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4 min read

New Member Profile: Julie McCormick

By NAIFA on 6/13/21 10:26 AM

Julie McCormick, CFP is a new NAIFA member, joining in April 2021. Julie practices with Continuum Planning Partners in Brentwood, TN. Although Julie has her investment and insurance license, she states that her specialty is financial planning as a whole.

Topics: Advisor Today
9 min read

How Will COVID-19 Change the Workplace Permanently?

By Insperity on 6/12/21 9:45 AM

There’s a light at the end of the tunnel – COVID-19 vaccinations are ramping up and the pandemic may be over in the foreseeable future.

Undoubtedly, many aspects of how we traditionally carry out work had to change because of the risks of virus transmission. But the question remains, how will COVID-19 change the workplace for the long haul?

  • Were the changes a temporary abnormal?
  • Will it soon be back to business as usual?
  • Or will COVID-19 have lingering effects on the workplace that will stay with us even after the pandemic ends?

The latter seems to be the most likely scenario.

We asked eight Insperity HR gurus to give their predictions on how COVID-19 will change the workplace permanently.

We broke their answers into five categories:

  1. Remote work
  2. Flexibility and work-life balance
  3. Technology use
  4. Compliance with laws and regulations
  5. Cybersecurity

Despite all the disruptions and stress that came with unexpected change and prolonged periods of uncertainty, many of these long-term impacts of COVID on the workplace may actually be positive.

Here’s what they had to say.

1. Remote work

No longer will the status quo – the brick-and-mortar location for a company – be the norm for some businesses.

The ability for employees to work remotely and be effective has demonstrated that the previous standard requirement for on-site work may be an outdated concept going forward for certain types of businesses where an on-site presence is not critical.

Kim Franklin | Senior Human Resource Advisor | Chicago, Illinois

This forced experiment has been a true learning event for everyone and has changed the relationship between employers and employees for the better.

Companies have now realized that many of their functions can be done successfully and remotely.

Before the pandemic, many companies were hesitant to truly accept this concept. Being forced to adapt in real time opened company leaders’ eyes to this new way of working.

Managers had to shift their perspectives and expectations of employees and learn new skills. Many have been very pleasantly surprised by the outcome.

Bonnie Moynch | Performance Specialist | Houston, Texas

Employees and employers alike now realize that remote work is feasible in many cases. Remote work will continue to prevail.

For employees, this may help to reduce commuting costs and stresses, and improve work-life balance. For employers, this may allow them to reduce the costs associated with physical office locations – either by:

  • Moving to smaller or less expensive locations
  • Or even closing physical offices

There may be no compelling need for an employee to return to working in a physical office. However, this adds the complication of how to manage employee performance, conduct and attendance remotely.

Mark Berry | Senior Human Resource Specialist | Bay Area, California

There will be a broader acceptance and embrace of a more virtual workforce.

Training has had to adapt for virtual environments, and that may stick. The days of gathering hundreds of people – or even just 20 or 30 – in one space for conferences, seminars and training may be a thing of the past.

We must be creative in figuring out interactive ways to engage employees while achieving similar outcomes as before. For example, what used to be one full day of training may now be three shorter days.

Additionally, managers must be able to lead remote employees well. They need to:

  • Stay engaged with their people
  • Make the extra effort for one-on-one personal time
  • Learn what motivates their employees
  • Identify how they learn and work best

Michelle Kankousky | Senior Corporate Learning and Development Consultant | Houston, Texas

2. Flexibility and work-life balance 

Balance and flexibility will be the new workplace mantras, and employees will become a more active partner in designing what that will look like.

Bonnie Moynch | Performance Specialist | Houston, Texas

The pandemic required businesses to have an increased flexibility with work hours, work-life balance and caregiver needs. Employers will need to sustain flexible work options to attract and retain skilled workers.

Caroline Hernandez | Human Resource Advisor | Los Angeles, California

Employers have learned an important lesson on flexibility and extending grace. On video calls for conducting business, it’s common for a child’s face to suddenly appear on the screen, a dog to bark or a baby to cry. Working around an employee’s family responsibilities in a crisis situation has fostered innovation and creativity.

The post-pandemic period may reflect a hybrid of on-site/off-site employees, investment in technology to ensure seamless transitions when business needs to adapt quickly to change and, through it all, balance personal and work life.

Kim Franklin | Senior Human Resource Advisor | Chicago, Illinois

Employers who prefer to have their employees on-site may consider providing motivation for employees returning to the office.

