HR - Tracks

Although employers have worked to support struggling workers during the pandemic, significant work remains.

Burnout is old news. The statistics are no longer shocking, nor are the cautionary tales. There’s more burnout awareness in 2021 than ever before, yet somehow people are still just as burned out.  How can that be? Why, despite the mountain of information and resources available, are we still struggling to cure burnout in our organizations?  There’s a lot of conventional advice that puts the onus on the employee to “self-treat” to remedy burnout. Learn stress management techniques! Achieve a healthy work-life balance! Get more sleep! Practice mindfulness! The list goes on and on. But a lot of the time,

The fast-casual chain failed to provide workers predictable schedules or advance notice of their hours, the city alleged in a lawsuit.

There are three things that you can do now to evaluate your current strategies and readiness for additional strategies and resources to support your employees' mental health.

Oleg Konovalov shares the importance of creating a vision. If you are a leader, read this post to help your organization achieve new heights.

The new best-selling book Think Again, from organizational psychologist and Wharton professor Adam Grant, calls on all of us to apply the scientific method when we take positions and make decisions. “Treat your emerging view as a hunch or a hypothesis and test it with data,” Grant instructs.  But what does this mean for business?  As Grant notes, entrepreneurs and leaders are typically celebrated “for being strong-minded and clear-sighted. They're supposed to be paragons of conviction: decisive and certain.” But research shows that those who are willing to test out their assumptions, change their minds, and pivot from their original

Creating a psychologically safe workplace requires emotionally intelligent leaders who can model specific behaviors.

But a lot of the time, burnout is a product of the organization, not the person, and the kind of burnout facing most companies today runs deep. While meditation and mindfulness might help for an hour, treating the symptoms won’t fix the underlying cause.

A new report predicts a major swing in talent scarcity for some skill sets.

Employee Engagement Statistics for 2018: 85 percent of employees report not being engaged at work, and 81 percent say they would consider leaving if the right opportunity presented itself.

The COVID-19 pandemic has forced every organization to face its own set of challenges and opportunities to accelerate forward to humanize the future of work.

Burnout is old news. The statistics are no longer shocking, nor are the cautionary tales. There’s more burnout awareness in 2021 than ever before, yet somehow people are still just as burned out.  How can that be? Why, despite the mountain of information and resources available, are we still struggling to cure burnout in our organizations?  There’s a lot of conventional advice that puts the onus on the employee to “self-treat” to remedy burnout. Learn stress management techniques! Achieve a healthy work-life balance! Get more sleep! Practice mindfulness! The list goes on and on. But a lot of the time,