Author: Alex Maio

Construction projects are large-scale undertakings that require precise and proper planning. Without the appropriate construction project planning, projects run the risk of both going over budget and schedule and creating challenges for builders, investors, and clients.

Construction project planning mitigates these challenges. It includes leveraging technology, defining work tasks, estimating required resources and durations for each task, and identifying interactions between tasks. A good construction plan is the basis for developing the budget and the work schedule.

This blog discusses project planning in construction. We’ll explore the fundamentals of construction project planning, steps in the planning process, resource management strategies, legal and compliance considerations, budgeting and controlling costs, and more. After reading, you’ll have a better understanding of how to create a plan that keeps your construction project on schedule and within budget.

Fundamentals of Construction Project Planning

Detailed project planning is essential to the success of any construction project, no matter the size of the effort. Construction planning allows organizations to map out the most direct and efficient means of completing a project. A typical construction plan includes information on the objectives of the project; the anticipated scope; details on how to effectively manage resources; timelines and deadlines; estimated costs; and more. 

A construction project plan isn’t inflexible. Rather, it should be highly adaptable as warranted by changes in the construction schedule, availability of labor, equipment, and materials, and other factors that can impact a project. An agile plan is an effective plan.

Identifying Objectives and Scope

A construction project scope (or scope or statement of work) is a documented plan created by the construction team that details the work that will be done to complete the project. The scope of work clearly defines the tasks that need to be done, when they need to be done, who is responsible for completing them, and so forth. It also includes the objectives and goals for the project. 

A scope of work is included in every contract and serves as a “single source of truth” for everyone involved in the construction project, including managers, contractors, equipment suppliers, and the client. The scope ensures that key elements of the project are aligned with stakeholders’ expectations and project feasibility studies.

Steps in the Construction Project Planning Process

Construction project planning requires the completion of several sequential steps, from initial assessment and feasibility studies to the development of a comprehensive project plan. Even though these steps are tightly integrated, plans must be iterative and allow for adjustments as the project progresses.

Let’s take a closer look at two of those steps: creating a work breakdown structure and developing a project schedule.

Creating a Work Breakdown Structure

A Work Breakdown Structure (WBS) is a tool that breaks the entire construction project into smaller and more manageable parts. This makes it easier for construction and project managers to visualize each aspect of the project, assign due dates and responsibilities, and tackle each of them in sequence. In essence, a WBS makes construction projects less daunting and easier to track and ensures that everything is moving forward and in the right direction.

Elements of a WBS include but are not limited to:

• Project scope
• Project schedule
• List of key stakeholders
• Project tasks and timelines

How the WBS is structured can impact the way the project is executed. Three major types of WBS include:

• Deliverable-based WBS. Project scope is broken down into manageable pieces and shown in a hierarchy, with the main deliverable or control account at the top, followed by individual work packages and tasks that must be completed to satisfy the deliverable.
• Responsibility-based WBS. This type of WBS divides the scope of work based on project team member responsibilities. For every deliverable, the WBS illustrates which team members are involved, including their roles and responsibilities, who they report to, and so forth.
• Phase-based WBS. The phases of the project (i.e., Design, Procurement, Construction, etc.) constitute the highest-level elements, followed by their associated tasks and deliverables.

Developing a Project Schedule

Construction project schedules are another important component of project planning. A sound project schedule details each point in the construction project, from start to finish. It includes pre-construction submittals and plans, details on oversight, plans for project closeout, and other activities. 

A construction project schedule illustrates every task and event in the project, when each task needs to be started and completed, and in what order they should be completed. It can also include the person responsible for each task. Schedules provide insight into the type and number of equipment and personnel required per task, to make the project a success. 

Project managers can plan their projects using several types of scheduling techniques, including:

• Critical Path Method (CPM). The construction manager identifies the essential tasks required to complete a project. Tasks are listed in terms of dependencies (i.e., Task B cannot be completed until Task A is done). The most urgent dependencies are prioritized.
• Last Planner® System (LPS).  Created by the Lean Construction Institute, the LPS “promotes the creation of a predictable workflow among various parties so that it achieves reliable results.” It does this by providing construction managers with a five-phase system that includes master planning, phase planning, lookahead (AKA “make-ready”) planning, weekly work planning, and learning.
• Program Evaluation and Review Technique (PERT). Project managers identify and prioritize the most critical tasks within the project and create an estimated timeline that references the sequences of tasks, dependencies between tasks, and the expected time it will take to complete each task.

Whatever technique they choose, managers often use a tool called a Gantt chart to diagram their schedules. A Gantt chart is a bar chart that shows dependencies between tasks and allows managers to create a visual hierarchy showing the relationship between critical and less critical tasks. Many different software programs can be used to create a Gantt chart, including Oracle Primavera P6, Microsoft Project, GanttPRO Project Planner, and others.

Learn more about construction scheduling techniques.

Resource Management Strategies

Good resource management enhances productivity and keeps projects running efficiently, smoothly, within budget, and on time. 

Examples of resource management strategies include:

• Project planning and resource identification. Managers define their project’s scope, objectives, deliverables, and tasks needed to complete the project.
• Resource allocation. Resources are aligned with the project’s tasks and activities.
• Resource procurement. The appropriate resources—including equipment, materials, and so forth—are acquired.
• Resource monitoring. The performance of acquired resources is monitored throughout the lifecycle of the construction project.
• Resource optimization. The use of available resources is optimized so that downtime is minimal and resources are being used to their fullest capabilities.

Resource estimation and budgeting is another core component of resource management—and perhaps the most important, at least in terms of cost control. Let’s take a closer look at how construction project managers can effectively budget their resources and costs.

Budgeting and Cost Control

Budgets are essential for controlling costs, identifying potential risks, assisting in decision-making, facilitating communication among project stakeholders, and ensuring profitability. Without a budget, construction project planners risk overhead costs and cost overruns and struggle to plan for variables such as price increases and delays.  

Creating a construction budget is a distinct project that involves the following steps:

• Project research. Managers analyze and identify the project’s goals and requirements. During the research phase, site conditions are assessed, zoning and permits are secured, and project documentation is created. 
• Project scope. Planners meet with architects and engineers to understand and determine the scope and design aspects of the project. Then, they create lists of materials that will be needed to complete the project.
• Pre-construction and documentation. Planners meet with all key stakeholders to discuss the project and budget in detail, raise any potential issues, and identify possible risks.
• Construction and project closeout. This is an ongoing phase in which managers continually monitor their costs to ensure they remain aligned with their budgets. This allows them to make adjustments if necessary to control costs.

Learn more about construction budgeting.

Risk Management in Construction Planning

Construction risk management involves anticipating risks and implementing procedures and processes to mitigate them if or when they occur. Risks are generally identified early in the construction process. Planners compile lists of every possible risk that could arise, including:

• Financial risk. Financial risks are items or events that could impede the cash flow of a construction project. They can include unexpected price increases, a rise in market competition, a lack of funding, etc.
• Project risk. Project risks include missing deadlines, poor resource management, labor shortages, and other factors that could cause a construction project to fall behind schedule.
• Legal risk. Legal risks include issues around the inability to secure permits, contract disputes, and so forth.
• Safety risk. Safety concerns include environmental and site hazards, improper equipment use, and other circumstances or events that could occur at the job site and jeopardize the safety of the construction crew or the public.

Proactive risk management, before any work is done, can significantly minimize the impact of risks on project timelines and costs. 

Implementing Safety Measures

Construction sites are inherently risky. From potentially dangerous pieces of equipment to the possibility of electrical shock, there are potential threats around every corner.

That’s why it’s critical to implement the appropriate safety measures and procedures for every construction job. Before any work commences, planners should compile a comprehensive list of safety protocols to protect all stakeholders and shield the project from legal liability or delays.

Construction managers should take several steps to improve construction safety, including:

• Conduct equipment training. Proper training on construction equipment can help minimize the potential for human error. 
• Assess site conditions. Perform a thorough site assessment before breaking ground and note potential hazards (for example, height risks). This can help managers identify ways to improve safety before work begins.
• Mandate protective equipment. Ensure each worker wears the appropriate protective gear (such as hard hats, face shields or masks, etc.), and make sure the equipment is worn properly to prevent injuries.
• Enforce safe site visits. Set parameters around who can visit the site and when. Ensure that all authorized visitors are accompanied by a site manager during their walkthroughs.
• Install signage warning of safety hazards. Clearly demarcate areas of concern and potential hazards with signage warning workers and visitors to be careful or avoid the areas.
• Perform routine inspections. Regularly inspect equipment to make sure it is functioning properly and does not pose a danger to workers. Teach workers the proper ways to inspect equipment and protocols for reporting faulty machinery.

Implementing these measures can help instill a culture of safety on every construction site. Workers will appreciate that their construction managers care about their well-being, which can improve employee happiness and productivity.

Legal and Compliance Considerations

Beyond the physical and financial requirements, construction projects also require an array of legal activities that must be completed before any dirt is stirred. Legal compliance helps mitigate risk and ensure funding for government and commercial projects. 

The primary legal activities required for a construction project include:

• Arranging for permits. Construction managers must receive a permit from the local government that permits them to build on a particular site. The entire process—applications, reviews, and approvals—can take several months and could cost thousands of dollars, depending on the type of permit required.
• Complying with regulations and standards. Regulatory compliance in the construction industry is determined by rules and regulations formed and enforced by the Occupational Safety and Health Administration (OSHA), as well as other government agencies like the United States Environmental Protection Agency (EPA). State and local governments will also have their own regulations that construction managers must comply with.

Legal teams must work with construction managers and planners to ensure that all regulations and compliance standards continue to be met throughout the life of the construction project. Failure to do so could result in unwanted legal issues and project setbacks.

