Ways

[ad_1] 1. Collect data, not anecdotes “People are resigning because their underlying needs and motivations are not being understood and therefore met. It should be basic business practice to assess your workforce for what motivates them.  In order to do this properly, you need to create an objective assessment framework, not collect anecdotes. Right now
[ad_1] By cultivating an environment that prioritizes the most marginalized, everyone in the organization … [+] will benefit getty Allyship is a term that has been used for decades but within the last year, it’s a term that rose in popularity. Merriam-Webster defines allyship as the supportive association that a person has with a marginalized
[ad_1] Higher absentee levels, abandoned vacation time, and reduced productivity are all byproducts of an overtaxed workforce. Prioritizing mental health has taken on new relevance in today’s corporate world, though many wonder how to do this amid strict deadlines, unmanageable workloads, and overbooked personal lives.Many companies have begun integrating policies to support a healthy work-life
[ad_1] Part of Kathy Caprino’s series “Supporting Today’s Workforce” Building a connection culture at your organization protects against the ‘great resignation’ and … [+] takes critical leadership action Getty Images As most of us have heard by now, there is a movement afoot that some have referred to as the ‘great resignation,’ in which thousands
[ad_1] For modern enterprises, especially those embracing digital transformation, business strategy and IT are inextricably linked. This means today’s CIO needs to move beyond the role of technology champion and trusted operator to become a change instigator and a strategic partner who helps shape the business. According to Gartner, organizations with diverse IT-business collaborations will