The only thing preventing most offices from being fully remote is simply a lack of know-how, or an unwillingness to commit to that change and design the workplace around it. Once you do that, what you’ll find is that rather than hoping for some magic collaboration, you decide who to invite to the table, and ask for their input, on purpose. Intentionally.… Read More
The shift in tech skills is one of the contributing factors, but it’s not that technology has been changing, because that ALWAYS happens. It’s the insistence that employers can find people with a skill that didn’t even exist 2-3 years ago instead of actually developing the people they already have, or hiring people who can continue to adjust and learn these skills.
How many jobs are going unfilled because you’re looking for someone with expertise in a technology that has only been around for the last 1-2 years? How do you expect there to be a bunch of experts on this technology? How do you expect recent graduates to be familiar with the technology that their college curriculum hasn’t even caught up to yet?
It’s not possible. So you might want to start adjusting your hiring, recruitment, and staff development processes, because that’s how you shrink the talent gap, by creating the talent yourself.… Read More
Justin also has some good advice for how to “be a good hang” online and make friends. I know more than a few people who could use that advice to be a little less awkward online. (i.e. Compliment people’s work, not their appearance, um yes!)
Check it out at the link below, but if I was going to give my own take on that idea, is that for my own social media I usually try and consider what I have to offer the people who choose to follow me. I have this blog, obviously. I can share some other, useful, information, and even a laugh or two mixed in.
For me, most of what I do online goes back to my background in training. I learn something, and I want to share that with others. So I do.
And I try not to be “cringey”. ;-)… Read More
It’s cool if your company wants to provide an assistance program or pay for access to an app that will help with meditation, etc. Good for them. But, if the source of your mental health issues is the day-to-day stress of working in an understaffed, toxic, environment, for far less money than you’re worth, and they won’t address that? How much do they really care?
Fixing that is going to require a lot more, as the article below points out. How many organizations are willing to make those kinds of changes?… Read More
Seth’s point here is one many workers would do well to remember:
“It’s easy to use our indispensability as fuel. Fuel to speak up and contribute. That’s important. But it’s also possible for that same instinct to backfire, and for us to believe that if we don’t do it, it won’t get done right.
That’s unlikely.”… Read More
We’ve been talking about making the workplace “safe” for a number of years now. First, there were the obvious, physical safety issues, and then the focus on sexual harassment, then on to bullying, and diversity. It’s important. You simply don’t get the best results from employees who don’t feel safe.
And yet, in a time when there is an increasing number of employees dealing with mental health issues, we also need to consider what we do to make sure they feel safe as well, for the same reasons. People who don’t feel safe, will not speak up, will not bring their best work to the table, and might just be looking for a safer work environment.… Read More
Dr. Morris makes an important point about the necessity for security as we continue to move into a world where the information in an app will decide whether we can enter a stadium, or board a plane. How secure is that information?… Read More