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What will the future of work look like in the wake of the pandemic? That’s the question on a lot of people’s minds. Cheryl Cran, founder of NextMapping, is a future-of-work expert who spent years getting organizations future-ready. We discussed the sudden move to remote work and the likely future of work here in the […]
After a month of quarantine under the pall of COVID-19, corporate leaders can take an objective look at how their companies are faring remotely.
By now, we all know diversity in the workplace is good for people and business. But many employees still feel disconnected or undervalued, despite companies’ best attempts at hiring a more representative workforce.
COVID-19 has forced many businesses and organizations to enter a new way of working that may be unfamiliar to some. Yes, I’m talking about remote work. According to a recent Robert Half survey, a majority of office workers have already transitioned to remote work, with just 2% planning to do so soon.
For any of us who have worked under a micromanager, it will come as no surprise that micromanagement can be harmful. It’s frustrating, to say the least, and can have cascading impacts throughout the organization.
Managers and business owners worldwide have probably experienced the need for staff to work overtime, stay longer, come in earlier, or work on their usual days off. For salaried employees, this means unhappy staff. For hourly employees, it means costly overtime wages.
Obviously, we are not currently in the best of times. The rapid outbreak of COVID-19 has led to local, state, and national shutdowns; quarantines; and “shelter-in-place” orders around the world.
For many organizations across the nation, remote work is now the new norm. What was once considered a way to attract and retain talent is now a necessity for businesses that need to operate when “stay at home” orders are in place. Are you new to this new way of work? If so, experts from […]
Being overwhelmed at work can often lead to burnout, absenteeism, and lower productivity levels. It’s bad for business and for talent retention.
Employee burnout comprises a real challenge for employees and employers alike. But what creates the conditions for burnout? And how can employers help prevent it from happening in the first place?