GreatWork Blog

Building better workplaces through compliance, culture, connection

You did it again!  Thank you to everyone for continuing to participate in Cascade’s quarterly HR Trends survey.  This survey was the second in our now quarterly series, collecting data on key workplace issues related to compliance, recruitment and retention, compensation, DEI and leadership. Cascade uses this data to make sure our members have the resources they need to address how these trends may impact the workplace.

Leaders are under a great deal of pressure and often find themselves increasingly stressed and anxious. This tension often bleeds into their personal lives causing disruption and unease. Leaders work long hours which easily exceed a 40-hour workweek and they often find themselves bringing work home with them literally, mentally, and emotionally.  Stress often begins when boundaries become blurred and the insulation we wrap around ourselves for protection becomes weak. If this sounds familiar to you, the following strategies may help you recognize and cope with stress before it becomes detrimental to your personal and professional life as well as your health. 

As the remaining chapters of 2022 come to a close, we anxiously await what 2023's pages hold. Economists, analysts, and pundits have been predicting since the second quarter of 2022, but what can we expect for the upcoming year? If the past 12 months have revealed anything about compensation trends, it is that 2023 will continue to be a wild ride. Here's what we know so far.

The 2023 National Business Trends Survey is available for purchase! This national survey is run each year by Cascade in partnership with the Employer Associations of America (EAA), collecting executives’ feedback and thoughts on the current and upcoming business year and trends. This survey covers topics such as business outlooks, investment plans, staffing plans, recruitment challenges, pay strategies, and more. 

Since each person in your workplace will celebrate holidays differently, recognizing and supporting an inclusive environment shows your team cares about everyone! In other words, "holiday" is not synonymous with "Christmas."

We don’t need to remind you (hopefully) that Paid Leave Oregon begins to take effect January 1, 2023.  But we may need to remind you of some important deadlines if you are opting out of the state plan and into an Equivalent Plan. Here are the important dates to remember.

We need you! Cascade’s latest quarterly HR Trends Survey is now open for participation. This survey collects data on key workplace issues related to compliance, recruitment and retention, compensation, DEI and leadership, which we track and report on throughout the year. In our latest edition, we are also asking about how organizations are dealing with COVID-19 policy adjustments and pay for remote workers.

If you’re looking for historical and projected data on pay adjustments, Cascade’s 2022/23 Salary Budget Survey report is what you need!  Now available for purchase, this is a great source of information for both actual 2022 and projected 2023 pay adjustments, including variable pay increases. With recruitment and retention continuing to be a primary business concern, and with inflation continuing to affect cost of living, making sure you are using current pay increase rates is more important than ever.

Not only is it true, but it can also often be a cost-saving benefit option. Through its sponsored Pacific Northwest Employers Life, Health Insurance Trust, Cascade recently partnered with Nonstop Health™, bringing a unique health plan option to Oregon employers and their workforce. The plan pays all employee upfront out-of-pocket healthcare costs including copays, coinsurance and deductibles.

Did you know that 78% of Cascade’s new members plan to work with us on their handbook in the next 12 months? AND did you know that this is the most popular time of year organizations get things updated? Makes sense, really. Many new laws take effect on January 1 each year so getting that handbook updated usually becomes a priority this time of year. 

Are you setting goals this year? Not the New Year’s resolution kind. The kind that are tied to the ongoing strategy of your company or organization. The goals that make a difference in the way your team members connect to and engage with that strategy. The week-to-week conversations about stretching to achieve. The kind of goals that empower the individual. These conversations, done well, are one of the crucial elements in making performance conversations energizing and enjoyable. What could go wrong?

Cascade is partnering with the Employer Associations of American (EAA) to conduct the 2022-2023 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 inflation and recession planning, remote work practices, and recruitment/retention challenges. 

Hispanic Heritage Month runs from September 15 to October 15 each year as a way to recognize, honor and celebrate Hispanic cultures, histories and contributions. Here are six suggestions for virtual celebrations and recognition of Hispanic Heritage Month.

Emotional Capital is the glue that holds together the relationship between an identified goal, and commitment to fulfilment of that goal. It is an often overlooked, intangible asset with deep reservoirs. The return on its proper investment can yield tremendous results in employee productivity and engagement. So how does the savvy leader, manager, supervisor, or coach get an employee to make this type of emotional investment in the workplace? How do we inspire employees to take personal ownership of the tasks and responsibilities associated with their roles/positions?

