Canopy Nation Blog

Company Culture
Christina Babu

Three Ways to Engage Employees With an Organizational Mission

Employees are more likely to be engaged and loyal to organizations with a mission they believe in and trust. An organizational mission, sometimes called a mission statement, is a brief, broad statement about a company’s goals and how it intends to meet them. Cultural values are a way for the organization to achieve its mission. The values define employee behavioral expectations and explain how leadership expects employees to work. Whether your office is fully remote, hybrid or in-person, there are a few different ways you can connect with your employees to develop these values. Involve them. Make it a priority to involve your employees in your mission early on, for example during orientation on their first day on the job. Organizations that practice what they preach will garner more buy-in among employees, and they will recognize how their roles impact the mission. Celebrating organizational success, whether big or small, upholds the mission and delivers value to stakeholders. It not only reminds employees about how performance is measured but demonstrates how those actions are important and truly make a difference. Recognize them. Reward employees when their work reflects the organization’s mission. Recognition shows employees you are committed to achieving the company mission and you are invested in your employees’ success. When other employees take notice of those contributing to the mission, they are likely to follow suit. A good mission or philosophy can foster a sense of belonging in the workplace, so giving employees a sense of culture and tradition contributes to enhancing those values. Communicate with them. Along with these traditions, it is important to establish informal and formal engagement opportunities. Different settings can help increase workplace engagement and help hybrid or remote workers feel better connected to the organization. Additionally, it’s critical that all employees have access to the latest company happenings. For example, a company intranet can become a one-stop destination for employees to get to know each other and communicate. Regular engagement ensures every employee receives company updates and communication at the same time. In a distributed work environment, employees working in person are typically more in tune with day-to-day updates, which could isolate employees working remotely full- or part-time. It’s imperative to prioritize employee engagement across all work environments to ensure they all feel connected to the mission Contact CanopyNation today for more information on distributed workplace strategy and management. We can discuss perks and employee benefits that recognize their organizational impact and keep your team committed to your mission.

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Company Culture
JennaOPR

Considering a hybrid work model? Here’s what to know.

With COVID-19 no longer a declared public health emergency, many company leaders are pushing for employees to return to the office. However, many workers who got comfortable working remotely are resisting the return. As a compromise, employers have introduced hybrid work models in their reopening plans. By definition, a hybrid workplace is a flexible model designed to support a distributed workforce of both on-site and remote employees. The following workplace models are examples of what employers are implementing: Flex remote means employees are on-site on set days. Flex remote is likely to be a popular model to provide employees the flexibility to be on-site some days and work the other days remotely. Core hours means employees are available during designated times. Employers designate a block of time when employees are present, available for meetings or working at the same time. That model helps hybrid teams intentionally collaborate, which is especially helpful if employees are located in different time zones. Custom scheduling may be an option for employees who want to request a specific hybrid work schedule. To support this, employers or managers may ask employees to fill out a form with their desired work schedule and locations. Practical application of a hybrid model may be a combination of several arrangements, and it’s important to assess what works best for your team and culture. Employers should consider whether certain departments or roles need to work on-site or can be just as effective working remotely. Every organization will be different, and the working model will need to be what’s best for both employers and overall employee experience. Location considerations for hybrid workplaces It’s equally important to consider what’s critical for businesses when it comes to the physical workplaces. Employers may consider a large headquarters or one to two main offices. Depending on the business, it may make sense to create multiple proportionally sized offices or small regional workplaces. Employees can travel to regional hubs rather than a central headquarters that may be farther away. If a permanent office isn’t necessary for business, employers could consider renting flex space for periodic collaboration. Keep in mind the focus of flex space for a remote workforce is in-person collaboration, not connectivity. Hybrid workplaces can look very different based on the organization’s priority of factors, including the ability to access talent, individual and team productivity, and the cost of real estate. Advantages of hybrid workplaces Despite remote work being forced upon some organizations during the pandemic, a long-term approach for a hybrid workplace offers several benefits to both remote workforces and employers. Advantages of hybrid workplaces can include: A wider talent pool as a result of removed geographical limits. Increased employee productivity. Stronger employee engagement. Better collaboration. Greater schedule flexibility. Healthy work-life balance. If the timing on leases and other workplace contracts works out, employers could also realize reduced operation costs. It’s essential to evaluate if any office locations or expenses are redundant or underutilized. Challenges of hybrid workplaces Like any new initiative or strategy, a hybrid workplace also has its shortcomings. Challenges of hybrid workplaces may include: Potential for different time zones due to geographically dispersed teams Communication misunderstandings due to availability of visual cues Lack of real-time collaboration Shortage of team-building opportunities and events Loss of belonging and shared purpose as a separate on-site culture and remote culture emerge Cybersecurity and reliance on IT infrastructure Employers can reduce the prevalence or impact of such challenges by being intentional about decisions and trade-offs. They must be empathic and listen to individual employee needs, while also being creative when developing connected and effective workplace solutions. Strategies for a successful hybrid workplace Taking hybrid workplace advantages and challenges into consideration, employers can develop their ideal hybrid workplace and bring that idea to life in a return-to-work plan. The process may involve making an organizational culture shift, which may also reshape organizational goals and objectives. Most organizations have norms in place for on-site employees but can also adapt a mirroring set of standards for those working remotely. It’s important for employers to accommodate all employees, but also to create practices that treat all employees fairly. To best accommodate a distributed workplace, consider the following tips: Formalize hybrid work processes. For hybrid work processes to be effective, employers should establish clear expectations and communicate them often and openly. It’s especially important to formalize technology and other remote-specific policies or guidelines. If employers are accommodating custom schedules, a formal remote or hybrid schedule request process will streamline the process for managers and HR professionals. Be transparent about remote and hybrid work expectations and decisions. There are a variety of reasons why some employees may be expected to work on-site while others are granted the opportunity to work remotely. Being transparent about decisions can facilitate a friendly and open environment for distant teams to effectively collaborate. Plan meetings to be friendly to all employees. Remote employees attending a meeting via a conference line or video platform can be just as active as those sitting in the conference room chairs. At the beginning of a meeting, leaders should introduce participants joining remotely and ensure that all participants have a chance to share their thoughts or ideas. Create an open chat. Chat tools can facilitate dialogue for both remote and on-site employees. Channels can be created for efficient work-related communication—or even to replace water cooler conversations and help build camaraderie within teams. Ask for and listen to feedback. It’s equally important to elicit employee feedback and concerns to optimize return-to-work plans or working arrangements. A thoughtful hybrid workplace approach combines the best aspects of an organization’s on-site and remote workplaces. Hybrid workplaces can help maintain a great work-life balance for employees and an employee-centric work environment for employers and organizational leaders. In general, employers should prioritize employee engagement and well-being in workplace strategies and plans.

