benefit for increasing DEI, especially for those who are early in their efforts and are still largely homogenous as a workforce. These provide non-majority employees a clearer path for advancement and help them to feel more included and heard in the day-to-day work environment, something that’s crucial if you want to retain diverse hires and increase diversity across hierarchy levels.”
Home Headshot 14 Jon
Jon Hill
Chairman & CEO, The Energists

Healthcare costs are on the rise, with no end in sight. How can employers address these increases?

The age-old question, how do we tackle rising healthcare costs?

Unfortunately, so much is out of your hands when it comes to the cost of employer-provided healthcare. But the good news is that you can offset the unnecessary costs with one very powerful tool — education! C-suite leaders believe that 53% of healthcare spending is wasted due to employee confusion. 

If that’s not catalyst enough, Beth Pinkerton nicely laid out the foundation for doubling down on benefits education:

"To counter rising healthcare costs, employers should continue to provide education on preventative care and resources to help employees make informed healthcare decisions. Benefit offerings for convenience such as telehealth and concierge services may be key for some workers to get the right amount of care at the right time before conditions worsen and costs increase for treatment.”
Home Headshot 10 Beth
Beth Pinkerton
Director of Human Resources, Servpro
"Some of the tools that we have at our disposal to manage and offset these costs include implementing more robust wellness programs and requirements coupled with educating our workforce about inexpensive versus expensive medical access points (i.e., urgent care centers versus emergency rooms) and how more restrictive healthcare choices on the part of employers can save our employees significant out of pocket expenses.”
Home Headshot 7 Larry
Larry Brand
Chief Human Resources Officer, Elkay

You might be missing opportunities to maximize your benefits investment and save on healthcare costs.

"You need to have a benefits strategy and not chase costs. We believe in the philosophy of ‘benefits need to be benefits.’ Within that belief, you can design a program with offerings that benefit team members. It’s not a matter of containing costs. It’s more of what’s your tolerance of cost as to what you can offer as an organization. That leads to more creative plan design and benefits that employees can rely on.”
Home Headshot 11 Steve
Steve Browne
Chief People Officer, LaRosa’s, Inc.

What’s missing from the HR and benefits space right now?

This question is a bit self-reflective as we essentially asked leaders and HR professionals where they’re slacking. Not an easy mirror to hold up after a difficult year. Regardless, we still got some very thoughtful responses about where we can do better. (Thanks, everyone!)

We need to adapt recruiting to better match our new world of candidates

"We aren’t focused enough on how we attract and retain talent, which means everything from having a mission that people want to be a part of to offering competitive benefits to the recruiting process. Previously, companies could recruit from a position of power, which led to feeling like they could treat candidates however they wanted because the pipeline was always full. That’s no longer the case. We need to take a closer look at the application processes. For example, how many hoops you make a candidate jump through before an interview, training recruiters on how to have difficult conversations so they don’t ghost candidates and most importantly, training hiring managers to interview better.

We don’t talk about this because interviewing is something that we are just supposed to know how to do, or you are supposed to figure it out. It’s assumed that if you can do a job or manage a team, then you can interview and fill roles on your team, but that’s not true at all. Many hiring managers were never trained to interview. When faced with several different candidates, an untrained hiring manager will trust their gut and hire the person they get along with the best, which leads to a lack of diversity and departments that are not innovative.”
Home Headshot 3 Anna
Anna Papalia
CEO, Shift Profile

Anna’s absolutely right, and this is a resounding sentiment we see in our HR community and via social media. Candidates are complaining about archaic ways of hiring and that they simply don’t need to put up with it anymore. For better or worse, the ball is in their court, and HR teams need to adapt or get left in the dust.

We need to prioritize financial literacy

Yes, we’ve already discussed the importance of financial benefits. But what about helping our people become more financially literate and independent? It’s not enough to simply offer the resources. We need to educate and empower them so they can put their families into a better financial position for the future.

Larry Brand pinpoints this HR deficiency:

"Americans tend to lack financial literacy when they enter the workforce. Employers could play a more significant role in helping their employees become more capable and informed in this critical area. Programs might include offering more robust and comprehensive financial planning services and hosting regular educational sessions on everything from retirement planning to basic budgeting for their employees from the hourly level to salaried professionals. Financial planning tools could include automated resources to help employees establish and stick to a financial plan and budget.”
Home Headshot 7 Larry
Larry Brand
Chief Human Resources Officer, Elkay

Deb Gordon agreed, commenting, “I don’t think we’re talking enough about consumer financial vulnerability and the role employers can play to ease employee anxiety.”

Putting Ideas 💡 Into Action ⚡️

You can read about all the ideas you want, but nothing will facilitate true change other than action. Of course, not each of these chapters will resonate with your ecosystem or match the unique needs of your employees. But hopefully, a few of these insights spurred inspiration on how you can adapt your approach to benefits engagement and optimize your HR leadership for the upcoming year. 

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