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.

For years, businesses and employees have debated whether working from home was a good thing. In 2020, that debate came to an abrupt end when the COVID-19 pandemic forced the decision. The traditional office environment gave way to remote work, whether or not that’s what you (or your boss) was prepared for.

Since then, some companies have returned to the traditional office setting, but flexible, remote, and hybrid-remote workforces are likely here to stay.

A study in the UK found that 82% of businesses there are considering changing their future working practices to allow more staff to work remotely.

And PwC’s US Remote Work Survey reveals that 83% of office workers want to work from home at least one day a week. That same survey also found that more than half (55%) of employers anticipate that most of their workers will do so beyond the pandemic.

When you’re talking about a people-driven function like Human Resources (it’s in the name, after all), Big Data might not be the first thing that comes to mind. But the HR function has actually moved at a faster pace than many others in integrating analytics and business intelligence into its practices.

A study by Oracle found that 98% of respondents agreed that they can use data to predict workforce needs, 94% use it to predict turnover, and 94% say it gives them insight into employees’ career goals.

However, one of the authors of that study cautions that this doesn’t mean everything’s “rosy in the world of HR analytics.”

At our core, we are a diversity company. Our specific focus at Herrmann is on cognitive diversity, but ultimately, our technology and tools are about helping people value and leverage diversity and create more inclusive organizations. This is what we do for clients, and it’s something we’re continually working on internally as a fully remote team ourselves.

Over the last six months or so, we’ve had some candid and eye-opening discussions as a team about diversity in all its dimensions and what it means to be equitable and inclusive, both at an individual level and as an organization.

We’ve seen firsthand how powerful it is when you give people a safe space for these sometimes difficult but necessary conversations and the opportunity to expand their worldview.

People don’t like change. That’s just a fact of life.

Unfortunately, change is also a fact of life. And as you’ve probably noticed, it’s also a huge part of business.

Even before all the turbulence that was brought on by the pandemic, change management practices were being put to the test in recent years, as these shifts have been coming faster, and with more complexity and broader consequences.

Leading a team meeting can be tough even in the best of circumstances. You have to make sure everyone stays engaged, feels welcome to participate and can comfortably raise any issues. But you also have an agenda you need to get through and objectives to accomplish.

Meetings with remote teams can be even trickier to manage.

When was the last time you multitasked in a meeting? Drifted off? Got annoyed? Wished you were anywhere else but there? Or come down with a case of Zoom fatigue you just couldn't shake?

If any of that rings true for you, you’re not alone. In a Verizon Conferencing study, 91% of respondents admitted to daydreaming during meetings, and 39% said they’ve napped in them. Overall, research shows that employees waste a staggering 31 hours of unproductive time in meetings every month.

If creating better team management wasn’t already a priority, investing in resilient leadership development programs appears top of mind for more organizations this year. Companies realize the need to create resilient leadership to help guide teams through the year’s challenges and uncertainty.