A report by Lever reveals that employers looking to attract and retain workers during the Great Resignation need to offer career flexibility, internal mobility and understand the motivations of employees. Insights from the report include that 65% of Generation Z workers intend to stay in their current role for less than a year; 33% of all employees say they believe they are not encouraged to change departments or roles; and while 48% say pay is the biggest motivator, 39% prefer having a sense of purpose.
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Leaders looking to bring employees back to the office should recognize that the pandemic has changed expectations permanently. Setting the right example for work-life balance and redefining priorities and boundaries can ease the shift to in-person work, writes Jess Huang of McKinsey.
4 Reasons Why DEI is More Important Than Ever Recent surveys show 80% of workers want to work for a company that values diversity, equity and inclusion. Are you taking steps to increase DEI in your organization? If not, you're increasingly at a competitive disadvantage! Read More.
Registered dietitian Devon Peart says dark chocolate has less sugar and fat than other chocolates and more flavonoids, including flavanol, which is associated with heart health. Peart says dark chocolate provides minerals such as iron, magnesium and zinc and has more fiber than other sweets, but it is important to control portions and consider the caffeine content.
Pew Research Center data indicates that about 12% of the US population is part of the "sandwich generation," or adults who are caring for both children and aging loved ones. Employers can help these workers avoid financial strain by offering supplemental benefits such as long-term care insurance and caregiver concierge services; better paid time off and leave benefits; and financial assistance such as debt forgiveness, emergency savings and student-loan repayment.
Design thinking can help companies build collaborative cultures that reveal new possibilities for the future of work, says IDEO CEO Sandy Speicher. "And this then involves us bringing a lot of inspiration in, listening to people's needs, understanding what people are looking for, asking people to [co-create] with us, so not just sitting in the backroom, but actually engaging everybody in that process," Speicher says.
When I started my career in publishing, a friend talked to me about career trajectory. “Kanoe, if you’re thinking of moving up, just know that you’ll have to leave Boucher first,” she said.
I was confused. In the publishing industry, companies will always see you in the role for which you were hired, she explained. “You can leave a company, go to a higher position elsewhere, and then come back to the first company in a new role. But you have to leave first,” she said.
Thankfully, those days are behind us -- at least in most organizations, I believe. Employees, especially millennials and Gen Zers, are after career flexibility and want their employers to be transparent and encouraging about internal mobility, as we see in today’s top story. Makes sense. Folks who are happy at their organization still want to grow and will naturally seek out opportunity for advancement. Are you ready?
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