Linked – Will non-linear work days be the new hybrid working?

Linked – Will non-linear work days be the new hybrid working?

ByMike McBride Reading Time: 2 minutes

I suspect this will remain a very niche thing now, though. The issue is the expectation of what the “work day” is. Granted, if you work in a customer-facing position, even a remote job where you have to interact with customers in real-time virtually, it’s unlikely they will be OK with a meeting at a time outside the 9-5.

On the other hand, there are plenty of jobs where those interactions make up part of the day but not all. Why can’t the other part of the day be outside the 9-5 so we can take care of other things during the day? You know, when doctors’ mechanics, banks, and other services are open, or when we want some time outside in the sun?

Calm Reminds Us That Diverse Teams Have Diverse Mental Health Needs

Calm Reminds Us That Diverse Teams Have Diverse Mental Health Needs

ByMike McBride Reading Time: 2 minutes

The point, however, is that when you look at the diversity on your team and consider how to implement solid mental health support systems, don’t forget about the diversity. Don’t assume they all need the same thing. They do not. There are some cultural differences, some unique challenges, and some ways to consider the diverse needs that some of them may have. It’s worth keeping in mind. 

It’s also worth keeping in mind that individuals are all different too. Not every Hispanic employee needs the same resources. There’s individual diversity too. Perhaps talking more about it and listening to their needs is the best answer! 

Layoffs, Anxiety and Trust
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Layoffs, Anxiety and Trust

ByMike McBride Reading Time: 2 minutes

Ultimately this is what will define your culture and your employee engagement. Do your actions match your words? It’s not enough to say you care about mental health, diversity, or developing the people who work for you. You had better put something behind that. If you’ve had layoffs recently, don’t expect anyone to believe that you care about these things on your words alone. Those layoffs told everyone in the organization that they were expendable. They could be next, and the only thing that truly matters is how much they make for you. If you care about their growth, wellbeing and being a diverse company, you had better show up with something other than words.

Who Can Work for You? The Answer to that Question Might Say Everything About Diversity

Who Can Work for You? The Answer to that Question Might Say Everything About Diversity

ByMike McBride Reading Time: 3 minutes

There’s a lot of talk coming from organizations about their commitment to diversity, equity and inclusion. Too many of them create opportunities that don’t match those words. Office jobs that require workers to be in one place, at the same time, all the time, are inhernetly not as diverse as they could be. Companies that require all of their employees to travel for team events are not as inclusive as they could be. Companies that only hire consultants who will travel to them in peron are not as inclusive as they could be.

Certain jobs require some of these things, but many jobs where the organization requires it can just as easily be done without those requirements. When they do that, they’re not matching what they say about DE&I. They are clearly emphasizing their preferences over their commitment.

Linked – Women leaders are leaving companies at highest rate ever

Linked – Women leaders are leaving companies at highest rate ever

ByMike McBride Reading Time: 1 minute

The disappointing thing is that it’s primarily women walking away from these companies. I think everyone should. If your organization ran successfully with flexible work and a better focus on wellness and mental health initiatives, and now they want to go back to 2019, they are not well-run.

There is no reason to think those organizations will be flexible and nimble enough to navigate the future. Why stay?

Quiet Quitting isn’t New, Caregivers Have Always Had To

Quiet Quitting isn’t New, Caregivers Have Always Had To

ByMike McBride Reading Time: 3 minutes

Herein lies the problem that many of our younger employees see and refuse to play along with. Why should our choices be between making a comfortable wage and living outside of work? Why do we live in a world where we have to “quit” being engaged in our work or decide against fully engaging in our families and communities? Moms have had to make this choice for years. Be a good mom and care for your children by lessening your career opportunities, or be a bad mom and focus on your career.

Why is that the choice?

I see article after article talking about the “loss” of productivity to companies when employees are not fully engaged. Still, no one ever calculates the loss in our communities from people who contribute nothing outside of their job. We don’t put a number on the damage done when fathers are uninvolved in kids’ lives or on the missed mental health benefits of being involved in hobbies, friendships, and community groups.