Welcome to “The Most Interesting HR Stories of the Week,” a weekly post that features talent insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
“In a 6 to 3 vote, the U.S. Supreme Court on Thursday throttled President Biden’s federal vaccination mandate, requiring that employers with at least 100 employees had to mandate Covid-19 vaccinations or submit to weekly testing. In a per curiam decision, which means that the author of the decision is not named, the court sent the case back to the lower courts for a ruling on the merits but effectively killed it.” What does this mean for your company going forward?
“As individuals’s work routines have been upended by the pandemic, they’ve begun to query the thrum of unpleasantness and accumulation of indignities they used to shrug off as a part of the workplace deal. Some are saying: no extra working for jerks. But it’s not unlawful to be a jerk, which introduces a hiccup into that mean-colleague reckoning. The definition of a bully is commonly within the eye of the coffee-fetcher.”
“The reality is, it’s now rare to find anyone who just wants to be ‘average,'” says Tim Sackett. “I grew up in a world where the majority were completely fine with just doing their job, going home and living their life, rinse and repeat. Now, everyone wants to be extraordinary. The problem is, if everyone is extraordinary, we all just are the same. If we are all the same, aren’t we all just average at that point? We are.”
Three-quarters or Kroger employees are food-insecure, according to new research. What’s more, “[a]bout 86 percent of respondents said Kroger was their lone source of employment and income. On average Kroger workers make $29,655 annually, or approximately $16,100 less than an annual living wage if the company paid $22 per hour.”
We’ve been living through the greatest workplace disruption in generations and the level of volatility will not slow down in 2022…These realities will be layered on top of longer-term technological transformation, continued DE&I journeys, and ongoing political disruption and uncertainty.”
“The testing available to a small number of white-collar professionals underscores the difference between their pandemic experience and that of other Americans, putting them at an advantage over many, including workers at small businesses without the means to procure testing kits for their staffs. Like personal protective equipment and vaccines, tests have become the latest example of how a tool to battle the pandemic can exacerbate social and economic divides.”
“A senior manager of sales called me and said, ‘Kayla, I need you. We have an employee screaming at her manager in a conference room and I don’t know how to diffuse this. Everyone can hear her.’ By the time I made it to the sales floor, the employee had stormed out and left for the day. After debriefing with the management team, I learned the following…”
“Do potential rewards influence how much you remember about situations? If so, do you have to find out about those rewards when you first encounter the information, or can you find out about the rewards at the time that you are going to retrieve the information?”
Read the most interesting HR stories of past weeks here.
How Employers Can Win During the Great Resignation (Wed, Jan 26)There are no signs of The Great Resignation slowing — which means companies must cater to talent or they will lose in this candidate- and employee-driven market. Employers must make changes to hire top talent but also retain their top talent. Learn how employee experience (EX) drives candidate experience (CX) and vice-versa, how to curb recruiting costs with more and better first-party candidate data, and how to fix CX gaps and create prioritized technology roadmaps by working closer with IT. Register here.
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