By Kimberly Kafafian

Even if you aren’t a football fan, chances are you’ve seen the Tom Brady “unretiring” commercial. The GOAT signed a 10-year contract with FOX to be an in-game NFL analyst. In the commercial that hypes up his debut in the broadcasting booth, Brady notes his football journey isn’t even close to done, closing the ad with, “Back to work.” You may recall that Brady retired the first time around in February 2022. That decision lasted a whole 40 days before he announced he was coming back for a 23rd season citing “unfinished business.” After the end of that season, he officially retired from playing the sport, but he still can’t seem to sit on the sidelines. He’s back in the game, just in a different capacity. While Brady may not have been my team’s quarterback, I can appreciate his passion for returning again – and again – to keep one foot on the field. He’s got a lot of life left, and plenty of wisdom and insight to share. Brady’s not alone in his “unretirement.” Returning to work has become a trend – particularly among baby boomers – and one that wise leaders are recognizing as a golden opportunity for their organizations.

Data from LinkedIn reveals that the number of previously retired baby boomers returning to the workforce reached a five-year high of 13.2% in 2023 – an increase of 23.9% over 2022. Why are people deciding to go back to work? While you may be quick to think they need additional income or medical insurance, many return to the workforce because they miss the mental stimulation and social interaction, or they are looking to find more purpose in their lives. 

Benefits of Hiring Older Employees

Whichever reason brings older people back to the workforce, it’s a boon for employers. Older workers offer a wealth of experience and knowledge, which can help employers not only fill gaps but save on training costs. Unretired workers also tend to have a strong work ethic, and according to studies, are usually more engaged, which can boost productivity. And, their serving as mentors and coaches to younger employees leads to a more collaborative and cohesive environment. Simply put, having older employees is good for business.

The Cost of Ageism in Recruitment

Despite the plethora of benefits, there’s still a stigma surrounding age that creeps into recruitment. Many employers harbor biases against older applicants, thinking that they are less adaptable or technology savvy. According to AARP, about two-thirds of adults over age 50 believe older workers face discrimination in the workplace. This pervasive bias not only affects job seekers, but significantly limits the talent pool. Dismissing candidates because of their age is a missed opportunity, costing employers to lose out on key candidates.

Unretiring Boosts Brain Function and Well-Being

It’s not just organizations that gain from unretiring. Workers also reap benefits – beyond pay – by being back on the job. Engaging in work can stimulate the brain, decreasing the risk of cognitive impairment and preserving memory. Many retirees report feeling isolated and lonely, which can impact mental health. Returning to work provides opportunities for social engagement, enhancing overall emotional well-being. Additionally, having a clear sense of purpose, with routine and structure, can boost mental wellness.

How Employers Can Capitalize on the Unretirement Trend

• Revise Job Descriptions – Focus on skills and experiences rather than years worked or age. 
• Offer Flexible Work Arrangements – Flexibility can make positions more appealing to older workers who may want a better work-life balance.
• Provide Training and Development – Help older employees enhance their technical skills.
• Foster a Culture of Inclusion – Cultivate a culture that values age diversity and encourages intergenerational mentorship programs that allow older employees to share their knowledge while learning from younger colleagues.

The unretirement trend presents an opportunity for employers to rethink their approach to recruitment and workforce diversity. By recognizing the value of older employees, organizations can tap into a talent pool that brings experience, reliability, and insights, improving productivity.

By Kimberly Kafafian

At Monarch, we understand the complexity of workplace challenges. Despite our best efforts to maintain a safe and fair work environment, incidents may occur.  Someone may claim harassment or discrimination. A worker may become injured because of a safety violation. Perhaps a bookkeeper helped themselves to some of the profits. Or maybe someone feels bullied or they are witnessing unprofessional behavior at work. Each situation requires a swift and impartial HR investigation to ensure fair treatment for all parties involved and to determine the appropriate actions to protect your organization. 