“Do you know what other employers are doing to help out employees with inflation?” This is a question our consulting team gets asked quite often and rather than speculating, we asked YOU. Cascade recently conducted its Quarterly HR Trends Survey in which we asked participants what they’re doing about inflation for their employees. The results? Here are a few highlights.

To be a contender in today’s labor market, employers should think outside the box about how to approach and implement a total rewards system to enhance employee engagement, retention, and satisfaction. Additionally, ensuring fair and competitive wages are equally important and Cascade’s compensation team is ready to partner with you on those needs!

There is an old (traditional?) management technique, fondly referred to as the feedback sandwich, that has outlived its usefulness. It may have been a flawed approach to begin with. In our two-day Basics of Supervision class this dynamic never fails to get some attention and spirited debate. How do I give my employees feedback without making them defensive?

Ever find yourself wondering how you’re supposed to keep up with all the changes to laws, rules and regulations? It’s TOO much! You’re not wrong. In fact, in a recent study we did with new members of Cascade, keeping up with legal changes was ranked as the No. 1 challenge they have. We're sharing six resources to help you keep up. 

On July 12, 2022, the Equal Employment Opportunity Commission (EEOC) updated its guidance regarding COVID-19 testing in the workplace. Below is a summary of those changes.

Does your workplace have a catch-all word for a problem that turns out to have several layers? It only takes two to miscommunicate. Add departments, shifts, language and culture. Multiply by 10 or 20. Ah, “communication issues.”  It may be that these are universal and your own challenges may just be a question of degree.  Here are a few suggestions on how to identify, separate, and effectively address some of these important communication issues.

As a member of the team, supervisors must understand that without trust, teamwork is all but impossible. Conversations with team members may become suspect. This may result in individual team members avoiding necessary conversations for fear of being misinterpreted or misunderstood. Without conversations, we cannot build trust. Where there is no trust, there is no relationship, and where there is no relationship, it is hard to gain influence. Without influence, it is hard to lead because leadership is influence.

The 2022 Northwest Employee Benefits Survey is here, and it is time to participate. This survey is an in-depth review of organizations’ benefits and policies. With the “Great Resignation,” access to current and reliable benefit data is more important than ever to make sure your benefit packages and organization policies are competitive in a market where employees are expecting more.

Last August, Oregon OSHA adopted two temporary rules regarding wildfire smoke and excessive heat. On May 9, 2022, OR OSHA announced that the heat and wildfire smoke rules will become permanent. The heat rules took effect June 15th; the wildfire rules took effect July 1st.

On July 1, 2022 Oregon’s Minimum Wage rates will increase. Along with this increase, it’s also time to make sure your required employment posters reflect this change. If you have already purchased an employment law poster from Cascade, you should have already received stickers with the new minimum wage rates to replace the current rates.

Cascade’s most recent HR Trends Survey asked for feedback on remote and hybrid work plans and how organizations are addressing these plans with return to work. We're sharing highlights from the results. You can check out the PDF report here and visit our website for other reports.

I really wish we could give you a solution to the employment and retention challenge so many of our workplaces are facing. Typical punditry would mean that the next few paragraphs offer some focused wisdom that solves all our current attract-and-retain problems. Prepare to be disappointed. On the other hand, we might be onto something. I am sharing here some well-tested ideas that require some serious self-reflection and a bit of leadership development. Many employers are shifting the “entry way” conversation and might be offering something that helps us all in the long run.

Members are the reason that Cascade Employers Association has existed for 75 years. As a “thank you” for your ongoing support, we are dedicating June to YOU! We have set aside the entire month of June to show our appreciation to Cascade members with free webinars, prizes and more! Here’s a sneak peek of what’s in store for you!

The “official” state of emergency in Oregon has ended and employees are returning to the office. However, the pandemic is not over. With that in mind, some employees may not be prepared to return to the office; perhaps they are at high-risk for COVID-19, or maybe they are afraid to return to the office due to concerns of contracting COVID. Because of this, employers may see an increase in COVID-19-related reasonable accommodation requests, specifically requesting remote/telework.

As businesses continue to transition to the new workplace, organizations have to balance their need for employees in the workplace with employees’ preferences for remote and hybrid work. This month’s survey gathers basic information on remote and hybrid work plans that organizations are currently implementing.

Do you find yourself wondering how your employees are really doing in this new workplace? Do they feel connected? Are they too stressed? Do they have what they need to do their jobs well? Sometimes it’s easier for leadership to identify when employees are feeling disconnected or overwhelmed when everyone is in the same physical workplace. But the new workplace presents some challenges in this regard.