Leveraging Technology in Project Planning

Construction project planning is enormously complex and challenging, and it can be difficult to manage using basic spreadsheets, emails, and other legacy forms of technology. Fortunately, construction managers and planners can use new technology and automated tools to create their construction scopes and budgets, streamline workflows, and facilitate communication among key stakeholders. They include:

• Simulation tools. These tools allow construction project managers to simulate the impact any change will have on the entire construction project, including costs, schedule, and the overall outcome.
• Building Information Modeling (BIM) and 4D scheduling. When linked with a construction schedule, BIM models and 4D schedules can provide a visual representation of the progress of the construction project over time.
• Artificial intelligence (AI) and machine learning (ML). AI and ML are embedded in many modern construction technologies and can be used to automate construction planning and monitoring, resulting in greater efficiency.
• Portfolio management software. Tools like Microsoft Project and Oracle Primavera P6 allow managers to plan, manage, schedule, and execute all aspects of their construction projects. Both tools have unique benefits. Oracle Primavera P6 provides more in-depth functionality, including “what-if” scenarios that show what is likely to happen if part of the project is changed, while Microsoft Project uses a Gantt chart to show a highly streamlined and visual representation of the project.

Conclusion: Mastering Construction Project Planning

Construction projects are large, complex, time-consuming, and expensive, and require the execution of thousands of tasks to reach completion. As such, detailed and precise project planning is necessary. 

The planning process involves several steps, including creating a Work Breakdown Structure and project schedule–before any work begins. Construction managers must take special care to account for potential risks and other factors that could derail a project and lead to cost overruns. Careful resource management, budgeting and cost control, and adherence to national and local regulatory guidelines are essential.

But managers needn’t do any of these things alone. Acuity is here to help. We have decades of experience helping organizations manage construction projects of all sizes. We routinely help managers apply proven project management techniques and effective cost analysis and engineering principles. Finally, we use the latest technology to ensure that our clients have the most accurate information to make the most informed decisions to help them keep every project on track and within budget.

Contact Acuity to learn more.

Case management is a critical healthcare practice that connects patients and vulnerable populations to the medical care, social services, community resources, and education they need to improve their health, well-being, and lives.

Case managers evaluate patient needs and plan, facilitate, coordinate, and advocate for healthcare options and services to improve quality of care and social and clinical outcomes. 

Despite its benefits, many healthcare organizations and providers struggle to implement and manage case management programs in clinical environments. And when services and care are poorly coordinated, undue pressure is placed on emergency departments and patient health can suffer.

In this blog, we explore the challenges of case management in healthcare and the best practices and innovations that organizations can adopt to overcome them. 

The Evolving Landscape of Healthcare Case Management

Changes in healthcare policies like the Affordable Care Act and the Omnibus Budget Reconciliation Act brought in case management as a service through Medicaid waivers, along with advancements in technology that have revolutionized case management. This transformation has resulted in better access to care, improved diagnostic methods, more tailored patient care, and improved outcomes.

These advancements are changing the landscape of healthcare case management prompting organizations to change so they can provide effective services and improve the quality of care for all. Yet, challenges remain.

Primary Challenges in Healthcare Case Management

Case management is a complex field and presents many challenges to healthcare organizations, such as balancing care with costs, navigating compliance requirements, and maintaining effective communication pathways with clients and stakeholders. 

Balancing Quality Care and Cost Efficiency

Cost poses a major obstacle to implementing case management in healthcare settings. Scarce resources make it difficult for healthcare professionals to run case management programs and provide necessary health and social services to patients in need.

The cost of case management can vary depending on factors such as the case manager’s hourly rates, caseload, the complexity of a patient’s medical condition, the duration of services offered, and the geographical location of the case and associated mileage costs. 

Strategies for cost-effective case management include:

• Prioritizing the most urgent and important cases that require immediate attention.
• Coordinating care and integrating services across different providers and settings to close care gaps and areas of conflict in the delivery of care.
• Empowering clients to become active in their own care management and motivating them to manage their health to reduce dependence on case management services. 
• Using technology and data analytics to monitor progress, evaluate outcomes, reduce administrative tasks, and increase productivity.
• Using evidence-based strategies to ensure any care solution is proven and effective for the client’s use case and needs.  

Navigating Regulatory and Compliance Requirements

Ensuring compliance in healthcare case management is essential to the ethical delivery of patient care and avoiding government scrutiny and potential financial penalties. 

Several entities regulate healthcare case managers including the Department of Health and Human Services (HHS), Centers for Medicare and Medicaid Services (CMS), state agencies, licensing bodies, and more. 

In addition, case managers must comply with Health Insurance Portability and Accountability Act (HIPAA) standards for protecting sensitive patient health information.

Proper training (such as that facilitated by the Case Management Society of America and others) and ongoing monitoring are necessary to ensure that case managers and programs meet legal, ethical, and regulatory requirements.

Enhancing Interdisciplinary Collaboration

Another challenge that caseworkers face is communicating and collaborating across different healthcare disciplines. Case managers must collaborate with various stakeholders, including healthcare service providers, nurses, supervisors, social workers, lawyers, and more. Maintaining communication channels is essential to managing multiple cases and tasks.

The use of standardized team communication tools and case management software can break down barriers and ensure streamlined continuity of care.

Technological Innovations and their Impact on Case Management

Technological innovations such as case management systems, electronic health records (EHRs), patient assessment tools, and collaboration software are important facilitators of healthcare case management. However, consideration must be given to maintaining patient confidentiality and adapting to changing models of healthcare delivery, such as telehealth and remote case management.

Digital Health Records and Data Privacy

Electronic health records play an important role in healthcare case management. EHRs centralize patient information and enable convenient and seamless data entry and data sharing. 

To ensure compliance with HIPAA, EHRs in case management must include stringent access controls, encryption, and audit procedures (such as tracking who has accessed patient information and what changes were made). Case managers must also be trained in these technologies.

Furthermore, since case managers deal with multiple agencies and social support organizations (some of which may not be covered HIPAA entities), careful consideration must be given to how any health information will be shared and protected. 

Telehealth and Remote Case Management

Telehealth and remote case management offer many advantages for case workers and patients, especially for individuals with chronic conditions, complex needs, or limited access to in-person services. 

These services can reduce patient travel time and expense, improve access to specialized care and resources, enhance adherence to treatment plans, improve self-management skills, and empower patients to take control of their recovery and health. 

Despite this, telehealth and remote case management present challenges for patients and healthcare providers. These include a lack of infrastructure and connectivity, resistance to adopt new technologies, data privacy and ethical concerns, loss of personal touch, and a lack of oversight of case workers.

Addressing the Needs of Diverse Patient Populations

The United States is a diverse nation. Our case managers and health professionals are required to provide inclusive and culturally and linguistically appropriate care and services that meet the expectations of each patient. At the same time, case managers must deal with increasingly complex cases and chronic conditions.

Let’s look at how case management teams can address these challenges. 

Cultural Competency and Patient-Centered Cases

Cultural competency in healthcare case management means delivering quality care to patients with different beliefs, attitudes, values, and behaviors. To do this, case managers must adjust care based on cultural and language differences. It’s also important to understand how these differences can affect healthcare delivery.

Several strategies can help guide patient-centered care that respects cultural differences. These include:

• Promoting awareness through cultural competence training.
• Hiring and retaining caseworkers who reflect the diversity of those in their care. 
• Hiring multilingual case workers or interpreters.  
• Meeting with religious and community leaders to understand the community’s needs and customs.
• Respecting patients’ religious and cultural choices.

Managing Chronic Conditions and Complex Cases

Case managers are increasingly tasked with overseeing patients dealing with chronic illnesses or complex healthcare needs. These patients require customized care plans, ongoing support, and careful monitoring. To effectively coordinate care for these groups, case managers must develop innovative methods to determine when, where, and what type of assistance is needed.

Managing such intricate cases involves several steps:

1. Assess the patient’s case and available services and resources.
2. Identify key stakeholders, including healthcare providers, family members, and legal support.
3. Create a personalized care plan centered around the patient’s needs, goals, and measurable outcomes.
4. Coordinate services with healthcare providers, social workers, legal teams, and others while advocating for the patient.
5. Offer emotional and informational support to the patient, educating them about their care plan, rights, and options, and empowering them to advocate for themselves.
6. Regularly evaluate disease control and management, the effectiveness of the care plan, and the patient’s self-management capabilities.

Strategies for Overcoming Case Management Challenges

Healthcare case management is difficult and intricate. It involves balancing effective patient care with factors like cost, compliance, evolving care models, cultural sensitivities, and other considerations. To overcome these challenges, it’s important to foster a culture of continuous training and development and leverage technology to facilitate communication and collaboration and streamline the management of complex cases. 

Professional Development and Training

Continuous education and training ensure case managers stay ahead of best practices. Professional development opportunities in case management are available through organizations like the Case Management Society of America (CMSA) and American Case Management Association (ACMA).

Leveraging Technology for Efficient Case Management

Cutting-edge technologies and software have the potential to simplify case management procedures. For instance, healthcare case management software and Customer Relationship Management (CRM) tools enable case managers to collaborate effectively with patients and providers, deliver personalized care, automate processes, and lower expenses. 

Technology also facilitates tracking, monitoring, and reporting on patient care and results.

Additionally, data privacy platforms aid in managing patient data privacy, access permissions, and ensuring compliance with HIPAA regulations.

Conclusion: The Future of Healthcare Case Management

Many trends will impact the future of healthcare case management, including an aging population, an increasingly diverse population, evolving laws and regulations, and technological innovations.

Acuity can help your organization prepare for these challenges. We deliver responsive, flexible, and scalable one-stop case management services tailored to the unique needs and risks of each client – whenever and wherever those services are needed.

With over 48 years of industry experience, Acuity is one of the nation’s leading providers of clinical and social case management services to federal, commercial, and international clients.

Delivered remotely or on-site, our diverse, interdisciplinary services include community, social work, patient, behavioral health care, mental health, absence, and return-to-work case management scenarios.

Learn more about our social service, community, and social work case management services, or contact us today.

Over half of the world’s population is employed, and a concerning 15% of them suffer from mental disorders such as depression, anxiety, emotional distress, insomnia, and more. 