Allowing flexible schedules, such as one or two days of remote work and three or four days in the office may be sufficient to appease those who wish to remain home.

Arranging social gatherings in the office can also be a draw to bringing employees back to work. Hosting a lunch meeting or just bringing in lunch and giving employees an opportunity to gather on a regular basis may also be a good incentive.

Kelley Zanfardino | Senior HR Compliance Analyst | San Diego, California

3. Technology use

Technology has played – and will continue to play – a key role for many companies in maintaining the ability to work without experiencing a significant, negative impact on how they conduct their business.

Kim Franklin | Senior Human Resource Advisor | Chicago, Illinois

The workplace quickly adapted during the pandemic to extensively use audio and video conferencing to replace face-to-face meetings across a broader range of situations – and with employees who may not have ever used that technology before.

We will continue to see increased use of audio and video conferencing. In some cases, this technology will be more efficient in reducing travel time and expenses.

Mark Berry | Senior Human Resource Specialist | Bay Area, California

Because COVID forced many businesses to close or adapt operations, leaders had to leverage technology to come up with alternative ways of doing business that, as a result, streamlined processes and services. The most cost-effective solutions may be sustained into the future.

Caroline Hernandez | Human Resource Advisor | Los Angeles, California

4. Compliance with laws and regulations

There may be new requirements targeting time off for employees – whether that’s mandatory sick leave or public-health leave.

Some locations had laws of this nature already in place, often as part of a mandatory sick-leave law. Other locations may not have included public-health issues in their sick-leave laws – or they don’t have an applicable law at all.

All employers will need to maintain awareness of any legislation that arises from the pandemic, and adapt accordingly.

Kelley Zanfardino | Senior HR Compliance Analyst | San Diego, California

The COVID-19 pandemic may change the workplace by forcing businesses to reconsider safety protocols and procedures. They may have a newfound appreciation for OSHA and safety expertise. As a result, we could see increased budgets to invest in safety specialists and sanitation services for their businesses in the future.

Likewise, HR professionals have become essential – more than ever – in helping to navigate COVID-related laws and guidance at the local, state and federal level.

Caroline Hernandez | Human Resource Advisor | Los Angeles, California

5. Information security 

The shift to long-term remote or hybrid work arrangements will further blur the line between the personal and the professional.

Companies will need to consider how they protect data – both electronic and physical – when it’s accessed from a home environment. For example:

  • Will you allow confidential materials to be accessed at home?
  • What about the ability to print those materials?
  • How should workplace property be stored and secured?

On the flip side, employees should be careful to not disclose more of their personal lives than intended. For example, what’s visible behind them on a video call?

Long-term change driven by the pandemic is providing incredible opportunities to balance our work and personal lives. We just need to make sure that we redraw and reinforce the appropriate boundaries to protect everyone.

John Rhoades | Managing Director, Data Privacy and Technology Compliance | Houston, Texas

Summing it all up

When it comes to assessing how COVID will change the workplace permanently, HR, performance, and data privacy professionals agree:

  • Regardless of what employers thought pre-COVID, remote work or hybrid work arrangements will be viable, ongoing options for some employees.
  • Employers may wish to consider continuing to be flexible and accommodating in light of recent experiences.
  • Greater consideration should be given to work-life balance and individual employees’ personal circumstances.
  • Companies will continue to rely on technology to help them adapt quickly to unexpected events and operate more efficiently.
  • However, as the world adjusts to this new reality, niche professional advisors, such as in safety and sanitation protocols, cybersecurity, HR and employment law, will be critical in helping employers avoid or navigate problems.

Overall, COVID may have wrought havoc on a global scale, but fortunately there seems to be a silver lining poised to leave a positive legacy on the workplace.

To get the latest updates on how COVID-19 is changing the workplace, visit the Insperity COVID-19 Resource Center.

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Topics: COVID-19
1 min read

NAIFA Mourns Passing of  Loyal Member John Sherwood Holmes, III

By NAIFA on 6/11/21 1:51 PM

NAIFA is saddened to learn the news of the passing of one our own—John Sherwood Holmes, III, LUTCF (loyal member since 2000). We are indebted to John’s commitment to NAIFA and the years of volunteer leadership he gave at so many different levels. A dedicated New York Life agent, John was the epitome of a good NAIFA citizen: involved in advocacy, a consistent contributor to IFAPAC, holder of the LUTCF designation, and a Leadership in Life Institute (LILI) graduate. We honor John for his service and we send our condolences to John’s family.

