For 15 months I've been documenting the ever-evolving workforce experience via this blog (and others). We've been through a hundred different layers contrasting hope and uncertainty. There are those who have found positivity in solitude while others have been chomping at the bit to get back to seeing other humans IRL (in real life). The time of emergence (at least for now) is upon us.
How to become the best people ally
What’s cool with the 2021 role revamp of HR is that the hybrid constraint pushes practitioners and business decision-makers to put people first in the competitive war.
Considering people are the best asset of modern management and top-notch companies, it offers a bright future to the HR role. What other functions can recruit, make all the people love their companies, grow and stay to such an extent? It’s also a huge responsibility.
The Great Resignation. It’s been the headline of the day and the topic that looms large at any company trying to snap back to business quickly. About 4 million people —roughly 2.7 percent of all workers —quit their jobs in April, the highest level in about 20 years. Moreover, recent surveys show that anywhere from 25 percent to 40 percent of workers are actively looking for a new job.
Making a major transition? This is the perfect opportunity to influence employees’ attitudes and productivity
Like many parents in the last year, I’ve spent more time with my kids’ learning materials, re-familiarizing myself with the ins and outs of intermediate school math, social studies, and more. One of the concepts that sticks out to me in science is atomic particles because it has a very clear tie to how we make talent decisions at work.
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Even under the difficult conditions of the pandemic, there were excellent, empathetic leaders. Unfortunately, there are lots of bosses who weren’t great—quite the opposite. They were obstinate, insulting, micromanaging, or a combination of all three.
What is one way you challenge your employees to perform outside of their comfort zone in 2021?
The concept of trust perception combines three psychological factors: competence, benevolence, and honesty. Considering that one of the most critical skills of a Manager (especially in the virtual world) is communication, you can’t build trust without being intentional about connecting with EACH of your teammates. And not just with teammates you like or know better or meet in person.
The current state of business relative to graduating students in 2021 is not particularly positive. The facts are:
When it comes to human resources practices and procedures in the workplace, time has been and always will be important. In many cases, it’s everything in HR.
The notion of time runs rampant through HR and at work—but I’m not sure we talk about its true implications enough.
Today I’ll share some of my favorite tips to nail your LinkedIn profile basics.
Overcommitment is sprinting into oblivion with your hair on fire.
Self-management is less about getting stuff done and more about your relationship with time.
Effect of overcommitment:
You can’t enjoy leading with a gaggle of tasks honking for attention. Relief is the fullest expression of joy for overcommitted leaders.
Overbooked leaders are riddled with mediocrity.
There’s a growing trend for companies to do away with mandatory bachelor’s degrees for employees. While higher education is more critical for certain roles (think nursing or engineering) is it necessary to require degrees for roles such as a project manager or salesperson?
The short answer is it depends how you think about it.
Pros of hiring people with college degrees:
How are Emotional Intelligence and Diversity intertwined with each other as we work to create healthier, more equitable, and diverse workplaces?