These disorders can lead to lost productivity, human error, absenteeism, substance abuse, and financial losses. Mental health issues cost the global economy US$1 trillion each year, largely due to reduced productivity.

Mental health disorders are particularly worrying when they impact workers in skilled professions, such as airline pilots, commercial vehicle drivers, and operators of heavy machinery. This is due to the characteristics that mentally ill workers in these industries can exhibit, such as aggression, hostility, impulsiveness, disregard for laws, and more – all significant risk factors for accidents.

Fortunately, many mental health conditions are preventable, and much can be done in the workplace to support employees who are vulnerable to mental health disorders or have existing mental health conditions.

Read on to understand more about how to promote mental health at work and foster a healthy, safe, and productive work environment.

Recognizing the Signs of Mental Health Issues

The importance of mental health in the workplace has taken on greater importance in recent years. In 2022, the World Health Organization (WHO) and International Labor Organization (ILO) called for concrete actions to address mental health concerns in the working population: 

“As people spend a large proportion of their lives in work – a safe and healthy working environment is critical. We need to invest to build a culture of prevention around mental health at work, reshape the work environment to stop stigma and social exclusion, and ensure employees with mental health conditions feel protected and supported,” said Guy Ryder, ILO Director-General.

Given that early recognition is key to successful outcomes, those who work closest with employees play a key role in enacting any organization’s mental health policy and providing workers with the support they need. However, managers and supervisors may find it challenging to identify signs of mental health issues due to the stigma and isolation often linked with such disorders.

That’s why workplace mental wellness programs need to include training for supervisors on recognizing the signs and symptoms of mental health issues.

In a work environment, someone dealing with mental health challenges might show these signs:

• More frequent or unexplained absences from work
• Persistent fatigue
• Unusual errors or lapses in performance
• Heightened levels of anxiety
• Reduced motivation or disengagement from work-related tasks
• Difficulty meeting deadlines
• Occasional bursts of anger or irritability
• Shortened temper
• Symptoms of excessive drinking or hangovers
• Avoidance of social interactions

If a supervisor detects any of these signs of mental health issues in the workplace, it’s time to start a conversation.

The Role of Leadership in Mental Health Advocacy

To ensure the health and well-being of employees, leadership buy-in and involvement is crucial. 

Managers and supervisors who have direct interactions with employees should take the lead in implementing the organization’s mental health initiatives and policies, while also cultivating a supportive and inclusive atmosphere.

A survey by The Workforce Institute at UKG found that 69% of workers said their manager had the greatest impact on their mental health, surpassing even that of doctors and therapists. Interestingly, 60% rated their manager’s impact on par with that of their spouse.

Nevertheless, managers often shield themselves from their employees’ mental health challenges. They might hesitate to start a conversation due to a lack of confidence or concerns about overstepping privacy boundaries. Moreover, supervisors might be dealing with their own stressors, leaving them with insufficient time, drive, or energy to intervene. In some cases, they might even be contributing to the problem. Indeed, a difficult boss is one of the leading causes of mental health issues in the workplace.

Employers can address this problem by educating managers on how to spot signs of mental illness, engage employees who are struggling, and provide them with the support they need.

Here are some recommendations for implementing mental health training for managers.

Implementing Mental Health Training for Managers

Training for managers regarding mental health should include the following topics:

• Clarifying the company’s policy on mental health and well-being in the workplace.
• Understanding how a supervisor’s actions can affect the mental health of employees.
• Identifying signs of mental health disorders among employees.
• Developing a better understanding of workplace stressors and job-related factors that impact mental well-being, such as micromanagement, performance expectations, long hours, heavy workloads, autonomy, lack of supervisory support, etc.
• Learning how to be an accessible, attentive, and compassionate leader.
• Enhancing interpersonal skills, including effective communication and active listening.
• Knowing how to connect employees with resources and Employee Assistance Programs (EAPs), including counseling and stress management services.
• Understanding the importance of confidentiality. Under federal law, employees with mental health conditions are protected against discrimination and harassment in the workplace, have rights to confidentiality, and are entitled to reasonable accommodations to help them perform their job duties and maintain their employment.
• Receiving training in crisis management and conflict resolution to effectively respond to serious incidents such as workplace violence or suicide.

Creating a Supportive Work Environment

Creating a positive and supportive workplace can help reduce mental disorders and promote employee well-being. Such an environment encourages social connections, self-care, and accommodations for individuals facing mental health challenges. Here are some practical changes to consider in workplace policies and culture:

• Review health insurance policies and programs to include mental health resources and programs.

• Solicit employee feedback or host focus groups. Ask for their views on company health and wellness policies and invite recommendations. 
• Allocate funds for mental health and well-being initiatives. 
• Integrate mental health into occupational health and safety programs.
• Launch an employee mental health awareness campaign or organize mental health days or weeks one or twice a year.
• Provide flexible work arrangements, such as virtual or hybrid work models and flex schedules.
• Promote team-building activities to encourage relationship-building and engagement among employees.
• Offer opportunities for growth through training, mentoring, and career advancement pathways.
• Adapt the workplace to accommodate individuals coping with mental illness, including providing extra time for tasks, modifying assignments to reduce stress, allowing time off for counseling or medical appointments, regular one-on-one meetings with supervisors, and managing absences.
• Establish a return-to-work program that combines work-directed care with ongoing clinical support after an absence due to a mental health condition.

For more suggestions, read our Comprehensive Guide to Effective Wellness Program Ideas. 

Encouraging Open Conversations About Mental Health

As many people in the workforce experience mental health challenges, they must understand they’re not alone. They should feel that the workplace is inclusive and a secure environment where they can openly discuss their mental health, knowing that support is accessible.

Open, judgment-free discussions about mental health are key to alleviating and removing stressors in the workplace. Workers should know they are not alone and that their employer understands the stress and mental challenges they are experiencing. Employers and supervisors should reassure workers that they are open and empathetic to discussions about work-related mental health and able to provide access to coping resources.

Supporting Employees Struggling with Mental Health

Supervisors and HR managers can make a difference when it comes to helping workers with mental health issues. 

For instance, if an employee exhibits symptoms of mental illness, employers should show empathy and find out if the worker needs help. This assistance might involve lightening their workload, prioritizing tasks, adjusting deadlines, or providing room for the employee to take time off. 

Importantly, employers should listen without passing judgement, avoid using negative language about mental health, and acknowledge the impact it may have on the employee’s work and personal life. 

Discussing mental health can be challenging. Employers must honor the employee’s privacy and readiness to open up. If an employee is hesitant to discuss their mental health, supervisors can suggest exploring options like EAPs and other available mental health resources.

Injecting positive comments about the employer’s work and a willingness to continue the conversation is also critical.

To help employers gain confidence in talking to employers about workplace mental health and stress, check out these getting started guides provided by OSHA for senior managers and front-line supervisors. 

Activities and Programs to Improve Mental Health

According to the UGK survey, mental health is so important in the workplace that 81% of employees worldwide would prioritize good mental health over a high-paying job and 64% said they’d take a pay cut for a job that better supports their mental wellness. Meanwhile, a study by the American Psychological Association (APA) found that 81% of survey respondents said that employers’ support for mental health is an important consideration when looking for work.

When such support is offered, employees find it beneficial. The APA study found that 94% of those who say their employer has people on-site who have received mental health training feel this support is effective. 

Clearly, employers would do well to address and articulate their policies on mental wellness in the workplace. 

While many activities and programs can positively impact mental health, there is no one-size-fits-all strategy. The most successful programs prioritize identifying the stressors associated with a particular job, industry, or workplace and taking practical steps to remove or reduce them.   

A few firms that have invested time and money in mental wellness programs are cited in this article by Johns Hopkins University and include Unilever, the consumer products company behind brands like Dove, Hellmann’s, and Ben & Jerry’s, and international management consulting firm, Oliver Wyman (a business of Marsh McLennan). Their programs are inspirational:

Unilever is actively supporting its employees’ mental health through several initiatives. It has trained 4,000 global staff members as “mental health champions” to recognize signs of mental health struggles and refer colleagues to appropriate professionals.

Moreover, Unilever is a founding partner of the Global Business Collaboration (GBC) for Better Workplace Mental Health, advocating proactive measures to foster a positive mental health culture. They empower employees to prioritize mental well-being, offer resources, and transparently measure their impact to inspire change within and beyond their organizations.

Oliver Wyman provides round-the-clock professional counseling services to employees free of charge and designates “Recharge” days where offices are closed, allowing staff to disconnect. Additionally, Oliver Wyman has formed a global wellness Champion Network to offer mutual support among workers and has partnered with organizations like the City Mental Health Alliance and This Can Happen to advocate for workplace wellness.

Leveraging Technology for Mental Health Support

Digital technology can help shape workplace mental health solutions and programs. Tools and applications that promote mental health and resilience in the workplace include:

• Self-assessment tools. Mobile apps provide a quick and easy way for employees to assess their mental health and be connected to personalized support, including exercises and therapists.
• Apps and wearable devices that track moods, emotions, activities, and heart rate. Several tools allow employers to anonymously aggregate data to inform findings about trends in stress levels, such as during busy times of the day or month, and intervene accordingly.
• Well-being apps that help users reduce stress, improve mental awareness (e.g. the “why” behind their stress), and offer coping strategies.
• On-demand EAPs that provide app-based and virtual mental health coaching, therapy, and clinical services.

Conclusion: Making Mental Health a Priority at Work

Companies have more opportunities than ever to promote mental health in the workplace. And the benefits are significant.  

WHO estimates that for every dollar U.S. employers spend treating common mental health issues, they receive a return of $4 in improved health and productivity. Indeed, employers can make a major difference when it comes to helping their workers prevent and manage mental health and well-being.

That’s why Acuity offers a comprehensive suite of one-stop occupational health and wellness services – delivered on-site or wherever and whenever your business needs them. 

To ensure successful outcomes for workers and employers, we also offer behavioral health and mental health case management services, including mental health screening, advocacy, education, non-medical counseling, treatment plans, fit-for-work and return-to-work evaluations, assistance with workers’ compensation, and more.

Performed in compliance with OSHA, HIPAA, and other regulatory standards, we help employees take the first step towards making better health and wellness decisions and give employers an occupational health, productivity, and financial advantage.

Learn more about our comprehensive care services or contact us today.

Physical exams are a vital tool for employers, schools, and sports teams to evaluate the health and wellness of workers, kids, and athletes. 

How long is a physical good for? Workplace and sports physicals are typically good for one year, however, there are exceptions.

In this blog, we explain what a physical involves, its purpose, how frequently these exams should be performed, how to prepare for them, and more. 

The Importance of Regular Physical Exams

Regular physical exams are especially important in physically demanding work and sports environments.

Workers in industries such as construction, law enforcement, firefighting, and truck driving should undergo regular physicals to ensure they are fit for work and can complete job-related tasks without risk to health and safety and in compliance with Occupational Safety and Health Administration (OSHA) standards. Certain industries, such as those regulated by the U.S. Department of Transportation (DOT), mandate employee physical exams as a condition of employment.

The purpose of a sports physical is to detect health problems and physical limitations that may interfere with an athlete’s participation in sports, such as past injuries, heart problems, allergies, strength, vision, and hearing issues.

Regular evaluations can also detect early signs of disease, drug and alcohol use, and more. In addition, physical exams provide a medical baseline that is used to track an individual’s health or injuries over time. 

Physicals offer additional benefits, especially in the workplace. Physicals can decrease absenteeism, increase productivity and performance, and improve the overall health and well-being of employees, making for a happier workforce.

What is a Physical Exam

Physicals are intended to assess an individual’s ability to complete certain tasks. 

A physical exam assesses the overall health of the individual and can include the following tests and screening.

• Vital signs (heart rate, temperature, blood pressure, height, and weight)
• Hearing and vision
• Muscle strength and flexibility
• Bone health
• Posture
• Drug and alcohol use
• Psychological health
• Physical ability and stamina
• Reproductive health

An individual will also be asked about their personal and family health history, medications they take, drug and alcohol use, reproductive health concerns and other lifestyle questions. Various laboratory tests may also be ordered, including drug and alcohol screening.

An evaluator may also assess a person’s ability to handle stress and inquire about other behavioral factors or even conduct a full psychological evaluation.

Physical and stamina ability will also be tested if the job involves heavy lifting or labor.

The Essence of DOT Physicals

A Department of Transportation (DOT) physical is a medical exam that screens commercial motor vehicle (CMV) drivers and employees to ensure the safety of the workforce and the public. Periodic DOT physicals keep the public safe by ensuring that drivers, train drivers, etc. can handle the physical demands and emotional stressors of their work. 

DOT physicals are especially important in detecting chronic conditions that can impede an employee’s ability to perform work-related tasks, such as vision issues or drug and alcohol use. They also ensure employers are compliant with Federal Motor Carrier Safety Administration (FMCSA) rules and minimize workplace absences due to injury.  

In the case of truck drivers, a DOT physical is a requirement for obtaining a commercial driver’s license and is mandatory for drivers who will operate a vehicle that:

• Is engaged in interstate commerce or has a Gross Vehicle Weight Rating (GVWR) of more than 10,000 pounds.
• Transports hazardous materials.
• Can carry more than 15 occupants (8 if the driver is a paid employee)

The exam is performed by a DOT-certified medical examiner. 

A DOT physical is not mandated on an annual basis; its validity extends for a period of 24 months. However, a medical examiner may issue a certificate for less than 24 months if a health condition, such as high blood pressure, requires monitoring. If an employer were to request an annual physical from a driver without reasonable cause to suspect any health issues, they could potentially be in violation of employment laws.

Regulatory Requirements for DOT and OSHA-Related Work Physicals

Similar to FMCSA rules, the requirements for Occupational Safety and Health Administration (OSHA) physicals were established by the U.S. Department of Labor to ensure that employees work in a safe and healthful environment. 

By setting and enforcing guidelines and providing training, outreach, education and assistance, employers are required to comply with all applicable standards. In addition, they must also comply with the General Duty Clause of the OSH Act, which requires employers to keep their workplace free of serious recognized hazards, and evaluate whether an individual is physically, mentally, and emotionally fit to work.

Differentiating Between Types of Physicals

There are many types of physicals that individuals can undergo, including sports physicals, annual physicals, and pre-employment physicals. Let’s take a closer look:

Sports physicals: Sports physicals evaluate the health of athletes – both adults and children – before they can participate in sports (although they are not required for adults who take part in recreational team sports). Also known as pre-participation physical examinations (PPE), these physicals focus on key physical characteristics, such as blood pressure, heart health, muscle strength, flexibility, bone health, vision, and hearing. A sports physical is an important aid in clearing an individual for strenuous physical activity. Ideally, they should be performed before each sports season and following an injury. These physicals are also a great time for kids and adults to baseline their health, receive the appropriate vaccinations, and update their health information.

Annual physicals: A primary care provider typically performs an annual physical to assess overall health and detect chronic conditions. A provider will check blood pressure, weight, skin, reflexes, breathing, heart rate, and more. They may order a complete blood count; kidney, liver, and thyroid function tests; a lipid panel (cholesterol screening); and more.

Pre-employment physicals: A pre-employment physical exam is often required by employers before an offer is extended to a job applicant. These exams help ensure that a candidate has the physical ability to perform a job safely and without risk of injury. They may also screen for drug and alcohol use. Importantly, a pre-employment exam helps employers make informed, objective decisions about hiring based on an applicant’s physical and behavioral health. Employers can also monitor employee health over time to ensure they have the best-performing team.

Key Components of a Physical Exam

During a physical exam, a medical examiner will evaluate an individual’s medical history, including physical, emotional, and mental conditions. Physical exams are often customized to the role, industry, employer requirements, and type of sport. A physical exam can include an assessment of the following:

• Vital signs (heart rate, temperature, blood pressure, height, and weight).
• Physical abilities (vision, hearing, etc.)
• Spine and musculoskeletal
• Neurological
• Strength and stamina (especially if the position involves operating heavy equipment or machinery)
• Mental and behavioral health (such as the ability to handle the psychological pressures of the job)
• Functional limitations
• Nutritional assessment
• Heat and hydration risk factors

Evaluating Primary and Sensory Organs

During a physical exam, a medical provider will use several techniques to capture a person’s medical health. These include:

• Inspecting (observing issues, such as bruising or abnormal eye movement)
• Palpating (pressing the abdomen to monitor the internal organs)
• Percussing (checking the density of certain areas of the body)
• Auscultating (listening to the heart and lungs with a stethoscope)

Vision and hearing tests may also be performed. 

Assessing Physical Strength, Flexibility, and Posture

Occupations and sports that are physically demanding may require a more rigorous screening and involve an assessment of the following:

• Muscle strength and flexibility
• Posture analysis
• Physical agility (to include pull-ups, push-ups, planks, sandbags, step-ups, forcible entry, equipment carry, and dummy drag tests)
• Manual dexterity (including after physical exertion)
• Motion range
• Repetitive movements
• And more

Frequency of a Physical Exam

How long a physical is good for or how often you should get a physical, depends on factors like age, health conditions, sports specific requirements or work regulations as outlined in OSHA or DOT.  For example, a DOT physical exam is valid for up to 24 months, so a CMV driver or other safety-sensitive employee must pass a DOT physical exam every two years. However, a medical examiner may determine that certain individuals – such as those with chronic medical conditions – are monitored and screened more frequently.

Sports physicals are typically performed once each year or following an injury. 

Physical Exams by State

There are state-specific requirements and guidelines for physical exams. For example, most states require that children complete a sports physical before they can participate in their chosen school sport. 

Indeed, many parents have questions such as “How long is a sports physical good for in Illinois?” or “How long are sports physicals good for in Texas?”

In Illinois, a sports physical is good for 395 calendar days from the date the physical was performed. However, in Texas, a sports physical must be completed before the student athlete’s 7^th, 9^th, and 11^th grade years – essentially every two years. Be sure to check the requirements in your state.

Preparing for Your Physical Exam

To prepare for a physical exam, individuals should gather as much information as they can, including:

• A valid form of identification.
• Contact information for their primary care provider or specialist.
• Records of recent office visits, including lab results, prescriptions, and doctor’s notes. These are particularly important if the person has a chronic medical condition, such as diabetes, high blood pressure, sleep apnea, or a history of heart attack or stroke. 
• A signed letter from their physician stating they can perform tasks, including driving, without restrictions.
• Recent bloodwork results, including blood sugar readings.
• List of all medications, including supplements.
• Immunization records.
• Vision glasses, contact lenses, or hearing aids.
• Any history of injury.

Patients should also check whether they need to fast before a physical.

To prepare for a DOT physical, additional preparation is required. This may include avoiding alcohol and any drug (legal or prescription) that could interfere with blood test results for at least 24 hours prior to the exam. The patient should consult their medical provider or examination clinic staff prior to arrival for the exam.

Post-Physical Recommendations and Follow-Ups

After a physical, an individual may encounter several outcomes.

Often additional information or testing is required before a person is cleared for work or sports. Exams can also reveal health issues that need to be addressed as a condition of passing the test.

If an individual fails a physical exam, they are entitled to a second opinion. For example, if their blood pressure spikes during the examination, but is typically low, they can request a physical from another medical professional.

Addressing Common Questions About HIPAA and DOT

Ensuring Optimal Health Through Regular Physicals

Physicals are an essential part of occupational and sports health and safety. Regular examinations can prevent injury, maintain health, and in certain instances, ensure compliance with laws and regulations. 

A proactive approach to physical exams can also minimize absenteeism, improve productivity, reduce accidents, and lower healthcare costs.

Acuity’s physical exam services keep employees and individuals safe, healthy, and productive. Available 24/7 wherever they are needed, our solutions are cost-effective, convenient, compliant, and tailored to each organization’s unique needs. 

Learn more about how Acuity can help you meet your physical examination needs.

Construction projects are complex endeavors that, without proper planning, can easily run over budget and schedule. That’s why having a reliable set of construction scheduling techniques is so essential.

Construction scheduling helps ensure construction projects stay on track and within budget. Implementing construction scheduling techniques before construction and throughout the entire project can also limit risks and delays, all while improving the overall quality of the effort.

In this blog, we dig deep into what construction scheduling is, explore different construction scheduling techniques, identify best practices for effective construction scheduling, and more.

Understanding the Basics of Construction Scheduling

Construction scheduling involves the detailed planning of construction projects from start to completion. This can include pre-construction submittals/plans, physical construction, oversight, and project closeout, among other activities required by individual construction project contracts.

TA good construction schedule details who is responsible for tasks, when those tasks need to be done, and in what order they should be completed. Construction schedules also give project managers the details they need to equip their construction projects with the appropriate amount of people and equipment. With this information in hand, construction teams have a better chance of finishing a project more efficiently and correctly.

What is Construction Scheduling?

Construction scheduling involves compiling all the tasks and deliverables necessary to complete a construction project. Each deliverable is assigned a deadline and expected date of completion. Tasks are assembled in timeline order and are assigned to individuals.

Construction schedules serve as a “single source of truth” for the project. With a detailed construction schedule, construction teams and clients understand where things stand at all times. Thus, the schedule provides clarity into assigned roles, helps increase communication and collaboration, allows for more accurate budgeting, and allows clients to receive real-time updates on the status of their construction projects.

Key Components of a Construction Schedule

Construction schedules can be written or illustrated, depending on the preferences of the construction project manager and their team. Whatever the method, all construction schedules share some common characteristics, including:

• Tasks: The various tasks that need to be completed during construction
• Deadlines: When those tasks need to be completed and their expected durations
• Dependencies: Relationships between tasks that drive the project schedule
• Constraints: Issues that could cause deviation in the schedule
• Roles: The individuals or teams responsible for completing the tasks
• Milestones: Milestones signaling the end of a phase of the project. Milestones are different from deadlines, which are specific to certain tasks. Most construction schedules will have more deadlines listed than milestones.

Exploring Various Construction Scheduling Techniques

Though the goal and purpose of every construction schedule is the same, the ways in which construction schedules are created and implemented differ. Construction managers have a number of construction scheduling techniques to choose from for their projects. Among the most common methods are critical path, last planner system and pull planning, program evaluation and review, and Earned Value Management. Let’s review these methods.

Critical Path Method (CPM)

The critical path method (CPM) focuses on the tasks or activities that are most critical for the successful completion of a construction project. The construction manager identifies the minimum tasks required to complete a project using the CPM. Tasks are listed in terms of dependencies (i.e., Task B cannot be completed until Task A is done). The most urgent dependencies are then prioritized.

There are several steps involved in the CPM. They include:

• Identifying and listing all construction project tasks.
• Determining the order in which the tasks must be completed (including dependencies between tasks).
• Estimating how much time it will take to complete the tasks.
• Creating a network diagram that shows tasks, dependencies, and duration to complete tasks.
• Identifying the “critical path.”

The critical path is the list of tasks that will take the longest time to complete. Identifying these tasks is important, as any delay in any one task could result in the entire project running over schedule and over budget. Once these tasks are identified, the construction project manager will understand where to prioritize their team’s work.

The CPM offers many benefits, including:

• Allows managers to schedule activities around the most important tasks.
• Provides managers with the ability to schedule activities in a more efficient and effective manner.
• Provides visibility into which parts of the construction project might be more flexible (i.e., tasks that are not on the critical path).
• Offers a better chance that construction projects will be completed on time—thereby satisfying contractual obligations.
• Assurance of on-time invoicing upon completion of the construction project.

Last Planner System (LPS) and Pull Planning

The goal behind the Last Planner® System (LPS) is to make construction projects as lean and efficient as possible. Created by the Lean Construction Institute, the LPS “promotes the creation of a predictable workflow among various parties so that it achieves reliable results.” It does this by providing construction managers with a five-phase system that includes:

1. Master planning: During this phase, the most important components of the construction project are identified, listed, and scheduled. These include major project milestones, tasks, and corresponding deadlines. The main goal or goals of the project are also determined to ensure that all tasks align with the client’s needs.
2. Phase planning: In the second phase, processes are clearly defined, schedules are honed, and a final execution plan is created.
3. Lookahead planning (AKA, “make-ready planning”): Here, all tasks are carefully reviewed by the construction managers (in this case, also known as “the last planners”), who look for any possible risks or obstacles that could stand in the way of the project being completed successfully and efficiently. Things they might look for include:
   1. The availability of labor and materials.
   2. Access to equipment.
   3. Other obstacles to construction, including conflicting documentation, time to receive required permits, etc.
4. Weekly work planning: Construction teams review the tasks outlined in phase planning and create weekly work plans around those tasks. Each team is responsible for completing the tasks they’ve been assigned.
5. Learning: During the final phase, construction teams analyze and measure the results of their work and learn from their findings in order to enhance and improve their processes. Learning is generally comprised of:
   1. Daily coordination meetings, during which last planners meet to discuss the overall performance of their teams and the status of the construction project. These meetings give planners the chance to proactively make adjustments as needed.
   2. Analysis of key performance indicators (KPIs) and metrics to ensure the project is on track to achieve its goals. KPIs that are often analyzed include the percentage of the plan that has been completed, the percentage of tasks that are ready to begin as planned, and the analysis of future tasks to begin planning for their implementation.

In addition to daily coordination meetings, many last planners augment their planning processes with daily huddles, where managers meet with construction teams to discuss that day’s tasks and deadlines. Huddles help teams stay on track. They also give them the opportunity to discuss potential issues before they arise and circumvent them before they have a chance to derail a project.

Finally, pull-planning is a component of the LPS in which resources – personnel, equipment, materials, etc. – only arrive at the construction site when needed. Think of it as a variation of the just-in-time inventory system that many plant managers use to align the receipt of raw materials with their production schedules. Pull-planning allows last planners to create a more efficient construction process by only receiving the required assets when they are actually needed.

Program Evaluation and Review Technique (PERT)

Construction project planners begin the PERT technique by identifying tasks within the project and their expected timeframes for completion. Managers then identify and prioritize the most critical tasks and create an estimated timeline that references the sequence of tasks, dependencies between tasks, and the expected time it will take to complete each task.

Note that while there is some overlap between the PERT method and CPM, they each serve slightly different use cases. The PERT is mainly used as a time estimation tool and is best applied when the timeframes for completion of tasks cannot be completely and accurately defined. The CPM is generally used when the timeline to complete tasks is more easily predictable (for example, based on the time it took to complete tasks in past projects).

Unlike CPM, a PERT schedule is always presented graphically. This is known as a PERT chart. Similar to a Gantt chart, a PERT chart displays the tasks and the order in which they must be completed in an easy-to-read diagram. PERT charts use arrows to show the direction of the construction workflow and mark each task with its expected completion timeline (for example, 2 weeks, 3 weeks, etc.). PERT charts may also show project milestones, call out dependencies between tasks, and more.

Earned Value Management

More of a project management methodology rather than a pure construction scheduling technique, Earned Value Management (EVM) is nevertheless important to ensuring projects remain on track. Also known as Earned Value Analysis, EVM employs three different values to calculate the status of projects: Planned Value (PV), Actual Cost (AC), and Earned Value (EV).

PV measures the amount of work that should be done by certain points in the schedule as well as by the completion of the project. It is measured using the mathematical formula % complete/planned x budget at completion = total planned value. It’s a good tool for measuring the value of the work being done as the project moves through its various phases.

AC shows the actual costs incurred during specific periods throughout the project. These costs accumulate through the lifecycle of the project, finally resulting in a total amount when the project reaches its conclusion.

EV monitors how much money should have been spent at each phase of the project, rather than how much was actually spent. It is calculated using the mathematical formula % complete x budget at completion = EV. It shows the monetary value of the work that’s been done up to a certain point.

EVM offers many benefits, including:

• Project forecasting and risk management. EVM allows construction managers to foresee problems before they occur, allowing them to course correct and avoid potential issues.
• Progress tracking. Construction projects can be closely monitored from start to finish, ensuring that work takes place on time and on budget. With EVM insights, managers can accelerate work, ramp up hiring, procure additional equipment, and more as necessary.
• Resource planning and forecasting. Managers can use EVM to see if their current resources are appropriate for the tasks they have planned. They can right-size resources to fit within the project scope and budget.
• Quantifying value. Managers can quantify the value of the work being performed through PV, AC, and EV – at any point during the construction process. They can then make decisions on how to improve the process if necessary.

The Role of Technology in Construction Planning

Technology plays a major role in modern construction planning. Construction projects are simply too large and complex for human beings to coordinate on their own. Technologies, including construction scheduling software, provide many benefits to help keep construction projects on time and under budget, including automation, better communication among teams, and more. These and other features simplify and optimize the scheduling process.

See how technology can optimize cost engineering in your projects. Read more about cost engineering in construction and boost your project’s efficiency and accuracy.

Advancements in Scheduling Software

Construction scheduling software has enjoyed many advancements over the past few years. Today, most construction scheduling tools are cloud-based and easily accessible via mobile devices, making it easier for project managers and planners to keep track of all phases of construction from anywhere.

One of the most popular construction scheduling tools is the Gantt chart. A Gantt chart is a bar chart that shows dependencies between tasks and allows project managers to create a visual hierarchy that shows the relationship between critical and less critical tasks. Many different software tools can be used to create a Gantt chart. Some of the most popular include Microsoft Project, Oracle Primavera P6, GanttPRO Project Planner, Smartsheet, and others.

The Project Evaluation and Review Technique employs a similar visual aid to display the relationship between tasks and their expected times for completion. Again, several software tools can be used to create PERT charts, including Microsoft Excel, Lucidchart, SmartDraw, and other popular workflow management tools.

