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Along with the post-pandemic Great Resignation, companies are discovering that their remaining staff are undergoing another crisis: the Great Burnout.

As some say, when life throws lemons at you, you end up learning to make and like lemonades! So just about a decade ago, in 2012, when serendipity offered me the opportunity to cover world's largest HR conference on my social media handles as an SHRM12 Blogger, I considered it as pure luck / coincidence. Later, a series of life events (I have blogged about some of them) made me to belive that we have the power, as humans, to design for serendipity. 

Tough to believe? I shall explain... 

As an HR Knowledge Advisor, I was recently asked how employers can address low employee morale and engagement in the midst of labor shortages and high turnover.

Why are American career, HR and workplace practices seemingly so far behind our peer countries around the globe? And are there models elsewhere to adapt
here?

Who remembers the public broadcasting commercial “The More You Know”?  The premise was to educate the audience on a topic with the intent of helping them make better decisions.

As a SHRM HR Knowledge Advisor, I have recently been receiving more questions about what type of training managers should receive.

COVID-19 brought the world to a standstill in a flash, forcing people to stay and work from home. But the frontline workers were the lifeline of the economy and society. They kept risking their own lives and saving light on groceries, restaurants, hospitals, and other energy-saving essential services. According to Brookings, these unsung heroes are mostly “low-wage earners estimated at around 7 million people” according to Eonocofact, “ most of the workers are also minorities women, PoC, etc.,” as shown in the figure.1

Excitement is building for SHRM National Conference!! 

I have had the opportunity to visit New Orleans only once a few years ago, and by coincidence, it was for also for an annual conference, albeit for my wife’s profession. While she was spending most of her days at the New Orleans Ernest N. Morial Convention Center for her conference, I was able to explore the city and found it to be exciting, vibrant, and with so much to offer visitors with its history, culture, music, and of course…food!

We live in a world of “instants.” We desire instant affirmation, adoration and adulation. We are impatient during our commutes, the delivery of goods that we order or any time we are required to wait in any line of people more than one. We truncate our communication and make broad decisions based on snippets of words without seeking, or asking for, context.

The Great Resignation isn’t slowing down. In fact, evidence suggests that every departure spurs remaining employees to increasingly consider a change. How do we respond to this trend?  How do we build teams that absorb stress, recover critical functionality, and thrive in new circumstances?

I am excited to be attending the 2022 SHRM Annual Conference. My first experience in 2021 was twenty years in the making. The memories made, such as a selfie with Steve Browne, inspiration from Opal Lee and Michael Phelps, meeting amazing HR professionals from across the U.S., India and Nigeria and insight gained will stay with me the rest of my HR career.

May is Mental Health Awareness Month, and here at SHRM we are partnering with the Campaign for Disability Employment at the Department of Labor (DOL) to spread the message that all of us have a role to play in promoting a mental-health-friendly workplace.

What is one way that talent acquisition has been affected by social media?