HR Insights

From the Eyes of Industry Leaders

President’s Letter

At the time of writing, California’s state legislature is debating the merits of enforcing a four-day workweek. The proposed bill will legally define a workweek as 32 hours, with only four eight-hour days per week for all companies with 500 or more employees. This legislation has sparked a major debate about the feasibility and practicality of such a forced work arrangement across industries.

Meanwhile, the rest of the country is still facing the aftereffects of The Great Resignation. As more companies ask their employees to return to their offices, they are facing various levels of pushback. The importance of hybrid - if not fully remote - work arrangements is being proven as a way to attract and retain talent.

In this issue of HR Insights, Kevin Eikenberry writes about “Fast-Forwarding the Future.” In his article, Eikenberry discusses the history behind our “old normal” of working eight hours a day in an office setting. He also outlines strategies for managing our “new normal” of flexible arrangements that may be uncharted for employers.

At Employment Enterprises, our employees proved their capability and success when working from home during the pandemic, so we have welcomed hybrid and remote work arrangements that can still accommodate our customers’ requirements. We have some job categories that allow for completely remote work with in-person training engagements, while others lend themselves to a hybrid work arrangement around our customers’ needs. As with most work environments, we do still have some job categories that are essential in-office positions. Our goal is to hire, train, and promote employees into work environments that allow them to handle a variety of life demands.

That said, it can be challenging to navigate these changes at the speed with which they are happening. Chasing a sense of stability is tricky and can feel like walking a tightrope. We are focused not only on trying new arrangements, but also evaluating and making course corrections when necessary.

Bottom line: the future is now! Change will continue to be necessary to recruit new employees and retain top performers. Companies open to trying new ideas while maintaining the integrity of their customer service will be the big winners.

Lovey Hammel, President

“The law of win/win says, ‘Let’s not do it your way or my way; let’s do it the best way.’”
− Greg Anderson

More HR Articles

Inside the Current Issue

  • A Survival Guide to Feeling Overwhelmed
  • Building Inclusivity through Communication and Empathy
  • Fast-Forwarding to the Future
  • Rethinking Organizational Roles and Structures
  • Generation X: From Obscurity to Prominence
  • How to Leverage EVPs
  • The Ideal Strategy for Countering the Great Resignation
  • Ready or Not, Here Comes Change

Read Current Issue


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