Beyond charts, many other innovative technologies are increasingly playing a vital role in construction scheduling, including:

• Simulation tools, which allow construction project managers to simulate the impact a change to the task schedule will have on the construction schedule, costs, and the outcome.
• Building Information Modeling (BIM) and 4D scheduling, which can provide managers with digital representation of their projects. When linked with a construction schedule, they can provide a visual window in the progress of the construction project over time.
• Artificial intelligence (AI) and machine learning (ML), which are embedded in many modern construction technologies and can be used to automate the construction process, resulting in greater efficiencies.

Comprehensive project and portfolio management software incorporates many of these features to make it easier for managers to visualize and track the progress of construction projects. For example, Oracle Primavera P6 and Microsoft Project allow project managers to plan, manage, and execute all aspects of their projects, including scheduling.

Both tools have their unique benefits. Whereas each has features that align well with the CPM, Oracle Primavera P6 provides more in-depth functionality, including “what-if” scenario analyses that show what is likely to happen if part of the project is changed or is not completed on time. Managers of large-scale construction projects may opt for the functionality that Oracle provides. Conversely, Microsoft Project provides a more streamlined approach to CPM, with visualizations primarily through a Gantt chart. It could be the software of choice for managers in charge of smaller or less complex construction projects.

Integrating Technology with Traditional Techniques

Simulation tools, BIM and 4D scheduling software, AI and ML, and other technologies can be integrated with traditional construction scheduling techniques to provide enhanced efficiency and a greater chance of success and customer satisfaction. Indeed, many of these technologies are essential to traditional construction scheduling techniques. The tools used to create PERT charts, for example, are integral to the PERT technique.

Technologies like AI, ML, BIM, and simulation tools can be integrated into various phases within traditional construction scheduling techniques. For instance, a project manager could use BIM and/or simulation in the initial planning phase of the last planner system. Meanwhile, employing AI and ML throughout the life cycle of the construction project can yield valuable insights that can be used in daily huddles and other planning sessions to improve efficiency.

Best Practices for Effective Construction Scheduling

Since construction projects vary in size, scope, and complexity, it makes sense to simplify their planning as best as possible. One way to do this is to apply the following best practices, which can help construction managers on any project, no matter its size, achieve their desired goals.

Setting Realistic Timelines and Milestones

Having pre-set realistic timelines, baselines, and milestones is critically important to the success of any construction project, where success is predicated on meeting deadlines. The success of a project is measured against baseline schedules and performance management plans, with milestones typically driven by activities and durations created in the approved baseline schedule. Setting achievable timelines, baselines, and milestones prevents projects from running over budget and time.

To set realistic timelines, construction project managers should:

• Break work into smaller and easily achievable tasks.
• Refer to previous similar projects and use their task timeframes as a reference.
• Consider any potential obstacles that could impede the completion of tasks (and plan the timeframe accordingly).

Resource Management and Allocation

Effective resource management and allocation can mean the difference between a construction project that is finished on time and within budget versus one that experiences cost and schedule overruns. This process is known as “resource loading,” where hours and costs are loaded into the schedule for project control and tracking.

Resource loadingt and allocation begin in the planning phase of project scheduling. Here, project managers identify the resources they will need during construction, including labor, equipment, materials, and other assets.

Many construction scheduling tools also provide features that allow managers to track resources throughout construction by providing real-time feedback on labor hours, available equipment, and more. Managers can make adjustments to resources as needed during construction, adjusting labor schedules, ordering more materials, and taking other steps to proactively manage the schedule. They can also allocate resources to critical tasks as necessary.

Learn to align your project budget with effective resource management. Explore our complete guide to construction budgeting for winning strategies.

Overcoming Common Challenges in Construction Scheduling

While construction scheduling is exceedingly beneficial in helping all construction projects run smoothly, it’s not without its challenges. Here’s how to manage one of the most common pitfalls associated with construction scheduling—project delays.

Dealing with Project Delays

Many things contribute to construction project delays, including budget conflicts or inaccuracies, lack of communication, and a poorly defined scope of work. One of the biggest culprits behind project delays is simply poor project planning, which can include setting unrealistic timelines, not prioritizing critical tasks, and other mistakes that can back up a project.

The best way to deal with project delays is to use a construction scheduling technique to carefully plan out the scope and timeline of the project, even before breaking ground. Construction schedules provide detailed guidelines for all project work and when the work needs to be done. Having this schedule in advance can mitigate the potential for delays.

If a delay does occur, construction scheduling techniques can still help, especially if they include regular planning meetings throughout the course of the project. These meetings can provoke ideas on how to manage the delays so that they do not significantly impact the rest of the project.

Mastering Construction Scheduling for Project Success

Construction scheduling isn’t a “nice to have,” but a necessary component of successful construction project management. Adopting leading construction scheduling techniques and pairing them with the right technology can help builders keep their projects on schedule and under budget, resulting in more efficient and cost-effective builds.

Acuity has decades of experience helping organizations with construction management of projects of all sizes. We help project managers select and implement the right scheduling strategy and apply sustainable business practices, proven project management techniques, and effective cost analysis and engineering principles to help our clients create and manage construction schedules that work for their projects.

Contact Acuity to learn more about our construction scheduling services.

Workplace wellness programs promote healthy employee habits and ensure workers are physically and mentally prepared to do their best work while fostering a harmonious work-life balance. Additionally, they reduce health insurance and worker’s compensation costs, enhance the reputation of businesses, attract talent, and minimize absenteeism.

Wellness programs are gaining in popularity. A recent study by the Transamerica Institute found that wellness programs are the third most frequently offered health and welfare benefits after health and life insurance. Moreover, 81% of employers feel responsible for helping employees maintain long-term health and well-being.

In this blog, we explain the benefits of employee wellness programs, share wellness program ideas, and offer tips and best practices for implementing an effective and sustainable program.

Benefits of Wellness Programs at Work

According to a survey by Aon, organizations are increasingly investing in the well-being of their employees – 83% of companies have at least one well-being initiative and 83% have a well-being strategy (up more than 25% since 2020). Importantly, 41% said they have a well-being strategy that is fully integrated into their overall business strategy.

Tangible results of wellness programs can be realized as early as two years into a program. The National Institutes of Health (NIH) cites reduced absenteeism, more engaged employees, higher productivity, and increased employee morale as among the main benefits of wellness programs at work. In addition, companies with wellness programs have a 25% decrease in employee turnover.

To understand the benefits of wellness programs, consider the cost of poor well-being. A study by Gallup reveals that 75% of medical costs are due to preventable conditions and $322 billion of turnover and lost productivity is due to employee burnout. Both can be lessened through a workplace that prioritizes employee well-being.

Key Components of Successful Wellness Programs

Effective wellness programs address key areas including:

• Career well-being: Enjoyment of work.
• Social well-being: Meaningful connections and relationships with others.
• Emotional well-being: Stress management, mindfulness, and managing emotions.
• Financial well-being: Money management.
• Physical well-being: Care of the body including nutrition, diet, and exercise.

Catering to the diverse needs of employees, including their physical, mental, and emotional health is key.

Innovative Wellness Program Ideas

A wellness program can incorporate a variety of ideas, such as an on-site fitness center, yoga classes, and mental health resources. But to be effective, a wellness program should consider the individual needs of employees, workplace risk factors, and workplace culture.

Incorporating Wellness into Daily Work Life

It’s easy to say wellness is important, but how do you integrate wellness into the workplace? Let’s look at five practical ways you can incorporate wellness into everyday work routines.

1. In the workplace: Workplace wellness activities need not be expensive or hard to implement. Ideas include creating an ergonomic workplace, lunch and learns to educate employees about their well-being (fitness, nutrition, sleep, vaccinations, etc.), stocking fridges and vending machines with healthy snack choices, wellness activity clubs (such as group walks, cycling, or other group exercises), weekly wellness newsletters, discounted gym or yoga class memberships, chair massages, employee health screenings, and more.
2. Flexible working hours: Flex time can improve employees’ work-life balance and reduce stress. However, time flexibility can mean different things to each employee. According to Gallup, the most appealing flexibilities that employees look for include a choice of which days per week to work, increased PTO or vacation time, four-day weekends, and flexible start and/or end times. Surprisingly, remote work or work-from-home options were less valued (only 33% of frontline employees said they would change employers for that benefit). Survey your employees to find out what they value.
3. Financial counseling: Personal financial difficulties can cause significant stress and distraction. Partner with local financial institutions or advisors to offer financial advice and counseling to employees, either in a group format or one-on-one. Online training may also be an option. Topics include money management, retirement savings strategies, saving for college, and more.
4. Don’t forget remote employees: Working from home can provide a lot of flexibility, but it can also make it difficult to build relationships with colleagues, supervisors, and clients. This can lead to feelings of loneliness and isolation, as well as increased stress, burnout, and other mental health issues. Look for ways to make wellness activities virtual and leverage as many technology channels as possible, including webinars, teleconferencing, mobile apps, and so on. Create a wellness portal where on-site and remote employees can track health activities, including diet and exercise, access healthy recipes, and chat and support each other.
5. Offer incentives: Encourage employees to achieve their wellness goals by providing incentives like paid time off or t-shirts.  

Leadership’s Role in Wellness Programs

As with any workplace strategy, it’s important to lead by example. Explore ways in which business leaders can foster a wellness culture by supporting and participating in wellness initiatives. When employees see leaders championing wellness, it helps demonstrate the purpose of the program and how it benefits everyone. Importantly, leadership support also shows employees that their boss cares about their well-being.

For business leaders to create a culture of health, consider the following best practices:

• Appoint a senior executive to champion the wellness program:
  • Identify a senior executive to lead the company’s wellness program.
  • Empower them to communicate program goals, objectives, and activities.
• Encourage executive involvement:
  • Foster excitement and engagement by having the executive actively participate in campaigns and activities.
  • Encourage the executive to set personal wellness goals and share their experiences. This transparency can inspire and create a more relatable connection with employees.
• Recognize employee efforts:
  • Ensure that executives recognize and reward employees’ wellness efforts and achievements.
  • Incorporate acknowledgment in team meetings or through dedicated recognition programs.

