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OfficeTeam recently released a survey exploring the true nature of the lunch hour in America. The findings show a landscape where lunch breaks are shorter, fewer workers take them, and when they do, over half use it to surf the net or social media.
In part one of this article, we noted that bad hires are costly—not only in monetary terms but also in employee morale and possibly productivity. Today, let’s take a look at some ways to avoid bad hires.
Traditional hierarchies have created a relationship of power between employee and manager with clear distinctions of leadership and subordinate roles. This dynamic is sometimes forced and has not always benefited us. Although there are some benefits to this traditional schema, we often forget that leaders are people, too, and have their personal development to consider.
James Davis, editor of HR Daily Advisor, recently sat down with Richard Burke, CEO of Envoy—a company that helps organizations navigate U.S. immigration and secure global work authorizations and business visas—to discuss how businesses are coping with immigration labor challenges.
Employee turnover is costly for organizations. It takes time and resources to identify, recruit, onboard, and train new staff—not to mention the institutional knowledge that may be completely lost when an employee leaves.
In a previous post, we discussed the fear of many workers of losing their jobs to automation, and we suggested that rather than focusing on specific jobs, we should look at underlying skills that are relatively immune to these impacts—like the ability to empathize, an emotional competence, required by psychotherapists.
Recent and soon-to-be college graduates often bemoan or revel in their grade point averages (GPAs), depending on the number, as they apply for postgraduation employment. Even those in the workforce for several years often keep their GPA as an important line item on their résumés.
Recent and soon-to-be college graduates often bemoan or revel in their grade point averages (GPAs), depending on the number, as they apply for postgraduation employment. Even those in the workforce for several years often keep their GPA as an important line item on their résumés.
Should an employer always give a fired employee the reason for his or her termination?
In part 1 of this article we began to explore what Catherine Mattice, a consultant, coach, and trainer had to offer about workplace bullying, including its similarity to harassment and the differences under the law. Today we’ll look at the importance of accountability as well as some methods for preventing bullying.