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Leadership News
Hrdive
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Image Credit: Hrdive
As RTO rates stabilize, flexibility remains key for work scheduling, McKinsey says
- Workplace flexibility has stabilized post-pandemic, with remote and hybrid options continuing to be popular among workers.
- In 2024, slightly fewer workers (12%) were fully remote and slightly more (58%) were fully on-site compared to 2022.
- 40% of workers indicated a preference for remote work, influencing their job decisions and making flexible schedules a key motivator.
- Employers are advised to offer tailored flexibility options based on sector and role to attract and retain talent, focusing on factors like adaptable work hours and childcare support.
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Hrdive
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Image Credit: Hrdive
Employers say their benefits are modern. Employees don’t agree, study finds.
- 86% of employers believe their benefits are modern, but only 59% of workers agree, according to Prudential's study.
- Top challenges for workers include saving for retirement, cost of everyday goods, cost of housing, and living paycheck to paycheck.
- Employers are expected to make changes in benefits offerings in the next two years to better meet employee needs, with a focus on improving well-being, retention, and overall employee experience.
- Workers' concerns about affordability and financial stability indicate a need for tailored benefits addressing retirement savings, financial security, and flexible work arrangements.
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Askamanager
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how do I manage someone with poorly controlled ADHD?
- An employee struggling with poorly controlled ADHD is affecting work, forgetting to clock in/out, ignoring high-priority tasks, and excessive attention to details leading to overtime.
- Informing the employee about serious concerns and potential job jeopardy due to unaddressed issues is essential.
- Offering structured support options like working closely to implement systems or allowing the employee to propose solutions with a deadline for improvement is recommended.
- Setting clear expectations on time allocation for tasks, addressing issues with quality and consistency, and exploring ADHD coaching options are crucial steps.
- Directly communicating that excessive detail work can be counterproductive and emphasizing the importance of sustained improvement is necessary.
- Suggest getting the employee ADHD coaching to develop effective strategies and considering accommodations to support her in managing ADHD-related challenges.
- Balancing support with accountability to help the employee succeed while avoiding micromanaging or overstepping into personal health matters is key.
- Engaging in open dialogue, setting boundaries, and offering necessary resources can aid in creating a conducive work environment for both the employee and the manager.
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TalentCulture
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Image Credit: TalentCulture
Building Competitive Advantage Through Human-AI Synergy: 4 Competencies
- Moore’s Law states that processing power doubles every two years, fueling digital innovation with expanding AI capabilities.
- The collaboration between humans and AI can lead to a significant competitive advantage by leveraging four key competencies.
- Competencies include leveraging technology strategically, using boundary strategies, and testing and implementing tools based on context.
- Selecting team members based on their ability to leverage specific technology skills is crucial for success.
- Training on use cases specific to the organization and proving use cases through pilot efforts helps reduce risks.
- Tracking, evaluating, and expanding AI tool usage is essential for extracting long-term value.
- Leaders must provide safety for recommending tool expansions based on changing capabilities and customer needs.
- Focusing on the human touchpoint is crucial in pairing AI tools with team members for creative stretch and innovation.
- Emphasizing support and knowledge for team members in making value decisions between creativity and practicality is key.
- AI can assist in innovation by providing tools for creative stretch, while humans make value-based decisions in product development.
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Medium
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Image Credit: Medium
Don’t just plan it, narrate it!
- Board meetings in early stage startups are high pressure and require more than just a strong plan to succeed.
- Crafting a compelling story is essential to capture the essence of what is being built and why it is crucial at the current inflection point.
- Internal storytelling plays a crucial role in engaging engineers and stakeholders as co-owners in shaping the future of the startup.
- A good story provides clarity amidst uncertainty, shows the purpose behind the roadmap, and turns a group of individuals into a team with a mission.
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Achievers
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Image Credit: Achievers
20 remote work tips to help employees stay productive and engaged
- Remote work has become a long-term reality for many professionals, with 27% of U.S. employees now working remotely full-time.
- To keep remote teams productive and engaged, it's essential for employees to feel supported and connected.
- Here are 20 actionable tips for HR professionals to engage remote workers, including setting clear goals, fostering remote work culture, and providing the right tools.