Designing a Wellness Program That Works

Designing an effective wellness program involves careful planning and consideration of the needs and preferences of your workforce. Here is a step-by-step guide to help you create a wellness program that works:

1. Assess employee needs and preferences: Consult your workforce to understand and prioritize wellness opportunities. Conduct surveys or host focus groups to identify evidence-based strategies to improve workplace wellness. Several factors should be measured, such as job satisfaction, stress levels, and overall well-being.
2. Secure Leadership Support: Gain commitment from top leadership to ensure the allocation of resources, support, and the integration of wellness into the organizational culture.
3. Identify risk factors: Risk factors that can hinder the health of employee well-being include lack of ergonomics in the workplace, insufficient work-life balance, poor interpersonal relationships with managers and coworkers, and more. For tips on conducting a workplace health and wellness assessment, refer to this guide from the U.S. Centers for Disease Control and Prevention (CDC), or consider incorporating a risk assessment as part of your employee surveys/focus groups.
4. Establish a dedicated wellness committee: This team is responsible for developing the program, planning activities, communicating with management, and evaluating the program’s effectiveness. Ensure the committee includes representatives from various departments to bring diverse perspectives and skills to your program.
5. Appoint a wellness program coordinator: Designated by the wellness committee, the coordinator will lead your wellness program and coordinate the delivery and evaluation of activities. Depending on the size of your organization and the scale of your program, you may wish to partner with an external vendor who can dedicate the appropriate time and resources.

Measuring the Success of Wellness Programs

For your wellness program to be effective, you must track and evaluate critical metrics and KPIs, such as participation rates, employee feedback, and health outcomes.

Evaluation can help define the value of your program and answer key questions, including: Was it a quality program? Did it accomplish something important? Was it cost-effective? What are the lessons learned?

Focus on measurable and realistic outcomes, such as:

• Participation in wellness activities over time.
• Reduced absenteeism due to injury or illness.
• Changes in the number and type of health insurance claims.
• Increased use of preventative healthcare screening.
• Increased employee retention.

Regularly survey your employees to obtain feedback and insights about their wellness success stories.

Challenges and Solutions in Wellness Program Implementation

A major challenge to implementing a wellness program is that there is no single definition of wellness from a healthcare perspective. Indeed, the lack of a standardized definition and framework for wellness programs can make it challenging to implement effective initiatives. As a result, wellness can be interpreted differently by employers and employees, leading to a wide range of initiatives that don’t address the priorities of either party. For example, if an employer focuses on physical health, but employees place a greater priority on mental health, the organization’s efforts will not yield the desired results.

Another challenge is employee participation. A lack of program definition may create confusion or skepticism among employees about the goals and benefits of the program. Use surveys and focus groups to understand your employees’ diverse needs, perspectives, and priorities.

Budget issues are often cited as a concern for employers. However, there are many low-cost initiatives that employers can implement. Furthermore, 90% of companies that measure their wellness programs see a positive return, including reduced costs for healthcare, recruitment, retention, and engagement.

Regardless of the financial investment in a corporate wellness program, its success hinges on sustainability. Tailor the program to meet the needs of employees, secure leadership commitment and support, recognize and incentivize participation and behavioral changes, and consistently assess the program’s effectiveness.

Prioritizing Employee Wellness for Organizational Success

Prioritizing employee wellness fosters a healthier and more engaged workforce. However, for your wellness program to be effective and sustainable, it must be tailored to the unique needs of your organization, have clear goals and objectives, and be supported by senior leadership. Additionally, it must be regularly evaluated and adjusted to ensure its ongoing effectiveness.

Whether you’re getting started with a workplace wellness program or are looking to optimize an existing initiative, Acuity can help.

Our comprehensive on-site wellness programs focus on engaging and empowering employees to choose healthy behaviors and make changes that reduce the risk of developing chronic diseases. Simple changes in employee lifestyle can increase health and general well-being, which in turn decreases lost workdays and insurance costs for employers.

Contact us to learn more.

The number and severity of natural disasters is rising. In 2022 alone, 387 natural disaster events were recorded, above the average of the previous 20 years.

Federal, state, and local governments play critical roles in preparing for, managing, and responding to natural disasters. Organizations like the Federal Emergency Management Agency (FEMA), local law enforcement agencies, and others are instrumental in ensuring that those who are impacted by a natural disaster—whether an earthquake, hurricane, tornado, wildfire, or other event—receive the aid they require to rebuild their lives and communities. They provide those who are impacted with shelter, food, medical assistance, financial guidance, and more.

In this blog, we look at what role the government plays during a natural disaster. We also examine the different agencies involved in disaster and emergency response and how they coordinate with each other to help communities reset and rebuild after a catastrophic event.

Understanding the Government’s Role in Disaster Management

The government’s response to natural disasters begins long before the event occurs. Government agencies regularly prepare for adverse incidents to improve responsiveness and outcomes. During and after an event, teams respond quickly to provide immediate relief. They continue to help victims in the days, weeks, and months following the conclusion of the disaster by aiding in long-term recovery and reconstruction.

Preparedness and Prevention Strategies

Government preparedness for a natural disaster takes place 365 days a year. Federal, state, and local agencies continuously create and refine emergency response plans that include:

• Pre-disaster mitigation efforts, such as updating building codes; constructing disaster-resilient infrastructure that sustains high water levels, extreme heat, etc.; creating water retention areas in case of flooding; and more.
• Preparing government employees. This includes training government employees on how to respond to different scenarios, helping them understand their roles, and providing them with tools that will help them respond during an emergency (for example, Geographic Information Systems that show the location of hospitals, police and fire stations, and so forth).

Disaster preparedness and response do more than just save lives. According to the Pew Charitable Trust, every $1 spent on disaster mitigation saves government agencies $6 and creates jobs.

Immediate Response and Relief Efforts

Once a disaster strikes, government agencies put their plans into action and respond swiftly and surely. Emergency managers and first responders are sent to the scene to engage in search and rescue operations, provide immediate aid to victims, assess damage, and more. During this initial phase, the agencies in charge may also set up and manage shelters and provide victims with clothing, food, and water.

While first responders are helping the victims, other government agencies work hard to restore power and communications, provide transportation, and re-activate essential services. Meanwhile, law enforcement officials ensure public order and security.

Long-Term Recovery and Reconstruction

Recovery and reconstruction following a natural disaster can take months or even years. It’s a highly complex process that involves:

• Close collaboration between federal, state, and local governments.
• Continuous communication among recovery managers and other resources.
• Careful planning to ensure what is built in the aftermath is even more resilient than what came before.
• Paying close attention and attending to the needs of those who were displaced by the event.

Financial resources play a major role in recovery and reconstruction, both for individuals and communities. For example, FEMA provides financial assistance for both individuals and governments. The agency also offers grants that support critical recovery initiatives.

The Role of Local, State, and Federal Governments

Federal, state, and local governments each have unique and important roles to play in responding to disasters and supporting recovery efforts.

Local Government’s First Response

Local government agencies are the first line of defense when a natural disaster strikes. Local police, firefighters, emergency medical personnel, and others are quickly mobilized and dispatched to the scene, rushing to provide aid, coordinate rescue and recovery efforts, and ensure the safety and well-being of those who are impacted. These organizations collaborate with state and federal agencies to assist individuals and families in need, resulting in a well-coordinated and effective response.

In addition to first responders, public utility organizations work to restore electricity and heat, begin debris removal, and perform other tasks to help the community get back up and running.

State Government’s Coordination and Support

Often, disasters encompass more than just a single town, county, or tribal land, or are calamitous enough to warrant more assistance than local governments alone can provide. In such cases, municipalities may require the assistance of state governments to aid in response and recovery efforts.

Upon receiving a request for assistance, a state emergency management office will assess the request and advise the governor of specific actions to take. The governor may then declare a state of emergency and provide government resources to assist in the response and recovery process. For example, a state could assist in determining evacuation routes, controlling the flow of people into and out of the impacted area, suspend state laws and ordinances that could impede rescue efforts, and so on. The state may also request aid from neighboring states.

The state government is also a conduit for requesting assistance from the federal government. The governor may ask the president of the United States for a presidential disaster or emergency declaration, thereby authorizing federal assistance to the impacted area.

Federal Government and National Agencies

A presidential disaster or emergency declaration signals the federal government and national agencies to begin assisting in the affected areas.

First, FEMA prepares a document called the FEMA-State Agreement. Per FEMA, “this agreement describes the period of the incident (or disaster), the types of assistance to be provided, the areas eligible for assistance, the agreed-upon cost-share provisions, and other terms and conditions.”

Once the terms outlined in the document are agreed to by all parties, FEMA coordinates incident response. The agency uses its National Disaster Recovery Framework to coordinate the response, detailing the roles and responsibilities of the response team, managing lines of communication, and more.

On the ground, FEMA stands up a Disaster Field Office – essentially a headquarters where all recovery and response efforts are coordinated. Assistance rendered includes providing:

• Food to affected individuals and families.
• Housing assistance.
• Loans for individuals and businesses.
• Clothing, household items, vehicles, and other necessary needs.

Collaborative Efforts and Community Involvement

Effective disaster response and recovery requires close collaboration between government, local communities, and private companies. Here are some ways these partnerships help during times of crisis.

Role of Local Communities in Disaster Management

Local leaders and residents know their communities better than anyone else and are therefore critical to response and recovery. Indeed, there are many ways local communities can help with disaster management, including:

• Local residents and groups may volunteer to help coordinate response efforts, including donating and giving out supplies and providing input into decision-making to help prepare for future events.
• Residents with specific skill sets (physicians, engineers, contractors, etc.) can apply those skills to the recovery effort.
• Local leadership can provide strong and steady guidance to responders at the state and federal levels, and local volunteers, to expedite the operation.