If your business is facing any of the situations mentioned, it’s crucial to conduct a thorough investigation – not only to maintain trust and ensure a fair outcome, but also to protect your organization from potential lawsuits or EEOC actions. As an experienced HR investigator, I understand how complex and overwhelming this process can be, as it requires balancing  protecting employee rights as you investigate. The information below will help you understand what triggers an investigation and provide guidance on conducting it effectively. 

Actions that Trigger HR Investigations

The human resources department is charged with examining allegations of misconduct, violations of company policies, or other issues that could affect the workplace. These investigations are typically triggered by complaints or concerns raised by employees, management, or other stakeholders.

HR investigations address a variety of issues, including but not limited to:

• Harassment or Discrimination: Claims of unfair treatment or hostile work environments based on race, gender, sexual orientation, or other protected characteristics
• Workplace Violence: Allegations of aggressive behavior or threats that jeopardize the safety of employees
• Ethical Violations: Breaches of company policies or breaking of the law, such as fraud or embezzlement
• Performance Issues: Situations where an employee’s behavior or performance deviates significantly from expectations
• Safety Issues: A workplace accident or safety concern

The Process of an HR Investigation

While each HR investigation is unique, the general, structured approach outlined below helps ensure fairness and thoroughness.

1. Assess the Nature and Severity of the Complaint. HR will determine whether the issue warrants a formal investigation, and if so will outline its scope.
2. Plan a Course of Action. The HR investigator will define clear objectives, identify key witnesses and evidence, and establish a focused, efficient timeline to ensure a swift, complete, and accurate investigation.
3. Gather Information. This involves conducting interviews with the person who made the complaint, the accused, and any witnesses. In this phase, HR will also review any pertinent documents, emails, and other materials.
4. Analyze the Evidence. Once all the information has been culled, HR will analyze it to corroborate accounts, evaluate credibility, and identify patterns to understand the context and implications of the issue.
5. Determine Findings and Conclusions.
   Based on the evidence gathered, HR will determine whether the complaint is substantiated or not. This requires objectivity, ensuring all facts have been considered without bias. If the investigation uncovers misconduct or policy violations, HR will document the findings clearly.
6. Recommend Corrective Actions.
   If the complaint is substantiated, HR will recommend actions to address the behavior or issue. These could range from disciplinary action, policy changes, or additional training, depending on the severity of the findings. The goal is to correct behavior and prevent future issues.
7. Communicate the Outcome.
   HR will share the findings and next steps with the involved parties. While confidentiality is key, both the complainant and the accused should be informed of the conclusion and any actions that will be taken. In some cases, certain details may be withheld to protect privacy.
8. Document the Entire Process.
   A comprehensive report will be compiled that outlines the entire investigation from start to finish. This documentation should include the complaint, investigation steps, evidence gathered, findings, and final decisions. Proper documentation is critical in the event of future legal or compliance concerns.
9. Monitor and Follow Up.
   Following the investigation, periodic follow-ups may be conducted to ensure the workplace remains safe and compliant.
10. Reporting. After completing the investigation, HR will prepare a detailed report that summarizes the findings. This report usually includes recommendations for any disciplinary actions or other measures to address the issue.

​​Monarch Consulting is pleased to announce the formal launch of our HR Investigative Services Division. We’re passionate about creating safe, respectful workplaces, and we know that HR investigations are a vital component of maintaining a positive and engaged workforce. Addressing issues thoroughly and fairly fosters a culture of respect and trust, and mitigates risks – plus it improves the organization’s reputation as an excellent place to work. 

Need assistance with an investigation? Our unbiased, third-party HR investigations team can help. Call or message us to schedule a consultation.

By Kimberly Kafafian

I am mindful that I sit on this side of the desk. We review hundreds of resumes each year, so we see firsthand how much work is involved in the pre-employment phase of the employee lifecycle. That being said, one of my loved ones is changing careers. Each time a recruiter connects with him, his excitement is palpable. He gets more eager with each passing interview, and then bam!, crickets from the recruiter and the hiring managers. He reaches out politely and uses the “thank you so much for your time” approach, but still nothing. I am mindful of how heartless it feels sitting on that side of the desk.