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Uncategorized
JennaOPR

Strategies for Saving on Prescription Drugs

The United States has one of the highest costs of prescription drugs in the world. On average, Americans spend around $1,200 on prescription drugs each year! That statistic will likely rise , as prescriptions are more expensive than ever. One in 4 Americans are paying more for their medicine than they were one year ago. Because of this, we gathered some tips for saving money on prescription drugs. Compare prices It’s a good idea to start by asking your doctor if there is a generic version of the medicine they prescribe you. If there is no generic version available, drug prices vary from store to store, so be sure to compare prices. Look into different websites and apps with price comparison tools for your convenience. Plugging in your prescription to the tool will show you different price points and will help you make the best choice for your bank account. Check your insurance Check your health care plan to see your preferred networks. According to AARP, over a third of employers have pre-negotiated lower costs through preferred pharmacies for employee health benefit plans. Don’t be afraid to contact your insurance company if you have questions. You can save the time and stress of reading your formulary by calling an agent and simply asking if your prescription is covered. If it’s not, they can recommend similar products they cover. Be sure to confirm these suggestions with your doctor. Clip coupons. Deals can sometimes be found on the drug manufacturer’s website that can be used at your local pharmacy. Some stores have rewards programs, where if you fill prescriptions at their pharmacy or shop for other medicines, you can receive coupons or a discount over time. It’s also a good idea to look into independent pharmacies. Sometimes small pharmacies have better prices than large chains, contrary to popular belief. One option is to ask your pharmacist if the prescription would be cheaper if paid in cash. Pharmacists can tell you if you’ll save money by not using your insurance and paying with cash instead. Look into your medicine. Once you know a prescription works well for you, consider buying a 90-day supply. Oftentimes, a higher supply results in a lower cost per pill. Another option is to split pills. Talk with your doctor to see if the medicine is offered in a higher, cheaper dosage. Tablet-splitting isn’t safe for all medications, so always consult your doctor. Generally, capsules, coated pills and time-released drugs should not be split. Finding the right money-saving strategy can take some time, but with the rising cost of prescription drugs, it is worth it. Keep in mind drug costs change frequently, so do not be shy about searching for a better deal. Under no circumstances should you skip taking your medicine due to cost. It is important to save money, but health comes first. Contact CanopyNation today if you have any questions regarding your health plan.

