Burnout is the state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity according to a recent blog from Jay Chopra, PhD, co-founder and Managing Director of Making Shift Happen and a Herrmann Master Certified Facilitator. We've all felt it, whether it from the extended length of this pandemic or the social conflicts being seen within the communities of many cities and towns across the country and world. We are finding small personal wins but at what toll to our wellbeing.
Remote businesses and teams have long faced the challenge of communicating effectively.
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.
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.
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.
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.
In March 2020 I joined Herrmann, a 100% remote company. It was exciting but also a little bit daunting as I have never worked for a remote company before. Taking into consideration that I am based in South Africa while the leadership team and most of my colleagues are based either in the US or the UK, it all felt very new to me, and I really did not know what to expect, especially when it came to what remote onboarding would be like.