GreatWork Blog

Building better workplaces through compliance, culture, connection

Despite the time and effort organizations dedicate to performance reviews, few believe they truly work. Leaders and employees alike are skeptical of their impact. In fact, According to a Gallup study, just 2% of Fortune 500 CHROs express strong confidence that their performance management systems truly inspire employee motivation. In the same study, employees express a comparable sentiment, with only one in five reporting that their performance reviews are handled transparently, equitably, or in a manner that actually supports their growth and effectiveness.  

If you’re a supervisor, you’ve probably had that moment when you notice something in an employee’s work that needs improvement, but you hesitate to give feedback. What if they take it the wrong way? What if feedback damages the relationship?

Organizations aren’t born into existence as large and complex constellations of purpose, people, processes, and projects. They often start small, with the seed of an idea which is then tended to as it grows and is supported by its ecosystem. At some point during an organization’s growth and development, a clear division of labor becomes necessary over and above simply organizing tasks and responsibilities into individual jobs. This is where defining job levels and how all jobs work together in an organization, commonly referred to in whole as job architecture, can create a scalable blueprint for additional organizational growth.

If you’re a small business owner, you know that shopping for employee health insurance can feel like an uphill climb. Premiums go up year after year, and the quote you receive from carriers often feels like it’s based on factors completely outside your control.

It’s not just the leaves changing this fall; business and workplace environments are also experiencing change at a faster pace than normal. We know you’re feeling it and uncertainty seems to be the theme of the season.

It’s not all gloomy like our upcoming Oregon weather, but there are some trends worth watching closely. Here are a few that stand out and some suggestions about what you can do.

Employers in Oregon often wonder whether there are special rules around asking about criminal history or conducting background checks. While criminal background checks are not required in most industries, many employers use them as part of their hiring process. So are there special rules in Oregon? Yes.

Cascade has partnered with the Employer Associations of American (EAA) to conduct the 2025-2026 National Business Trends Survey. This survey compiles data on national, regional, and local business trends, covering issues such as staffing levels, hiring practices, cost-cutting measures, and business outlooks. This year includes topical questions on recent business concerns, such as tariffs and AI technology impacts.

Stepping into a supervisory role can feel like a big leap. One day, you are focused on doing your job well, and the next, you are responsible for guiding others, making decisions that affect the team, and balancing the expectations of both staff and leadership. It is exciting, but it also comes with challenges many new supervisors are not fully prepared for.

Looking ahead to 2026, many employers have started mapping out their salary budgets, with the prevailing expectation being that salary increases will remain steady.

Have you ever had a situation where you’ve observed an employee stumbling or weaving as they walk, or perhaps slurring their words, and wonder if the employee may be inebriated? In situations such as these, you may consider sending the employee for a drug and alcohol test based on your reasonable suspicion that the employee is under the influence.  Hence the term “Reasonable Suspicion Testing.”

When I tell people I’m the president of an HR consulting association, the first question is usually, “So, what’s your HR background?” The answer is…I don’t have one.

I didn’t start as an HR consultant or practitioner. I started as a receptionist — answering phones, greeting members, and figuring out the inner workings of our Association from the ground up. Over the years, I worked my way through administrative and membership roles before stepping into the president’s seat. My career path has been anything but traditional for this role — and that’s exactly why it’s been so valuable.

With annual increase season coming up for many employers, one question we hear often is, “What should we do when employees are at or near the top of their salary range?” Whether it’s due to tenure, limited advancement opportunities, or tight salary bands, this is a moment that calls for strategic attention. How you handle it impacts equity, morale, and your ability to stay competitive.

Cascade is excited to announce that the 2025 Northwest Employee Benefits report is now available! This regional survey report is a great resource for benefits and policy data for organizations that want to ensure their benefits and rewards are competitive in today’s market.

“We pay fairly, we have a scalable and defensible system to set and adjust pay rates, and we’ve never had anyone complain about being paid unfairly before.”

These are sentiments each employer hopes to express to its employees but this situation doesn’t just happen without intention and planning. As Oregon’s Equal Pay Act is coming up on its eighth birthday this year, some employers may be preparing for their third Equal Pay Audit and some employers may just be getting around to their first. Regardless of how many times your organization has conducted an equal pay audit, there are compelling reasons to start or continue this practice.

One thing we say in our leadership training courses offered at Cascade is, “Leaders are Learners.”

What does this mean in the workplace? In the fast-changing world that we operate in, the best leaders never stop learning. Whether you're managing a small team or guiding an entire organization, your growth sets the pace for others. The phrase “Leaders are Learners” isn’t just catchy—it’s a principle that separates thriving leaders from stagnant ones.