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Company Benefits
JennaOPR

Understanding different types of life insurance

Life insurance is never pleasant to talk about, but it is recommended to purchase a policy if you want to take care of your loved ones when you pass away. It is one of the most common employer-provided benefits. There are a few different types, depending on premium costs and investment options. Learning which policy best suits your and your family’s needs can be confusing, so we simplified the process by listing your options below. The first thing you need to know is that life insurance is divided into two categories: term life and permanent life. Term coverage is for a defined amount of time, while permanent plans last a lifetime. 1. Term life insurance Term life insurance has a specific coverage period, but participants usually have the option to renew or change it into a permanent policy at the end of the term. With this type of policy, you will pay the same amount of money for a set number of years. The length of these plans usually falls between one and 30 years. Premiums typically start out at an affordable rate, but when renewed or converted into a permanent policy, rates can substantially increase. These policies do not hold any cash value, meaning you will not collect savings from your policy. 2. Whole life insurance Whole life insurance is a type of permanent insurance that offers life-long coverage combined with a cash-value savings component. This type of policy has higher premiums than a term life policy. Premiums remain constant, and a portion is invested by the company, which becomes the cash value of the policy. Whole life insurance pays a fixed amount upon death. The guaranteed death benefit of whole life insurance will never decrease, as long as premiums are paid. This plan offers the most stability. 3. Universal life insurance This is another type of permanent insurance policy that combines term insurance with the ability to earn interest on cash value, paying a market rate of return. The cash value grows tax-deferred and can be borrowed or withdrawn from the policy. This plan is more flexible than whole life insurance, as it also allows you to change your premium payments and death benefit within limits. Universal life plans typically provide the most long-term protection for your dollar. 4. Variable life insurance Variable life insurance is similar to universal life insurance in the investment aspect and flexibility. However, instead of simply earning interest on the accumulated cash value, policy owners have more options and control on how to invest that cash. The ability to invest in professionally managed investment options allows for the potential to accumulate cash value while providing death benefits protection. However, there is a greater risk of loss due to this benefit. Premium amounts will vary depending on different circumstances, like gender and whether you smoke or not. Women normally pay less in premiums than men due to a longer life expectancy. Rates can also increase or decrease based on various health conditions and family history. For a better understanding of the rates and types of life insurance packages that best suit your family, contact CanopyNation today.

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Legislation Updates
Christina Babu

What employers need to know about the PWFA and PUMP Acts

The Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) were expanded to include more protections for employees who lactate. These new provisions affect all workplaces in the U.S. and are now in effect. The PUMP Act applies to all businesses with more than 50 employees. Companies with fewer than 50 employees are also affected unless the business can prove the law causes undue hardship. Here’s what you should know about these changes in the workplace and how your business can properly comply with the acts. Pregnant Workers Fairness Act The Pregnant Workers Fairness Act has expanded beyond discrimination in the hiring process and in workplace policies. Employees affected by pregnancy, childbirth or related conditions are now protected by this bill to receive “reasonable accommodations.” Such accommodations could include time off for various doctor appointments, chairs when other employees are standing or an increase in bathroom breaks. If accommodations hinder key responsibilities of the job, like lifting heavy objects or a lot of physical movement, employers should consider transferring the pregnant worker to a different role within the company. Of course, this would be determined on a case-by-case basis and depending on open positions. Providing Urgent Maternal Protections for Nursing Mothers Act  The new PUMP Act legislation is more specific than the previous provisions under the Fair Labor Standards Act. The Fair Labor Standards Act placed a requirement on businesses to provide a break time for salaried workers to pump their breast milk. The new PUMP Act covers all types of employees, not just those exempt from overtime. Another requirement for employers is to provide a private space for workers to pump their breast milk, and the space cannot be a bathroom and must be hidden from public view. Employers should consider a room with an electrical outlet, a place for storing the pump and a refrigerator to store the milk. Exceptions to the PUMP Act include pilots and flight attendants, due to opposition from the industry. Employees must notify their employer if they are not being provided correct accommodations and the employer has 10 days to comply. If you have any questions regarding the PWFA and PUMP Acts, don’t hesitate to reach out to the employee benefits experts at CanopyNation. Additionally, we can discuss unique benefits that support families within your organization.

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Company Culture
Christina Babu

4 Steps to Managing Mental Health at Your Organization

Supporting your employees and their mental health is something that a successful organization prioritizes. It’s important to remember that mental health is just as important to maintain as physical health. Healthy employees mentally and physically are beneficial to the whole organization. Mental health issues can lead to lack of concentration, loss of interest and mood changes, which can ultimately affect work performance and attendance. Taking care of your employees’ mental health requires major culture shifts within your team. Here are ways to begin your journey to becoming an empathetic advocate to your employees. Create a supportive foundation. Make sure that any mental health initiatives are aligned with your organization’s core values, goals and ethics. Evaluate your team culture to see if there are any workplace factors that may overwhelm workers and potentially lead to burnout. Let your employees know that you and the organization are there for them, and be able to guide them in the right direction when it comes to maintaining their mental health. Focus on reducing stigma. Normalize discussions surrounding employee mental health. Consistently communicate to employees that getting help is a sign of strength, not weakness, and you’re there to support them. Speaking freely about mental health resources and simply informing your employees about ways to seek help will deem extremely beneficial in the long run. Make it possible for employees to get help. Go beyond just talking about helping employees. Facilitate ways for employees to get help so you will be equipped to address mental health issues effectively when they arise. Consider standardizing a procedure for managers to follow when mental health situations present themselves. Creating a plan for these scenarios shows your team that the organization truly prioritizes their mental health. Promote your intentions. You will see a change in the workforce when you promote support for employees’ mental health. Employees who know employers are there to support them will be more likely to be transparent when they experience mental health struggles, which will help them get back on their feet as quickly as possible. Publicizing your support will encourage employees to come forward with their needs. No one is immune to mental health challenges. Employees who feel seen and supported are less likely to experience mental health issues, miss work or fall behind on their performance. Many even grow trust toward their companies and feel proud to be a part of the team. There are several employee benefits and perks available that can create a positive culture that prioritizes your team members’ mental health. Contact CanopyNation today to learn more about available resources.

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