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The pandemic has changed the way we work. However, even in this challenging times, the right skillsets to meet companies’ current needs will help employees survive and thrive.
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In the workplace, one of the impacts of the pandemic has been the shutdown or curtailment of new product development activities. But with many of those staff roles curtailed as well, what lies ahead for companies that have had to freeze their innovation and talent?
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Many organizations use years of experience as a qualifier for jobs. It seems like second nature, but it doesn’t garner better talent. Using years of experience is often tied to a compensation range exercise and can lead to a sloppy path to your company being at risk of being accused of agism, or worse!
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When Mary started with the company, she was enthusiastic, energetic, and consistently the top salesperson on the team. She got along well with her co-workers and was known for her superior customer service skills.
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It’s been quite foggy out the windshield for many teams and organizations lately. The last years have been blurry with a fast-moving and often divided world.
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It’s 2021 and while we are thankfully making great strides in combatting the Covid-19 pandemic, there is another pandemic that is still in full swing. It’s more subtle and less immediately deadly, but perhaps even more insidious.
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Managers carry the increased responsibilities and exposures that come with the role. In fact, managers are the number one reason why people will either stay in or leave their jobs. It’s a lot of responsibility for managers, but thankfully there is a way to make it a little less stressful.
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Millions of television viewers recently watched rapt and wide-eyed as Oprah Winfrey conducted an exclusive interview with the Duke and Duchess of Sussex - Prince Harry, and his wife, Meghan Markle.
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In today’s volatile business environment, organizations that leverage the unique differences of their workforce are the ones that will thrive. But in order to get there, leaders must truly understand the people powering their business and make diversity and inclusion (D&I) top business priorities.
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