- Tips also include promoting regular check-ins, supporting flexible working hours, and prioritizing mental health and well-being.
- Encouraging social connections, offering professional development opportunities, and ensuring transparent career progression are vital for remote workforce engagement.
- Creating a remote-friendly onboarding experience, addressing remote work isolation, and promoting ergonomic best practices contribute to employee well-being.
- Supporting employee resource groups, making meetings engaging, and soliciting regular feedback are also key strategies for remote work success.
- Leaders should lead by example in remote work culture, modeling transparency and recognizing efforts to inspire others.
- Achievers offers tools for recognition, rewards, feedback, and engagement insights to help HR leaders support and engage remote teams effectively.
- By implementing these strategies and utilizing tools like Achievers, companies can build a thriving remote workforce with loyal, motivated, and productive employees.
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Hrexecutive
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Looking to attract the class of 2025? 5 places to start
- As the class of 2025 prepares for the job market, attracting top talent is crucial in the competitive landscape.
- Robert Half's research highlights factors that impact early-career experiences and suggests ways to attract and retain the class of 2025.
- Key strategies include enhancing onboarding to suit remote and hybrid work environments, providing mentors early on, and building new grads' confidence.
- Emphasizing skills-building opportunities, managing workloads effectively, and offering continuous feedback are essential for the incoming workforce.
- The class of 2025 brings adaptability, resilience, and tech savviness, making them unique in their approach to work.
- HR can leverage these strengths by fostering reverse mentorships and empowering new hires with diverse development opportunities.
- Creating a supportive and communicative work environment will be key in ensuring the success and engagement of the incoming generation.
- The changing landscape post-COVID requires organizations to rethink traditional approaches to talent attraction and development.
- By addressing the needs and expectations of the class of 2025, companies can position themselves as desirable employers for the future workforce.
- Overall, adapting recruitment and retention strategies to align with the unique qualities of the class of 2025 will be crucial for organizational success.
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UX Design
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Image Credit: UX Design
Don’t just make things—midwife things
- AI's impact on creativity in marketing and product differentiation is a growing concern among industry leaders.
- Creative agencies are experiencing declining revenues as clients favor artificial intelligence over traditional marketing approaches.
- S4 Capital reported an 11.4% decrease in Q1 sales, indicating a significant shift in the industry towards AI.
- Despite customer aversion to AI-generated ads, discussions have begun on integrating computational power with human creativity.
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Eblingroup
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Image Credit: Eblingroup
Three Common Pitfalls for New Executives and How to Avoid Them
- New executives often fall into common pitfalls that can hinder their success, such as running without reflecting, still being the go-to person, and staying on their functional island instead of playing a bigger game.
- To avoid these pitfalls, new executives should practice regular reflection to prioritize tasks effectively and improve outcomes by focusing on goals and how to show up in various situations.
- Transitioning from being the go-to person to building teams of go-to people is crucial for scaling leadership and ensuring that the right tasks are delegated for team development.
- By asking key questions about success metrics, individual contributions, delegation, and team empowerment, executives can shift towards building a collaborative and effective team.
- New executives must prioritize long-term enterprise success over immediate functional achievements, adopting an 'us as the leadership team' mindset to drive overall success.
- Self-assessment tools can help high potential leaders identify necessary behavioral changes to align with the executive role and contribute effectively to the leadership team.
- Reflecting on these pitfalls, taking proactive steps to improve, seeking necessary support, and engaging in collaborative discussions with colleagues can aid new executives in navigating challenges successfully.
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Medium
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Image Credit: Medium
Leadership Is Letting Go
- The article discusses the author's journey from a Software Engineer to Head of Product.
- The author highlights the importance of letting go and trusting team members.
- Initially, the author felt their value came from being involved in every aspect, but realized it created dependency.
- The article emphasizes the shift from control to trust in leadership roles.
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Edsurge
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Image Credit: Edsurge
Three Districts Took the Long View With Federal Relief Funds. Their Bets Are Paying Off.
- Districts like Donna Independent School District in Texas, Fulton County, Georgia, and Guilford Country, North Carolina, made strategic investments with federal relief funds, focusing on long-term student and teacher support.
