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After a year of the Covid-19 pandemic, a majority of employees around the globe say this has been the most stressful period of their lives. Employers are also doing their best to find new ways to boost workers’ spirits and mental health.
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After more than a year into the Covid-19 pandemic, workers across many industries are feeling burned out. Multiple reports point to all-time high levels of stress, distractibility and digital exhaustion. In fact, new research from Microsoft found that thirty-nine percent of workers feel exhausted.
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Despite new SEC regulations requiring companies to disclose more about their human capital resources and measures, Harvard Law found that 17 of the 100 organizations that have filed made no statement about their people.
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Today, the ability to create and explore dashboards that deliver insights is no longer a luxury for your customers—it’s a necessity. As digital transformation continues to accelerate, product leaders at technology platforms have to identify the quickest, easiest, and smartest way to deliver on the need for analytics.
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There’s no doubt the pandemic has changed everything about the way we work. While some of us have transitioned to remote work—which comes with its own unique set of challenges—many others who are still working on-site are burdened with the stress of working with the public amid a global health crisis.
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How can business and HR leaders revitalize their organizations as they look forward? The global Covid pandemic, social unrest, political squabbles, economic turbulence, and emotional malaise of 2020/21 could be labeled the “people/organization” crisis.
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Serendipity and spontaneity are romanticized in office life, especially now that many workers haven't been in the same space as their colleagues for over a year.
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For many organizations, it's been many months since corporate offices have been fully staffed and the spaces filled with talent. If this is your organization, consider the following best practices captured from around the globe.
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What do organizational resilience and DEI (diversity, equity, and inclusion) have in common? What might seem like two very different ideas are actually connected (and our actions during the Covid pandemic have short-changed both).
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