In today’s hiring market, suddenly stopping all communications with job candidates after the interview process, hoping they will get the hint rather than letting them know they are no longer being considered for the position, has become commonplace. Applicants submit a resume, go through the initial interview, and then meet with more people moving up on the prospect list. Their excitement grows with each step and the increased possibility of being chosen. There is radio silence from the hiring team. They aren’t returning calls, emails, texts, or LinkedIn messages. This unofficial “sorry, but you are now out of the running” communication – or rather, lack of one – leaves the applicant confused and angry. And let’s be honest, it’s insulting and incredibly rude. 

This action is what is referred to as “job applicant ghosting” and while hiring teams may think this is saving them time or from having to handle those dreaded I’m sorry calls or emails, it is very bad for business as it can affect how applicants and job hunters view your brand.

Ghosting Can Impact Hiring Potential and Culture

Failing to have the common courtesy to even send a form rejection letter is unprofessional and inexcusable given the technological capabilities to send out form communication. But on top of that, it is also a bad reflection of your brand. If you can’t have open communication with applicants, what kind of culture are hires walking into? Applicants may share their frustrations on social media and on sites like Indeed and GlassDoor for all future applicants to find. Ghosting silently sheds light on what it may be like to actually work for the company, which can prevent the applicants you need to sustain and grow your business from applying in the first place. And what if those applicants were referred by existing employees? Once word spreads about the disrespect that was shown, employee referrals may cease and feelings of betrayal and displeasure may start to erode your culture.

Follow Acceptable Recruiting Etiquette 

As an HR professional, I’m extremely angered by the ghosting trend. It’s our job to ensure a smooth and effective recruiting process – for both the benefit of the applicants and the organization. I understand first-hand how the sheer volume of applications can be overwhelming, but if you have the right processes in place, you can handle communications in a courteous and professional manner. Here are some tips to help you streamline and save your brand’s reputation.

Automate

Set up an automated response process for the early application stages. This can be done using a candidate relationship management (CRM) software or through your applicant tracking system (ATS). Leverage these platforms to let candidates know you received their applications, send rejection letters, request additional information, etc. 

Outline Your Hiring Process

Formalize the steps of your hiring process and let candidates know what to expect, including when they should expect to hear from you. Having a formal process in place, with timelines, will help streamline communication. 

Directly Communicate in the Late Stages

For those job applicants that are far along in the interview process, stay in touch through phone or email with personalized communication. Let them know where they stand. If they are not moving forward in the hiring process, let them know you enjoyed meeting them, that the decision was difficult, and encourage them to apply for open positions in the future. Give them the courtesy of knowing they are no longer being considered. 

Your hiring team should be focusing on the candidate experience and making it the best possible so you can attract and retain the right workers for your organization. Don’t let your team think job applicant ghosting is acceptable. Commit your company to open communication – that is what is good for business.

By Kimberly Kafafian

With January being Mental Wellness Month, it’s the perfect time to promote employee wellbeing with activities designed to reduce stress and foster a healthy mindset. While I encourage you to offer such activities throughout the year, highlighting them during this month is a great way to let your workforce know that you care about their mental health, which goes a long way in boosting morale and engagement. 

Choosing the Right Activities for Your Workers

There are many types of mental health boosting activities. In order to resonate with your workforce, it’s important to take the time and choose the activities that best suit it. When devising mental health strategies, I like to incorporate a variety of activities in order to connect with, and benefit, all types of personalities. For example, while some workers may appreciate a yoga session, others would much more prefer a book club or a chair massage. The goal is to help employees prioritize mental health so they can recharge and refresh, so you want to offer an activity for everyone. 

Mental Health Activities for In-Person and Remote Teams 

Yoga Class

Schedule a beginner yoga class that encourages employees to breathe and stretch, reducing tension and fatigue and improving mental clarity and productivity. It’s OK if you don’t have a large space to hold the class, many yoga studios can teach desk classes.

