In the post-pandemic work environment, early attrition has become a problem that many organizations struggle to address. Record low unemployment, changes in work attitudes and expectations, and the high cost of replacing people who quit have made retention strategy a high priority for HR leaders.
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In the post-pandemic work environment, manager disengagement has become a growing problem that impacts companies of every size in every industry. It can harm employee engagement, voluntary turnover, team cohesion and performance. In our latest eBook, What Can You Do About Managers Disengagement, Dr. Jack Wiley, Engage2Excel’s chief scientific officer, presents original research and guidance on how organizations can better understand, address and overcome manager disengagement.
There are many things the current pandemic has affected, especially when it comes to how companies use their recognition and reward programs. While recognition in its purest form is essential, rewarding employees in many organizations has been reduced as companies are tightening the reigns on spending. People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus the use of rewards given the financial reality, so there is no negative viewpoint.
Few in the HR community would disagree that we, as a society, have reached a tipping point concerning issues of discrimination, diversity and inclusion. Public outcry and protest over what many consider to be long-standing and systemic enablers of injustice, racism and inequality have forced all organizations to reassess and reimagine their strategies and programs for Diversity and Inclusion (D&I).
In this month’s special report, Diversity & Inclusion, A Framework for Reassessing Your Company’s Programs, we present research, questions and ideas you can use to stimulate and inform internal discussions. These include:
