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Leadership News
Hrdive
3w
150
Image Credit: Hrdive
Employees say they’re stressed by global political turmoil
- 75% of surveyed U.S. workers are experiencing low mood due to politics and current events, according to a report from Modern Health.
- Nearly half of the employees said life was easier during the COVID-19 pandemic, and 62% feel pressured to work through burnout or mental health struggles.
- Many workers believe that political tensions are making it harder to build a positive workplace culture, leading to greater burnout at work.
- Employees want workplace resources for psychological safety, especially related to political discussions.
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Hrdive
3w
194
Image Credit: Hrdive
What skills do employers want? AI literacy and conflict management, LinkedIn says.
- AI literacy is the fastest-growing skill in the U.S., according to a LinkedIn report.
- Other in-demand skills include conflict mitigation, adaptability, and stakeholder management.
- Employee communications tops the list for HR professionals, followed by AI literacy and relationship development.
- There is a growing need for soft skills in the workplace, alongside technical skills.
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Achievers
3w
357
Image Credit: Achievers
Employee turnover by industry: The hidden cost of attrition in 2025
- Employee turnover rates have stabilized, with 28% now considering a job change compared to 53% in 2022.
- Replacing an employee can cost up to four times their annual salary, creating financial burdens for organizations.
- High turnover hinders business growth and innovation, emphasizing the importance of employee retention.
- Industries like consumer discretionary, healthcare, IT, financials, and manufacturing face high turnover rates.
- Calculating employee turnover involves dividing departures by the average number of employees over a period.
- Healthcare experiences turnover due to burnout and staff shortages, impacting talent retention.
- Financial services sees high turnover due to stress, competition, and evolving employee expectations.
- Manufacturing struggles with retention due to poor workplace safety and wage competitiveness.
- Professional services face turnover challenges related to career mobility, job satisfaction, and workload.
- Strategies to combat turnover include enhancing recognition programs, offering career development, leveraging data insights, promoting workplace flexibility, and fostering a positive culture.
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Thought Leadership Leverage
3w
357
Image Credit: Thought Leadership Leverage
Unlocking Careers Without College | Lawrese Brown
- Lawrese Brown challenges the traditional 'college-or-bust' mindset by advocating for alternative career paths like apprenticeships, boot camps, and vocational programs.
- She emphasizes empowering students with practical information to align their interests with sustainable career opportunities for future success.
- By targeting students directly, Lawrese opens powerful conversations and helps them explore alternative routes aligned with their interests.
- Lawrese stresses the importance of trusting instincts, choosing careers based on personal values, and recognizing multiple forms of intelligence beyond academics.
- Encouraging greater awareness of non-college paths can empower students, boost self-esteem, and lead to more fulfilling career choices.
- Lawrese advocates for celebrating individual paths to success and challenges the 'college-or-bust' narrative.
- She focuses on providing practical knowledge of alternative career paths to encourage informed decisions and self-esteem among young people.
- Through social media, Lawrese engages with students to address their questions about non-college paths and expand their awareness of available opportunities.
- Lawrese's message aims to help students trust themselves, make choices aligned with their true desires, and cultivate self-awareness and values-based decision-making.
- She highlights the importance of students taking risks, experimenting, and innovating in their careers, emphasizing the benefits of having space to explore diverse paths.
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Smartrecruiters
3w
304
Healthcare Benchmark Recruiting Metrics 2025
- The healthcare industry receives 45% fewer applications per role than the global average.
- The median time to hire in healthcare is 41 days, just above the global average.
- Recruiters in healthcare make 25% more hires per month compared to other industries.
- Internal sources account for 20% of hires in healthcare, while referrals contribute to only 5% of hires.
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Achievers
3w
61
Image Credit: Achievers
What is culture fit? Everything you need to know
- Culture fit is about aligning employee values, behaviors, and goals with an organization's culture, leading to quicker contributions and alignment with business objectives.
- It involves evaluating skills, communication styles, and outlook to ensure seamless interactions within the team and the organization.
- Hiring for culture fit boosts engagement, retention, collaboration, performance, and reduces hiring costs related to turnover.
- Culture fit should not be about creating clones but finding individuals who share core values while bringing diverse perspectives.
- Culture add focuses on candidates who can enhance the existing culture by introducing new skills and viewpoints.
- To hire for culture fit, use accurate job descriptions, ask relevant interview questions, assess past experiences, and promote transparency.
- Involving diverse perspectives in the hiring process and reinforcing culture post-hire are essential steps in building a strong organizational culture.
- Measuring cultural alignment through metrics, gathering employee feedback, implementing recognition programs, and empowering everyone to participate in recognition help strengthen culture fit.
- Recognition plays a critical role in reinforcing culture fit by turning values into daily actions, thereby enhancing engagement and team performance.
- Achievers' employee recognition platform aids in operationalizing culture fit across the workforce, driving engagement, retention, and business outcomes.
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Hrexecutive
3w
39
DEI vs. merit? I’m proof that it’s not either/or
- DEI initiatives have been debated in corporate America, with some perceiving them as overshadowing merit, leading to their decline in companies like Meta.
- The end of DEI programs signifies a setback for marginalized individuals, highlighting the importance of inclusive hiring practices.
- DEI advocates for hiring based on qualifications, not solely on appearance or identity, to expand the talent pool and address historical inequalities.
- It encompasses creating opportunities for all, including older workers, parents, veterans, and those without traditional qualifications.
- DEI aims to recognize talent in various forms and levels the playing field to consider everyone's abilities.
- It promotes diversity of thought, experience, and perspective to build more inclusive workplaces.
- Leaders are encouraged to take actionable steps like conducting pay audits, removing bias in hiring, and supporting employee growth for inclusivity.
- Fair treatment, not politicizing, and prioritizing equality are essential for creating a workplace where everyone can thrive.
- DEI's goal is to ensure equity and fairness become the norm, fostering innovation and strengthening teams.
- Creating a world where equity is embraced as an opportunity is crucial until fairness is intrinsic in society.
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Medium
3w
291
Image Credit: Medium
The Silent Crisis in Agile: When Scrum Masters and Product Owners Forget Their Purpose
- Many Scrum Masters and Product Owners have forgotten their purpose and have become glorified meeting schedulers and ticket takers in the corporate delivery theater.
- The Product Owner role is undervalued and often underestimated, with some organizations mistakenly merging it with the Scrum Master role.
- Organizational leaders often misunderstand the accountability and value of the Scrum Master and Product Owner roles, viewing them as process facilitators rather than value enablers.
- There is a systemic failure of understanding and a culture of mediocre survivalism that needs to be addressed in order to rebuild the integrity of these crucial roles in Agile.
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Hrexecutive
3w
136
4 expert tips to help maximize, measure the impact of strategic HR
- HR professionals may still face challenges in being viewed as strategic partners within organizations.
- Key strategies to enhance HR's strategic impact include leveraging data alongside human interaction and staying aligned with business goals.
- Regular conversations and active listening play a crucial role in gauging HR effectiveness and identifying areas for improvement.
- Understanding business objectives and avoiding getting too entangled in internal processes are vital for HR to contribute to overall strategy.
- Employee feedback is essential in shaping a more strategic HR function and driving continuous improvement within organizations.
- By incorporating diverse experiences and skills, HR leaders can offer a more holistic and valuable perspective in executive discussions.
- Focusing on the future and designing benefits that cater to diverse workforces are key aspects of HR's strategic evolution.
- Employee engagement scores and feedback play a significant role in shaping HR initiatives and fostering a positive work environment.
- HR's role as a strategic partner involves not just traditional transactional tasks but also forward-thinking approaches to benefit design and employee experience.
- Listening to employees, understanding their needs, and implementing changes based on feedback are crucial for HR to maximize its impact.
- Incorporating tactical HR components with strategic foresight can help HR professionals contribute meaningfully to organizational success.
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Gritdaily
3w
1.9k
Image Credit: Gritdaily
UK Companies Step Up Employee Appreciation as Global Recognition Awards Honors Workplace Excellence
- More UK businesses are implementing structured recognition programs to appreciate their employees, seeing better retention and lower burnout rates.
- The Global Recognition Awards provide a platform for UK companies to gain international attention for their workplace appreciation efforts.
- Recognition programs strengthen employee retention and well-being, reducing turnover and burnout rates.
- UK businesses can submit their initiatives for consideration in the Global Recognition Awards, which validates their efforts and strengthens employer branding.
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Gritdaily
3w
216
Image Credit: Gritdaily
The Awards Program Helping Companies Hold Onto Their Best People
- The Global Recognition Awards program offers a way for companies to publicly recognize and appreciate their employees, helping in retaining talent.
- External recognition is becoming more significant as it feels more genuine and exceptional to employees compared to internal rewards.
- Research shows that strong recognition reduces employee turnover significantly, making employees feel valued and connected to the company.
- Recognition plays a crucial role in helping employees understand that their work matters and gives them purpose, outweighing offers from other employers.
- Losing good employees can be costly, both financially and in terms of morale and progress, making recognition a practical and cost-effective retention strategy.
- While raises and bonuses matter, helping employees feel appreciated in the workplace is more crucial for employee satisfaction and retention.
- Global Recognition Awards ties recognition to company values, increasing the impact of awards and helping employees understand what constitutes great work.
- The awards program allows nominations from colleagues, clients, or companies themselves, with a fair judging process to avoid bias and recognize meaningful contributions.
- HR teams should track achievements and make meaningful nominations that highlight leadership, impact, and creativity to effectively use recognition programs.
- Retention data and employee surveys can measure the success of recognition programs, showing that external recognition plays a crucial role in employee retention and satisfaction.
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Hrdive
3w
304
Image Credit: Hrdive
Generational divides: Benefits for multigenerational workforces
- Generational differences in the workforce require personalized benefits solutions for employees across different age groups.
- Fostering an age-friendly culture is crucial for supporting employee well-being and business success in multigenerational workplaces.
- Workers face unique challenges based on age, such as financial stress, student loan debt, retirement planning, and ageism.
- Employers can create inclusive environments by addressing generational differences in financial wellness and benefit preferences.
- Data-driven decision-making is essential for tailoring benefits that cater to the diverse needs of employees at various life stages.
- Understanding generational gaps in compensation and financial goals can help in designing comprehensive benefits packages.
- Educational resources and financial tools are vital for assisting employees with their short-term and long-term financial needs.
- Employers should consider the implications of an aging workforce and provide tailored benefits like retirement preparation support.
- Caregiving responsibilities impact employees across generations, highlighting the need for supportive benefits like paid leave and financial assistance.
- By offering diverse savings vehicles and holistic financial wellness programs, employers can empower employees of all ages to achieve their financial objectives.
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Scrum-Master-Toolbox
3w
265
Marina Lazovic: When Nobody Expects the Scrum Master, Overcoming a Rocky Start in a Team New to Agile
- Marina Lazovic shares her experience of joining a new Agile team as the Scrum Master.
- She encountered a team that was not expecting her and did not fully understand her role.
- She handled the situation by being patient, transparent, and not taking defensive reactions personally.
- Marina emphasizes the importance of remaining calm and focused on building understanding in such situations.
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15 Likes
Gritdaily
3w
402
Image Credit: Gritdaily
Robin Boren-Coleman Sexton’s Career Built on Empowering High-Stakes Decisions
- Robin Boren-Coleman Sexton is a senior vice president and senior wealth planner at City National Bank.
- She specializes in advising high to ultra-high-net-worth individuals on complex financial, tax, and estate planning matters.
- Sexton's core competencies include estate planning, fiduciary services, taxation, trusts, and business exit planning.
- She is dedicated to delivering exceptional wealth planning solutions and ensuring her clients' legacies endure for generations.
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Salesfuel
3w
39
Image Credit: Salesfuel
Out-of-Home Advertising Campaigns: Have Your Accounts Tried These Proven Tactics?
- Out-of-home advertising campaigns witnessed growth in 2024, with a 4.5% revenue increase and digital out-of-home (DOOH) jumping 7.5%.
- DOOH accounts for 34% of total industry spending, and younger consumers in urban areas are influenced by DOOH ads during their daily commutes.
- Traditional OOH advertising in billboards, transit, and street furniture categories saw a significant increase in 2024, with transit experiencing a 10.6% increase.
- Local businesses, including legal services, hospitals, and hotels, are among the major purchasers of OOH ads, while larger businesses like Apple, McDonald's, and Amazon also invest in OOH placements.
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