Mindfulness Session

Whether an in-person workshop or a virtual lunch and learn for remote workers, a guided mindfulness session can bring calm, boost creativity, and teach stress resilience.  

Walking Club

Walking provides a host of health benefits from improving mood and increasing energy to reducing stress levels. Creating a club will encourage employees to get outdoors and join in the camaraderie. 

Book Club

Reading is a great way to escape from the daily stressors and relax. In fact, it’s been shown to reduce stress by up to 68%. Pick a location, schedule a date and time, have employees vote on book selections, order the books, and get started. Remote workers can join in virtually.

Mental Health Workshops

Bring in guests who will talk about mental health and stress management topics. Experts are best equipped to provide strategies and share resources for meeting life’s challenges and improving work-life balance.  

Team Building Activities

Simply taking a break from daily tasks is a stress buster. Organize team building activities such as a game, virtual happy hour, cooking class, or volunteering for a local organization.

Art Classes

Immersing oneself in art is a great mood booster. Organize a drawing or painting class for artists of all levels. You can hold it during work hours or opt for an after hours sip and create.

Gratitude Challenge

Expressing gratitude can transform your mindset. Set up a gratitude challenge where workers journal three things they are grateful for each day.

The above are just some examples of mental health boosting activities you can do in the workplace. I encourage you to create activities in which your workforce will want to participate. Reach out to management teams for their suggestions. Remember, the goal is to incorporate activities that will connect with all types of personalities.

By Kimberly Kafafian

The state of an employee’s mental health can impact many aspects of an organization, from productivity and collaboration, to safety and turnover. Simply put, the mental health of a workforce plays a key role in a business’s bottom line. So placing mental wellbeing at the heart of workplace policies is just good business. As U.S. Surgeon General Vivek Murthy, MD noted, a mentally healthy workforce is the foundation for thriving organizations. 

Throughout my career, I have noticed first-hand the benefits businesses reap when they develop strategies and policies with a mental health focus. If you’re still on the fence about how much energy to put in this area, hopefully, the list below will sway you to make mental health initiatives a priority. 

The Rewards of Prioritizing Employee Mental Health

Improved Productivity and Innovation

Mentally healthy workers tend to be more productive, communicative, and creative. Good decision-making, effective collaboration, and innovative thinking requires the ability to focus. Someone who is burned out or struggling with a mental health challenge is more likely to be distracted and withdrawn, which can result in lackluster contributions, missed deadlines, poor communication or miscommunication, mistakes, and lower performance – all of which impact profits. 

Lower Turnover

Today’s workers want a better work-life balance. Since the pandemic, employees are placing a greater emphasis on working for companies that care about their mental health. Employees who don’t feel consistent mental health support from their employer are 5.5 times more likely to have plans to quit their job. By demonstrating your commitment to workplace mental health, you are boosting retention rates.

Decreased Risks & Liabilities

When businesses invest in mental health, they experience lower absenteeism, better engagement, and higher performance. This, in turn, reduces errors and safety violations related to inattention or failing to put full effort into tasks, which decreases risks and legal exposure.

Reduced Costs

According to a Gallup survey, poor worker mental health costs the US $48 billion per year. This is attributed to collective missed days. The number does not distinctly reflect decreases in productivity and innovation, increases in turnover, or greater liabilities that result from poor workplace mental health. Effective mental health initiatives help curb such losses.

Tips for Supporting Workplace Mental Health

• Be Flexible – Allow employees to work flexible hours, work from home, or follow a hybrid working schedule.
• Provide for Routine Check-Ins – Require leaders to routinely meet with team members to gauge how they are handling work loads, if assistance is needed, whether feeling overwhelmed, etc.
• Offer Mental Health Benefits – Be sure that your benefits packages include accessibility to robust mental health services.
• Encourage Utilizing PTO – Promote mental wellbeing by pushing employees to take PTO to recharge and refresh

By centering workplace policies around mental health, businesses can boost employee potential and the bottom line.