“If you can’t fly then run, if you can’t run then walk, if you can’t walk then crawl, but whatever you do you have to keep moving forward.” – Dr. Martin Luther King, Jr.
Why companies are focused on gradually increasing physical occupancy rather than a one-time approach
As COVID-19 vaccines start to be administered, does this mean the ushering of employees back to workplaces will start happening all at once? Not so fast.
While many now describe being able to see a light at the end of this long pandemic “tunnel,” it will take time to return to something normal.
1- "Leadership is a muscle you practice"
It’s okay to learn how to be a strong virtual leader because, as Simon Senek says, “leadership is a muscle you practice,” and most of the time, people are not taught how to lead. And if leadership is a gym, you can learn how to be a good coach and motivate virtual teams by tapping into everyone’s strengths and potential.
When employees have questions, they go to HR.
When HR professionals have questions, they often turn to each other for guidance and advice.
Generation Z is the newest generation to enter the workforce.
Ranging in age between 9-24 years old (born between 1997 and 2012), Gen Z is expected to make up a larger percentage of the global workforce than the Boomer generation (24 percent versus 6 percent).
With that in mind, how can employers attract Generation Z candidates to their organization?
I’ve been thinking about the concept of trust.
Being the HR enthusiast that I am, I have pondered and focused on the idea of trust and mistrust when it comes to the workplace. What makes a trusting environment, and how can feelings of trust permeate through company cultures often wrought with staunch traditions and rigidity?
I wish I may, I wish I might, have the wish I wish tonight…
Happy New Year to our esteemed SHRM members and to all who value the HR profession. I know you join me in wishing 2021 brings good health and business recovery—and I believe it will, thanks to HR leaders like you.
Not Work 2.0 – that was the scrambling and experimenting, adrenaline-fueled productivity, and Zoom fatigue of the pandemic.
I hope that Work 3.0 will be a well-planned, evidence-based transition to better, more human, more productive, more meaningful post-pandemic work.
"When I Grow Up..." is a statement that children of every generation have recited to parents and teachers as a declaration of their future ambitions. Whether rooted in reality or fantasy, these ideas are a rite of passage.
But there is a long, deep-rooted gap that exists between rhetoric and reality. The reality is, those dreams of accomplishment are far too often limited from birth based on bias, stigma and false perceptions. Stop for a moment and think: what are workers genuinely experiencing in your workplace?
A problem to you is a solution to someone else.
Friction and conflict are advantages when they inspire learning, growth, or innovation.
You might believe bureaucracy is a problem. But in top-down organizations bureaucracy is a solution. Rules and procedures prevent deviation and congeal power.
5 real problems for leaders: