One year into the global COVID-19 pandemic, many remote teams are feeling like they’re constantly running on fumes. Beyond the stresses of the health and economic situations, days spent on endless, back-to-back virtual meetings, sharing your workspace with family… it is easy to feel drained. For years, a top productivity concern was time management -- now it has shifted to energy management. Here are some of the best techniques we’ve learned for energy management to support wellness and resilience and avoid burn-out in remote work.
Diversity. Equity. Inclusion. Belonging. Concepts that are finally appearing to get the long overdue attention that they deserve in the corporate world. diversity and inclusion in the workplace than we have in years — maybe ever. Even so, in many organizations, it’s still an uphill battle to move beyond a statement of commitment to actual action.
If you’re struggling to get top-level buy-in for broader diversity and inclusion efforts, it may be time to rethink your approach. Read on for some tips on how to be more persuasive in your conversations with executives and to learn how you can use technology and data to strengthen your argument.
Momentum for action on racial equity has continued to build around the world, and we like many others have spent the past few weeks in an ongoing discussion on what else we can do to help contribute to positive change. It remains remarkably difficult for organizations to have uncomfortable conversations about racial bias, so as a first step we’re spreading awareness of how cognitive diversity can be used as a powerful device to break down the walls in these conversations.
For many, the word “diversity” brings up images of staid EEOC training or well-intended but not necessarily critical programs—the “have-to-dos” that don’t get much buy-in or enthusiastic support across the business. So it’s probably not the first word that comes to mind when you’re talking about innovation.
But here’s why it should be.
Even with all the excitement around our transition to the New Year, many of the colleagues, executives and managers I speak with describe a feeling of mental fog and slowness, as well as hesitancy in gearing up for the coming year.
As one meme stated: "Before I commit to 2021 I am going to need to see a list of terms and conditions."
As we’ve learned in 2020, there are some things you simply can’t predict about the year ahead from the vantage point of the present.
After all, how many of us had a pandemic-induced lockdown and acceleration of remote work adoption on our “trends to watch” lists at the end of 2019? But the major upheavals of this year also give us a pretty good hint at some of what we can expect for the future of work and human resources in 2021.
When it comes to the broad field of Human Resources, everything from complexities related to COVID-19 safety and vaccination policies to potential changes in compliance and regulatory priorities from a new US presidential administration will be in the spotlight.
2020 was quite a year! From the COVID-19 pandemic and fundamental shifts in the ways we work, to significant social upheaval in response to racial injustices, the need for better, more inclusive thinking is greater than it has ever been!
Get ready for 2021 with our Top 10 most popular resources from 2020 – eBooks, white papers, and webinar recordings – with Herrmann's community of inclusive leaders, culture champions, and learning & development catalysts.
Zoom fatigue is real. It’s so real that even the term “Zoom fatigue” is getting tired. But we’re also dealing with a reality that will require virtual team work and collaboration for many of us at least for the near future — and maybe longer.
Beyond the pandemic, the trendlines are signaling a move toward more remote working, shopping and learning going forward. That means video conferencing, remote team distribution, and virtual, technology-driven collaboration, in some form or fashion, are here to stay.
Companies like to say people are their most important asset. A new mandate from the U.S. Securities and Exchange Commission (SEC) puts that old axiom into sharp focus.
The human capital disclosure rule, which went into effect on Nov. 9, 2020, and is part of the SEC’s broader project to modernize Regulation S-K, requires publicly traded companies to disclose specific information about their human capital resources and any measures or objectives the company focuses on in managing the business — such as those that address the attraction, development, engagement and retention of employees.
Like so many events this year, the Macy’s Thanksgiving Day Parade had to change things up a bit in 2020 to accommodate a COVID-19 world. But the floats ride on, and there’s one new participant in the line-up that caught our eye.
Highlighting the fact that only 24% of jobs in the STEM (science, technology, engineering and mathematics) fields are held by women, Olay introduced the Her Future is STEM-sational float as a way to remind parade viewers about “the importance of maximizing women and their accomplishments.” It’s part of the company’s 10-year commitment to double the number of women in STEM and triple the number of multicultural women in STEM.