Self-auditing I-9s has become a high priority for 2025, as the U.S. Immigration and Customs Enforcement (ICE) is increasing the number of I-9 audits conducted. A self-audit of Form I-9s is an internal review of I-9s to identify and correct errors or compliance issues. If you have not yet conducted a self-audit, or if it has been several years since you have done so, it’s highly recommended that you do that now. Identifying and correcting mistakes prior to an ICE audit can help you avoid penalties, which can be based on the number of violations found during the audit.

In today's fast-paced work environment, effective leadership is a necessity. But how do organizations truly assess how well their leaders are performing? How can they identify blind spots, build on strengths, and develop targeted improvement plans? That’s where 360 leadership feedback reviews come in.

As HR professionals, we're constantly juggling compliance, employee relations, and strategic initiatives. In a world craving efficiency, the promise of an "easy" HR handbook builder – often embedded within an HR platform – can feel like an answer to your prayers. Drag, drop, click, publish! Voila! A compliant, comprehensive employee handbook in minutes.

Attracting and retaining top talent hinges on a competitive benefits package. As HR professionals, understanding how your offerings compare to others in the Northwest region is crucial. The Northwest Employee Benefits Survey provides valuable insights into regional benefit averages.

Over the past five years, virtual training has become a go-to method for employee development. But in recent months, many organizations are shifting back to in-person formats, driven by a desire to reconnect face-to-face. While there are undeniable benefits to gathering in the same room, virtual training still has a strong role to play—especially when used strategically.

Nonprofits play a critical role in strengthening communities, but balancing competitive pay with a mission-driven purpose presents unique compensation challenges. Tight budgets, donor expectations, and a focus on social impact can limit flexibility, making it harder to attract, retain, and motivate top talent. At the same time, nonprofits must compete for talent against private sector employers who can often offer more generous compensation packages.

Who is accountable and responsible for ensuring workers can afford the products or services they make/offer? The employer of the workers? The government? Is anyone responsible at all?

Spring is here, re-energizing our winterized minds and filling our noses with fresh air, pollen, and scents of lilacs and daphne. For gardeners, it’s planting season, and for organizations, it is an excellent time to do a different spring activity – updating job descriptions!

For over seven decades, the members of Cascade Employers Association have been the foundation of everything we do. Your trust, your partnership, and your dedication have fueled our growth, allowed us to thrive, and enabled us to proudly serve nearly 600 outstanding employers throughout Oregon and Southwest Washington.

On April 23, 2025, the Trump Administration issued an Executive Order Restoring Equality of Opportunity and Meritocracy. This order focuses on eliminating the use of disparate impact liability by federal agencies, such as the Equal Employment Opportunity Commission (EEOC), in their enforcement of civil rights laws.

qual Pay Day highlights the ongoing wage gap between men and women in the U.S., emphasizing financial inequality in the workforce. This symbolic date marks how many extra days the median woman must work into the new year to match the median man's earnings from the prior year. Established in 1996 by the National Committee on Pay Equity, Equal Pay Day raises awareness about wage disparities between genders. In 2025, Equal Pay Day fell on March 25.

Let’s be honest, 2025 hasn’t exactly come in gently. For many, it’s brought change after change, challenge after challenge; personally, professionally, and everywhere in between. If you're feeling like you're juggling flaming swords while riding a unicycle… you’re not alone.

Leaders are especially feeling the squeeze. The pace is relentless, the stakes are high, and the boundaries between work and life…practically vapor. You might not even be working, but I bet you're still thinking about it. And that constant mental load? It takes a toll, on your body, your sleep, your relationships, and your ability to lead effectively.

It's hard to have a conversation these days without stress entering the picture. Whether it's the pressures of work, personal responsibilities, the political climate, financial worries, or simply navigating the complexities of modern life, stress is a constant companion for many. And for employers, the impact of this pervasive stress on their workforce is undeniable, often leading to increased absenteeism, higher healthcare costs, and a potential dip in overall productivity.

Do you find yourself thinking, “I wonder what other organizations are doing about this issue?”  I’m guessing the answer is, yes.  Workplace challenges and issues are evolving rapidly and it’s important that you keep up with the current state of things and plan for what’s ahead. That's why Cascade is launching our Spring Workplace Trends Survey – and we need your input so you can see how other organizations are responding to the increasingly challenging and complex workplace!

Despite the economic uncertainty in the U.S. right now, organizations are still pushing forward with including variable pay as part of their overall compensation strategy and compensation programs.

Bonus plans at all levels of roles are still in action and seek to provide extra pay for meeting specific outcomes and goals, on top of the employee’s agreed upon base salary.