Searching Pondering Equity-Based Long-Term Incentive Plans on page 192

-based workers found that when compared to their non-frontline counterparts, rates of anxiety and depression among frontline workers are 33% and 61% higher, respectively, and when facing high stress, frontline workers also are 30% less likely to seek out professional assistance.

And, that is all-way communication — hearing from employees, responding to employees, sharing information in all directions, adapting based on what is communicated, and signaling values and priorities through communication,” Williams said.

The company went from a small family-based business to an established international brand — with its first U.S. location opening in Falmouth, Mass., last year.

Even before the COVID-19 pandemic disrupted Americans’ wobbly work-life balance, the Mattingly family convened a summit at the Johns Hopkins Bloomberg School of Public Health where experts in the field of workplace mental health came together to discuss research, practice, and evidence-based solutions for achieving a mentally healthy workplace.

(Sponenberg is the former chief people officer at The Granite Group, a plumbing, heating, cooling, water and energy wholesale supplier based in New Hampshire.)

If people are planning to collaborate or need to work in a creative, team-oriented environment, the organization implores them to come to the office to do so.

.; ;Case management: Individual assistance navigating the complex network of services and developing a care plan.; Employees also can connect with an information specialist Monday through Friday from 8 a.m. to 9 p.m.

OCCABA initiated plans for mentorship programs targeting veterans and college students, demonstrating a commitment to broader professional development beyond traditional boundaries.

;Organizations and TR functions that foster fact-based pay conversations can better align teams with management and allow managers to directly answer employees’ questions on how pay decisions are made and educate those workers about their path for career advancement.; ;Organizations that fully equip their managers with well-defined job descriptions, unshakable compensation data and a firm but compassionate perspective that almost no one likes discussing their pay can set forth an entirely different dynamic — one that respects the potential of the employee while protecting the organization’s business objectives.; ;Supporting your organization’s managers with contemporary compensation tools and precise market pay information likely leads to better employee engagement and demonstrates a deeper understanding of how personal pay is structured.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all

.; ;Consider a skills-based approach to roles versus rigid job descriptions, where resources can shift to the highest priority of the week.