Culture, Engagement & Experience Briefs

With the focus on the health and safety of staff and partners, how do you balance your work between planning for the impacts of COVID-19 and identifying alternative volunteer experiences for workers in response to travel restrictions and cancelled events?

Can companies boost job satisfaction by better incorporating purpose into their strategies and processes? The Conference Board’s latest job satisfaction report found that 53.7 percent of workers are satisfied with their jobs, but by adding strategies grounded in purpose, some of the job components with which workers are least satisfied could be improved.

At the outset of the pandemic, employees were the top priority of boards, second only to continued liquidity. That focus intensified during the social unrest following the death of George Floyd. Now, the SEC’s new disclosure rules on human capital management (HCM) could further reinforce the focus on workers — at least temporarily.

Join communication expert Nick Morgan as he discusses his new book, Can You Hear Me?: How to Connect with People in a Virtual World, which outlines five big problems with virtual communication and offers entrepreneurs, business professionals, and managers a clear path forward for helping us connect better with others in a more virtual world.

As Mental Health Awareness Month draws to a close, our data reveals the importance of employee communication in supporting worker well-being.

More than a year into the pandemic, hope is finally on the horizon, with nearly half of the United States population having received at least one vaccine dose. And while this has prompted conversations about the “new normal,” many workers remain skeptical and worried.

Effective DEI strategies and initiatives often require changes in norms, talent processes, and leadership styles, all of which may encounter resistance. Change is difficult. Hence, this period of turmoil constitutes both an ideal and a challenging time for human capital leaders to take action and strengthen DEI within their organizations.

Because mental health is very individualized, it remains a challenge to create a realistic mental health culture that satisfies all employees’ needs. As with communication tactics, mental health programs must be diversified and measured in order to generate positive change.

The current reality is that many organisations have moved ahead with well-being programs but are much more hesitant about developing their response to serious mental health issues. Ignoring this issue is no longer a viable option in a world of talent shortages and will only result in a waste or dismissal of the valuable talent provided by potentially up to a third of possible candidates for promotion and professional development. By engaging with this issue and believing they can make a positive