- Donna, Texas, under Angela Dominguez' leadership, used ESSER funds to hire teaching assistants for early elementary classrooms, leading to significant improvements in reading and math proficiency among young learners.
- Fulton County, Georgia's approach centered on supporting students' literacy development through initiatives like Every Child Reads, resulting in literacy achievement that surpassed state averages.
- Guilford County, North Carolina, prioritized high-dosage tutoring for math proficiency and built teachers' instructional capacity, leading to steady math achievement in fourth-grade students and faster recovery compared to peers in large U.S. cities.
- While these districts saw success with their investments, challenges remain post-ESSER expiration, especially for districts with lower resources that struggle to reallocate funds.
- Districts like Donna and Guilford have been able to sustain their programs through local philanthropy and community support even after the end of ESSER funding.
- As federal funding uncertainties loom, districts are concerned about potential cuts and the need to advocate for continued investment in public schools to support students and educators.
- The strategic investments made by these districts highlight the importance of utilizing federal relief funds for long-term, impactful initiatives that benefit students, teachers, and communities.
- By focusing on areas such as literacy development, high-dosage tutoring, and teacher support, these districts have shown that thoughtful planning and investment can lead to sustained improvements in student achievement.
- Efforts to address pandemic-related learning setbacks and build systemic improvements have yielded positive results, demonstrating the value of strategic decision-making in utilizing emergency funds for educational recovery.
- These districts' experiences serve as examples of how intentional allocation and utilization of federal relief funds can contribute to transformative changes in education systems for the benefit of students and educators.
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Evilhrlady
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Image Credit: Evilhrlady
10 Simple Ways to Get Employees to Quit
- Firing employees can be challenging and may lead to lawsuits if not handled properly.
- Managers sometimes use underhanded tactics to make employees quit without firing them.
- Employees can claim constructive discharge if the employer creates a hostile work environment.
- If you want an employee to quit without direct confrontation, there are tactics you can employ.
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18 Likes
Medium
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Image Credit: Medium
The latency oversight
- A friend's company faced unexpected chaos in web development due to overlooking a seemingly innocent detail.
- The chaos arose from not asking a simple question of whether the website will be used globally or just within one country.
- This led to damage control, technical fixes, and a valuable lesson for the team.
- The company, known for building fast, user-friendly web applications, was approached by a client to build a customer-facing platform with sensitive data, real-time updates, and personalized dashboards.
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Salesfuel
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190
The Cost Of A Bad Sales Hire And How Behavioral Assessments Save You Money
- Bad sales hires are common and can be costly for organizations, with an average cost of around $130,933 to replace a salesperson.
- Financial costs of a bad sales hire include training expenses and potential loss of accounts, affecting the organization's bottom line.
- Operational costs are impacted by a bad sales hire's inability to contribute effectively, directly affecting the organization's operations.
- Cultural costs arise when a sales professional disrupts the company's harmony, leading to demoralization within the team.
- A damaged company reputation can result from toxic behaviors and high turnover rates, deterring potential new hires.
- Poor customer satisfaction may occur due to a bad sales hire's inability to maintain strong client relationships.
- Legal and compliance risks increase when offboarding a bad sales hire, potentially leading to legal costs and lawsuits for the organization.
- Traditional hiring methods often fail for sales roles due to the complexity of required skills and reliance on subjective decision-making.
- Behavioral assessments provide objective data for hiring decisions, helping identify the right candidates based on hard and soft skills.
- Leaders should consider incorporating behavioral assessments into the hiring process to reduce the likelihood of bad sales hires and improve decision-making.
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11 Likes
Medium
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Image Credit: Medium
How Poor Documentation Nearly Cost Us Millions — and What We Did About It
- A major telecom manufacturer faced potential financial losses due to poor documentation of a large network product.
- Critical knowledge erosion within the several hundred-person development team led to outdated and scattered documentation.
- Initially viewed as overhead, the outdated documentation posed a direct threat to the product's competitiveness.
- A methodical approach to restoring knowledge allowed for confident steering of the system's evolution, reducing the risk of financial losses.
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10 Likes
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