ERGs offer numerous advantages to employees and the organization alike. In addition to keeping people engaged in their work and encouraging collaboration with colleagues, they’re also a highly effective DEI&B strategy.
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Tech professionals prioritize their growth and seek out development opportunities in keeping with their desired path. This reality adds greater urgency to the current employer critiques (of everything from salary and benefits to the company’s impact) on everyone’s minds—and turns up the pressure to retain people.
While taking the time to acknowledge the women in our lives and the work that has been done to get us to where we are is always a beautiful thing, it’s also critical we ensure that celebrating Women’s History Month isn’t just something we tick off our to-do lists.
Using automation frees up HR and line managers to focus on optimizing the onboarding process, creating a better and more streamlined employee experience.
Building a strong local team with a unique identity that fits within a solid, global company culture isn't easy. Getting it right takes time and patience.
Transparency has to come from the top in organizations to be effective. As an HR leader, encouraging the C-suite to say more, not less, can be tough in times like these, but it’s not impossible. Here are some suggestions that can help.
A digital workspace that supports managers to truly connect with, motivate, and inspire their teams is a critical foundation for business success. Here are the key technologies—and conversations—that every HR and IT team have when considering how to create a truly effective digital workplace strategy.
As the world of work continues to evolve amid a shifting social and economic landscape, leaders face the ever-present challenge of building systems and choosing tools that meet the demands of today’s workplaces.
Managers needn’t be caught off guard by anxious team members. By preparing for the most common questions, you can help them reassure their people and build trust.
A survey is a proven method for taking a pulse check of your people to see how they feel about different topics relating to the workplace and their jobs. In times of uncertainty, when your people may feel insecure about their job security, it’s all the more important to understand how they feel so that you can address their fears and instill confidence in the company.
To help you navigate the choppy waters of DE&I policies, anti-discrimination laws, state-to-state variations, and anti-DE&I pushback, here are some important things to keep in mind.
Alongside one-on-one meetings, anonymous surveys are one of the best ways of gauging morale, identifying issues, and planning your strategy for building confidence and reassuring your people.
As company leaders, the key is to ensure that political discourse in our workplaces remains healthy and civil.
DE&I initiatives don’t stop at hiring. They must be top of mind and continuously monitored, ensuring that you treat all your people in a fair and unbiased way and don’t discriminate according to age, gender, ethnicity, disability, or any other reason.
When it comes to deciding on merit increases, business leaders may find themselves facing a dilemma. On the one hand, wage freezes and bonus cuts can seem like the best way to preserve the business’s bottom line. On the other hand, strategic compensation incentives are crucial for retaining the key talent you’ve fought so hard to find over the last few years.
To ensure employee engagement and satisfaction in today’s global, remote, and hybrid workplace, it’s up to HR leaders to provide middle managers with the support and training they need to handle the multicultural workforce and its challenges.