414-421-9626 jeff@jeffkortes.com

In the article, they address the fact that work-life boundaries have largely disappeared because of Covid-19 and people working out of the home. Many managers who have been exempt under the Fair Labor Standards Act have experienced this for years. When I was an exempt employee, I found myself working on projects and checking emails in the evenings and on the weekends all the time. It was expected that you would do that. After all, you were in management. It’s gotten even worse with the Covid-19 pandemic. Now, managers find themselves constantly working because they have no physical separation from work and home, so everything blends together.

Then you have hourly employees which make up the bulk of the workforce. These are people who should be paid overtime when they work beyond 40 hours a week. When talking with colleagues who are hourly under the Fair Labor Standards Act, this employee retention trainer finds that they too work beyond their typical 40-hour workweek without overtime pay. Why? Mainly because with higher unemployment and fewer jobs available they are reluctant to push back and simply stop working when their workday should be done. They don’t bring up overtime out of fear of antagonizing their boss and potentially put their job in jeopardy. Also, their boss is more than happy to look the other way so that the work gets done without paying overtime. In one case, this employee recruitment expert knows that the organization itself has even restricted over time. So, the person is reluctant to bring up that they can’t get their job done in 40 hours for fear the organization will find someone that can! The reality is, Covid-19 has made some jobs more time-consuming and cumbersome now that they are being worked out of the home.

Beyond the whole issue of violating the Fair Labor Standards Act, there is an issue of employee retention. It’s clear the boss or even the organization doesn’t Care that the employee has no work-life boundaries. The “C” in C.R.A.P… Caring, Respect, Appreciation, and Praise is clearly missing. As the economy continues to open up, these people who feel the organization or their boss does not care are flight risks when things open up. Organizations and bosses need to be VERY aware that this is the case, or they could lose people in large numbers in the future. It’s time for organizations and bosses to wake up and face reality. If they don’t help people set work-life boundaries…people will quit when they can. What will they do? They will join an organization that cares about these boundaries and facilitates the employee maintaining them!

Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation, and Praise) Why? Because C.R.A.P. Works!

 

Is your organization desperate to retain people? If so, email me at jeff@humanassetmgt.com to find out how the C.R.A.P approach can reduce employee turnover by 40-80%. When you send me the email…make the subject title I’m desperate and I will set up a call so we can get to the root cause of your employee retention issues!