Public-Private Partnerships in Disaster Response

Private sector organizations play an important part in disaster response. In addition to providing financial support and assistance, companies also offer resources and solutions that can help increase the efficiency and effectiveness of disaster response. Resources can include advanced technologies, equipment, and even employees, who will often donate their time to help in the response effort.

Conclusion: The Critical Role of Government in Disaster Management

All levels of government—local, state, and federal—play important roles in disaster management. Each level brings its own unique set of expertise and resources to recovery and response efforts. There are specific guidelines that must be followed before federal assistance is provided, but with that assistance comes substantial support that significantly augments the tireless efforts of local and state governments.

Finally, local communities and private sector organizations are also critical for an effective response. Residents and local leaders who know their communities well can provide important perspectives about what works best for their communities, as well as hands-on assistance. Private sector companies offer financial, technological, and human resources that can be invaluable as communities attempt to rebuild and recover.

Acuity International is ready to aid in disaster management and recovery efforts, wherever they are needed. Our disaster and emergency response services capabilities are aligned with FEMA’s national response framework and community lifelines. Through our organic resources and strategic partnerships, Acuity provides comprehensive, targeted response and logistics services that include on-site and mobile medical support, emergency influx shelters, and more. Our teams are always ready to respond to a crisis anywhere in the world within 48 hours.

Contact us to learn more about how Acuity International can assist in your disaster preparedness, recovery, and response.

In today’s competitive labor market, employee training has never been more important. By continually upskilling your workforce you can build a robust talent pool, increase productivity and performance, and improve employee retention.

In this blog, we explore why training is important for employees, offer tips for aligning your training program with business goals, and share how you can overcome challenges in employee training.

Understanding Employee Training and Development

Both training and development play a key role in ensuring employees are equipped with the skills they need to succeed today and in the future.

The Essence of Employee Training

Employee training is the process of equipping workers with the day-to-day skills and knowledge they need to perform their current jobs.

Through training, employees become familiar with industry trends, technologies, a company’s products, and services, and can provide the best service to customers. Training also helps them to stay motivated and productive, as they have access to new information and tools that can help them do their jobs better.

Long-Term Employee Development

Continual development ensures employees can take their careers to the next level. By providing employees with the opportunities to gain new skills, take on new responsibilities, and do more challenging projects, employers can help their employees grow their knowledge and experience, which can help them reach their potential.

The Key Benefits of Employee Training

Providing employee training can enhance job satisfaction, boost productivity, and improve employee retention.

Let’s look at five benefits of employee training:

1. Enhanced Productivity and Performance (H3)

Employee training enhances both productivity and performance. According to a survey conducted by TalentLMS and SHRM Research, 80% of employees find training beneficial for their productivity.

Furthermore, 51% of workers believe training increases their confidence and 41% say it improves their time management skills – both of which translate to improved efficiency and output. This increased productivity contributes to overall business performance. Companies are 17% more productive and 21% more profitable when they offer employee training.

2. Improved Employee Skill Sets

Rapid advancements in technology, changing market dynamics, and increased demand for specialized skill sets have made employee training programs more critical than ever.

LinkedIn’s 2023 Workplace Learning Report suggests that skill sets for jobs have changed by around 25% since 2015. By 2027, this number is expected to double. Moreover, 89% of learning and development professionals agree that proactively building skills for today and tomorrow will help companies navigate the future of work.

But what are those skills?

Key growth skills as determined by the World Economic Forum (WEF) include analytical and creative thinking, resilience, flexibility and agility, motivation and self-awareness, curiosity, and lifelong learning. Artificial Intelligence (AI) and big data rank seventh for skills growing in importance, with a 60% growth in demand predicted by 2027.

3. Increased Job Satisfaction and Morale

Employee training is closely linked to satisfaction and workplace morale. Investing in the growth of employees makes them feel valued and appreciated, which leads to greater engagement, performance, and commitment. Indeed, 68% of employees say training is essential to job satisfaction. Happy employees are also more likely to recommend your company to others.

4. Efficiency and Reduced Wastage

Training can help improve employee knowledge and skills, which can increase your company’s efficiency and identify and eliminate wasteful processes. Trained employees are also more likely to make economical use of company resources, thereby minimizing waste.

5. Strengthened Employee Retention

Many companies are grappling with turnover and retention of critical talent. LinkedIn’s 2023 Workplace Learning Report found that 93% of organizations are worried about keeping their employees.

Digging deeper into the survey, three of the top five reasons that drive people to pursue new jobs are a desire to stretch, grow, and develop new skills. Indeed, learning helps individuals grow and advance into new internal roles and has a significant correlation to retention. Employees who have built their skills and made an internal move are 75% more likely to stay with a company.

It’s no surprise that employers view providing learning opportunities as the number one way they can strengthen employee retention.

Aligning Training with Business Goals

Training is only effective when it aligns with and supports overarching business objectives.

Aligning Training with Organizational Objectives

Learning professionals are collaborating more closely than ever with HR executives and the C-suite to comprehend the company’s objectives and determine the essential skills for employees. According to LinkedIn’s findings, in 2023, 50% of learning professionals were actively engaged with the C-suite, marking an increase from 43% in 2022.

As your organization engages in these discussions, leverage them as an opportunity to pinpoint critical areas of business risk. For instance, various sectors face heightened regulatory scrutiny, necessitating the development of employee skills to mitigate these risks.

Additionally, these discussions should prioritize methods for upskilling your workforce, aiming to elevate the quality of work, minimize risks, and enhance the overall customer experience.

Financial Benefits of Effective Training

Effective training programs can have both direct and indirect financial implications.

Consider the financial burden of replacing staff. The cost of replacing an employee can range from one-half to two times the employee’s annual salary. Moreover, it’s estimated that the United States loses a trillion dollars a year to employee turnover. An employee’s departure also leads to knowledge loss and employee apathy.

Investing in training will make people less likely to quit. Well-executed training programs enhance employee knowledge and proficiency in their roles, making them more valuable to the business and increasing their chances of promotion. This, in turn, contributes to a reduction in overall turnover. Additionally, training can lead to increased productivity, resulting in cost savings for your organization.

Training also gives your company a competitive advantage, helps you reach new customers, and boosts sales. Consider the statistics:

• The American Society for Training and Development found that companies that invest in employee training have a 24% higher profit margin and higher income per employee (by 218%).
• 90% of buyers favor buying from sellers who provide them with the right information throughout the sales process.
• Customers who receive great service from knowledgeable sellers spend 140% more money compared to those who had an unsatisfactory experience with a brand.

Overcoming Challenges in Employee Training

Employees face many challenges when training employees, including lack of time and budget, resistance to change, alignment with business goals, adapting to remote learning, measuring the return on investment for learning programs, and more.

There are also numerous training options to choose from – in-person, video conferencing, courses, certifications, executive coaching, hands-on projects, to name but a few – and deciding which is best can be difficult.

Identifying and Overcoming Training Challenges

Below are common learning and development challenges and effective strategies to overcome them:

• Include employees in the planning process: Employees have diverse needs and while you can’t incorporate everything into your training program, soliciting their input can help you develop relevant and engaging training.
• Set a budget: The amount you spend on training depends on your industry, number of employees, strategic goals, and the skills you are looking to develop. Calculate your budget based on a percentage of salary (5% is a good target) or set aside a specific dollar amount per employee. Look to others in your industry to see what they are spending as a benchmark.
• Assess training tools: To get the most return out of your budget, research different training methods and tools and talk to your employees about their learning preferences. Some employees will respond better to hands-on training, others to mentoring, and others to online learning. You may need to experiment with different tools and methods before you find the right option for your workforce.
• Engage employees with multimodal learning programs: Boosting employee engagement poses a significant challenge to successful training initiatives. Ensure the effectiveness of your training by diversifying delivery methods. Consider utilizing multimodal learning. This approach to employee training integrates various sensory modes such as visual, auditory, reading and writing, and kinesthetic styles. This approach enhances engagement, deepens comprehension, and promotes better retention while accommodating diverse learning preferences. A multimodal learning program might commence with reading an eBook, followed by participation in a webinar or listening to a podcast. It can culminate in kinesthetic learning, encouraging learners to actively engage, such as presenting what they’ve learned to a group.
• Designate time: Set a time each week for training so that it becomes a part of your employee’s routine responsibilities and not a chore that gets in the way of work.
• Measure the impact of employee training: Quantifying the results of any training program is tricky. To address this challenge, set clear goals and outcomes for your program. Then use data to track and measure progress. Key performance indicators to consider include employee satisfaction, retention rates, team performance, and financial impacts.
• Give employees the opportunity to apply knowledge: Give employees the opportunity to apply what they have learned to ensure they don’t forget those teachings. For example, assign projects that incorporate key learnings, encourage employees to share their new skills through mentoring, and so on.

Innovative Approaches to Employee Training

To optimize the benefits of your learning program, make a habit of exploring innovative and modern training approaches, such as applications and online courses. Remember, valuable training content doesn’t always require a substantial budget. Platforms like YouTube and TED Talks offer convenient and cost-effective access to a diverse range of expertise.

Look inside your organization to ensure your program is dynamic and engaging. For example, encourage employee participation by organizing weekly lunch and learns. During these sessions, different team members can share valuable insights, tips, tricks, case studies, and success stories, fostering a more interactive and participatory learning environment.

Other strategies include bringing in guest speakers from local business organizations, colleges, or partner companies.

Why Training is Crucial for Employee Success

Businesses around the world increasingly recognize why training is important for employees. They are actively fostering learning cultures that empower employees to gain new skills, feel valued, and unlock growth and potential.

Employers also benefit. As you seek to build a more resilient, successful future, training programs can help your company nurture more engaged employees, boost retention, attract top talent, and drive business results.

Acuity offers educational and tuition assistance for employees who sign up for training courses. Requests for assistance are pre-approved by applying for a course and paying for it upfront. Once a course is completed with a C grade or better, the employee can then be reimbursed for the cost of the training up to a certain amount—resulting in a win-win for all. Contact Acuity to learn more.