Empowering HR Leaders: Advocating for Change in the Workplace
Empowering HR Leaders: Advocating for Change in the Workplace
Colleen McCreary’s recent LinkedIn post caught my attention. It highlighted a recent quote from Jennifer Aniston where she succinctly captured the essence of a pervasive challenge that many individuals, particularly women, face in the professional world: the struggle to assertively ask for what they want and deserve.
Aniston stated, "There was a time in my world, my career, where I realized it's not being aggressive or combative or bitchy or emotional to stand up for what you deserve and what you want. It's a tough muscle to build. And also be loved and respected. It's hard to achieve."
Returning to the Office: Mitigating Your Workplace Violence Risk
How’s the return to the office working out for you? I know many companies are easing back into the workplace and taking a measured approach, which is great, as there are so many variables we need to consider to ensure employee safety.
In addition to the obvious precautions against COVID-19 outbreaks, an even less pleasant aspect that experts agree may be an increasing area of risk is that of workplace violence.
How to Create a Thriving Culture in a Hybrid Work Environment
We know from the research that a thriving team culture results in top performance. It can also create a level of employee “stickiness”, that is instrumental in attracting and retaining the talent we want and driving away those we don’t. As many organizations are returning to the office (at least in part), a big challenge we face as leaders is how to create a thriving culture with an increasingly distributed workforce.
5 Tips to Managing the Transition Back to the Office and Hybrid Work
Now that vaccines are ramping up and more and more businesses are opening their doors, the return to the office has begun. But it won’t be the same as it once was. Most office workers will assume a sort of hybrid working scenario, where they do a mix of working from the office as well as their home or other remote location of choice.
The “remote work doesn’t work” theory was debunked by the pandemic and employees are not so eager to give up their newfound freedom and autonomy remote work provided. Employers are now left with figuring out the right mix that will benefit both the company’s needs as well as the employee’s desires. And that mix really will depend upon the individual employee, their personal circumstances, and the nature of their work.
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