3 min read

OneAmerica Partners with NAIFA to Support Advocacy and Educational Initiatives

By NAIFA on 6/10/21 2:45 PM

NAIFA and OneAmerica® have completed an agreement on the Educational Partner Program, under which OneAmerica will provide educational content and thought leadership for NAIFA’s Advisor Today platform as well as its Centers for Excellence: The Business Performance Center, Limited and Extended Care Planning Center, and Talent Development Center. OneAmerica sponsored and participated within NAIFA’s 2021 Virtual Congressional Conference held May 25-26th that drew more than 1,350 advisors, and will be a key sponsor for the upcoming Performance+Purpose conference to be held virtually August 17-19, 2021. 

Topics: Talent Development Center Performance + Purpose Conference Press Release Business Performance Center Limited & Extended Care Planning Center
2 min read

NAIFA and ReminderMedia Announce Marketing Partnership

By NAIFA on 6/8/21 2:26 PM

NAIFA and ReminderMedia have completed a marketing partnership agreement to promote professional cooperation between the two organizations. Under the partnership, ReminderMedia is a founding member of the Business Performance Center. NAIFA and ReminderMedia will work together to give broader access for financial professionals and consumers in areas where the organizations’ interests overlap.

Topics: Press Release Business Performance Center ReminderMedia
3 min read

Loyal Member Profile: Peter Browne

By NAIFA on 6/3/21 12:07 PM

Peter Browne, LUTCF is serving as the Immediate Past President of NAIFA-NY and has been a loyal NAIFA member since 1965. Peter recently relocated to White Plains, NY but spent the bulk of his career in New York, NY with PRB Wealth Management. He specializes in executive compensation and estate planning. 

Topics: Advisor Today
2 min read

NAIFA Partners with NAFA to Support Annuity Awareness Month

By Suzanne Carawan on 6/3/21 11:49 AM

The National Association for Fixed Annuities (NAFA) is the exclusive trade association solely dedicated to fixed annuities. NAFA has brought together industry leaders to spread awareness via the Coalitions for Annuity Awareness in celebration of Annuity Awareness Month. The Coalition is comprised of industry associations that serve consumers by educating them about annuity products. NAIFA recognizes the importance of NAFA’s mission to spread awareness on annuities, making the partnership between our two organizations a natural fit. NAIFA, like NAFA, understands the role annuities play in today’s market. The significance these products have on Americans in an environment that has enabled people to live healthier, longer lives are invaluable. NAFA has worked tirelessly for more than a decade to have the month of June be well-recognized and respected as an Annuity Awareness month, a vision that is now materialized via the Coalition of Annuity Awareness.

Topics: Annuities Press Release Annuity Awareness Month
2 min read

Confidence and Credibility With NAIFA's LUTCF

By John Boyle on 6/3/21 11:33 AM

After graduating from Stockton University in 2017, Daniel McGeehan, LUTCF, CRPC, (loyal NAIFA member since 2020) followed his father, a 30-year agent with Knights of Columbus, into the insurance business, also with Knights of Columbus. Having watched his father in the business and having been a member of the Knights of Columbus since he was 18 years old, McGeehan was very comfortable following in his father’s footsteps. But he was not immediately comfortable working with older clients on financial planning.

Topics: Certifications & Designations
2 min read

NAIFA Awards Deadlines Approaching

By Emily Cabbage on 6/3/21 9:56 AM

Are you a good NAIFA citizen or do you know of someone who should be recognized for their impact on the industry? It's award season at NAIFA and we want to recognize our outstanding members and all the work they do for their clients and the industry. Nomination and application deadlines are just around the corner. Help us differentiate our members from the crowd through our awards program. Receipients will be recognized in December during the National Leadership Conference in Washington, D.C.

Topics: Award Winners
5 min read

What Memorial Day Means to Me: Letter from a New Veteran

By Jaquetta Gooden on 5/31/21 10:00 AM

Memorial Day is a time to remember and honor our fallen heroes who paid the ultimate sacrifice, a day of remembrance for the 1.2 million men and women who answered the Nations call and protected the many freedoms that we have as Americans 

As a U.S. Army veteran with two combat tours and 20 years of active service, this day will always hold special meaning. I was 19 years old when I deployed for my first combat tour to AfghanistanIt was unlike anything I ever experienced  going on convoy missions, to being mortared on our fobs, I was and am always aware of how fortunate I am that I was one to make it back home. 

Topics: Networking Blogs military women

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