This time last year, "Zoom Fatigue" was a little-known phrase. Fast-forward a year and it has become a universally understood phenomenon. The rapid shift to remote work and learning has caused us to become more reliant on technology than ever before, with many people spending over half the day on connected devices. Research has found that a third of people find unplugging after work is the most significant challenge of working remotely. 

We believe retention is directly connected to how well employees feel supported and heard. Your Diversity, Equity and Inclusion (DE&I) strategy is an authentic way to foster these feelings and keep more employees on staff. Enhancing DE&I efforts is not just a trend, but also a necessary way for your business to attract and keep talented people during this time of global uncertainty.

If you let out a sigh of exasperation when you think about setting New Year’s resolutions, you are not alone. Last year when I jotted down my resolutions they sounded just like any other year: try to lose a few pounds, get up earlier, be a better parent. Quite frankly, they bored me!

The media is flooded with talk about how much the workplace is changing – with more focus on remote working, automation and e-commerce than ever before – but one aspect of our working world that will remain constant is the need for employees to be satisfied and engaged. That’s why, despite all the disruption of Coronavirus, we’re celebrating International Week of Happiness at Work and thinking about what organizations can be doing right now to give their employees the best possible experience, every day.

Winning companies consistently show similar traits in their operations that contribute to success. Key among them is the implementation of a strong learning culture. Even in times of crisis or a downturn in the economy, these organizations recognize the importance of upskilling their workforce to keep existing talent relevant and their companies competitive.

At some point, every organization faces a major event that tests its “bouncebackability”.

For decades now, the U.S. has been facing a mounting crisis in healthcare. There are not enough nurses, and specifically Registered Nurses (RNs), to meet increasing need. Nurses make up 50% of the healthcare workforce and by 2022, nursing will be the most in demand profession in the U.S. With a physician shortage projected to reach 46,900 to 121,900 by 2032, nurses are increasingly being tapped to fill gaps in care. All this would appear to bode well for career security in the nursing field, so why are there not enough nursing practitioners prepared to meet patient demand?

During an economic downturn most organizations look at ways to tighten budgets and reduce spending. Unfortunately, layoffs are too often used as a first layer cost-cutting measure. While the severity of a downturn as well as the industry an organization inhabits can make downsizing inevitable, this article explores three scenarios in which an alternative approach may be applied.