Between navigating the economic downturn, addressing employee attraction and retention struggles,
and balancing day-to-day operations, 2023 will likely be a busy and challenging year for HR professionals.
So, now is the time for HR teams to prepare their organizations and employees for 2023. Creating a
calendar will allow HR professionals to be more organized and productive throughout the year.

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Effectively expanding company culture into the remote workplace is more than just creating policies and
adjusting business practices—the actions and behaviors of employees will continue to define a culture,
just as in any work location.

Within the remote workplace, there are ways that employers can help expand the positive attributes of
their company culture to those engaging in remote work. Options for employers to consider include
encouraging behaviors, implementing practices, and rethinking employee engagement.

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Workplace culture, which is like a set of unwritten company values, is the unifying element that holds
everyone in an organization together. An applicant screening process that doesn’t integrate questions
regarding your company culture can be extremely costly for your organization. Oftentimes, HR Leaders
realize an individual is not a good fit for their company too late, causing business disruption, wasted
recruiting and training resources, and low employee morale.

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When workplace stress isn’t addressed or is severe, employees are at risk of burning out. If employees experience burnout, they are more likely to be unproductive, miss days of work and even leave the company.
For some employees, the negative effects of burnout extend beyond their work life and into their home and social lives.

Moreover, burnout can increase an employee’s risk of getting sick or developing a chronic condition. Since burnout is the result of prolonged and chronic workplace stress, employers must learn how to recognize the signs of stress and develop mitigation strategies before stress turns into burnout.

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Taking into consideration the growing labor market challenges, it’s important for organizations to focus on identifying and retaining key employees. These individuals can boost performance and drive business for their employers, making them essential to organizational success.

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After wrapping up another successful open enrollment period, there are a few benefits-related actions your organization can complete to review your strategy’s performance. The post-open enrollment tasks are just as crucial as your strategy leading up to and during open enrollment.

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Before considering any new partnerships or implementing new initiatives to support mental wellbeing at your organization, you should look at the benefits you offer to ensure they support mental health.

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