Contrary to misconceptions, non-financial incentives providing workers with greater recognition, autonomy, and work satisfaction are extremely powerful motivators. Those organizations offering such perks perform better and have lower churn. Even better? The actual cost of these rewards can be quite minimal. Discover how and why in my new article.
Read MoreCatering to one person at the expense of others can lead to serious, material consequences. These can range from decreased company productivity to expensive lawsuits. Yet unlike discrimination, favoritism can be hard to identify and even harder to prevent. Read on to learn more.
If there’s a pay gap at your company, there’s something you can do about it. Even better? Closing this gap will be good for your business! That’s because companies that prioritize pay fairness and inclusion are not just doing the right thing. They also tend to outperform their competitors. Learn how in my newest article.
Read MoreThe idea that companies should help employees obtain affordable housing is not a new one. However, it’s enjoying a major resurgence, especially in big cities with sky-high housing costs. For those organizations with the wherewithal, it can be an excellent way to attract and retain valuable talent. Read on to learn more.
Read MoreEver since the COVID-19 pandemic forced many companies to adopt remote or hybrid work policies, organizations have found traditional performance reviews can’t be used to properly evaluate or correct the activities of workers who are not physically present most or all the time. So, how can companies like yours deal with the challenges of our new hybrid work economy? Check out my new article.
Read MoreHiring workers based on provable skills rather than education or even experience is all the rage in business today. Often seen as an effective recruiting tactic, we must also ask: isn’t it increasingly important to have an educated workforce that can think through these uncertain times? Read on to learn more.
Read MoreThe truth is, not all businesses are in a position to boost salaries high enough to keep pace with today's worker expectations. Fear not. There are strategic ways to attract/retain top talent—without breaking the bank. Read on to discover how.
Corporate America tends to discuss compensation issues from a legal/moral basis. Important as that is, tremendous potential exists to lean into the right initiatives to help your organization better thrive. Read my new article to learn just how.
Read MoreCOVID-19 utterly upended how we view the traditional work/life balance. Now, with governments throughout the U.S. seriously contemplating making the four-day, 32-hour work week a matter of law, it’s past time we revisit this critical issue.
Read MoreIf the COVID-19 pandemic and its effects on work has taught us anything, it’s that there is nothing especially magical about working long hours in the traditional office. In fact, many studies show that four-day workweeks and other unconventional arrangements boost productivity! Read my new article on how flexible schedules and an emphasis on a healthier work/life balance can increase individual and team output.
Read MoreRight now, companies are in a chaotic state, especially due to traumas triggered by the COVID shutdown and the positive results that many remote work experiments have produced. One thing has become clear: the titanic shift in how work gets done is and will remain complex. Please read my article to stay one step ahead of how business will be conducted in the future.
Read MoreAcute business crises like The Great Resignation and Quiet Quitting show us the need to foster greater organizational and management success. In the spirit of ongoing learning and discovery, allow me to offer a trio of excellent resources to get—and keep—your company on track.
As the ground continues to shift beneath us in this tumultuous year, business leaders who want to stay leaders must develop new habits to keep up with rapidly changing conditions. Please read my new article about how to not just remain relevant—but essential—in these dynamic times.
Read MoreDuring the COVID-19 lockdowns, more than 40 percent of workers found themselves working from home. Many doctors also went virtual during the height of the pandemic. And now, many plan to stay that way—at least as much as possible. If you manage a hospital, clinic, or healthcare network, please read my new article about how to prepare or better deal with this cultural transition.
Read MoreStudies reveal employees not only desire, but need regular recognition, not just to know they’re doing their jobs right, but to foster an allegiance to their company. An antidote to contemporary personnel maladies like The Great Resignation and Quiet Quitting, gratitude can also boost innovation, increase productivity, and lead to greater profits. Learn more in my new article.
Read MoreToo many American men are not engaged professionally. Instead, they spend their prime earning years underemployed or unemployed. This is hurting them and us. So, what can corporate America do to entice working-age men to return to the workforce? Read my new article to learn more.
Read MoreWe’re living through the Fourth Industrial Revolution, a brave new age of advanced robots and AI. As news accounts feverishly warn us technological breakthroughs will soon swallow up even white-collar professions, should we worry? Read my new article to find out.
Read MoreWorried about Quiet Quitting and the Great Resignation? Use the new Pay Transparency Act (which just started in CA) to build trust with your workforce. How? Instead of just complying with the law, your organization can embrace its “spirit.” This will show your workers you care about being upfront about their compensation. Want to learn more? Watch my new webinar: 2023 New Employment Laws What Employers Need to Know. A big thank you to Linda Duffy and Kurtis Urien for putting this on!
Read MoreDo you want to avoid “quiet quitters" in your company? The pandemic has led many workers to reflect on what they do. 83% insist finding meaning/purpose is their top priority. To be an employer-of-choice, attracting/retaining top talent, there are four ways to bring your staff the fulfillment they crave. Read my new article to learn them.
Read MoreWhat does California's new Pay Transparency Act mean for employers and employees? Even if your company isn't CA-based, it's a positive development for both stakeholders. By establishing equity in salary ranges amongst all workers, it levels the playing field—while helping employers-of-choice build trust/loyalty in their workforce. Read to learn more.
Read More
