Latest Blog Posts
Recently, I have been reflecting on the “Big Quit” that seems to be happening across many workplaces and documented in countless articles. Some of those reflections are described in my recent two-part blog on the New Rules for Hiring and Post Pandemic Retention. Originally I’d assumed the massive workplace turnover was due in part to so many people re-evaluating various aspects of their lives – including their jobs. But now I think there’s even more to it – pandemic flux. Plus, although counter-intuitive, pandemic flux is probably also fueling a desire for some people to continue to work remotely.
In part one of this two-part series, I told you about the great spike in job turnovers in the spring and summer of 2021 and the challenges of pandemic retention. Well, there is more to the story. A March 2021 U.S. Census Bureau population survey found that 80% of those who have left the workforce since the COVID-19 pandemic began in early 2020 were women.
Conventional solutions from the past probably won’t solve your current hiring and pandemic retention challenges. It’s time to revisit your assumptions. Instead of focusing on your past practices or other cookie-cutter solutions, ask the right questions to get the right answers for your organization.
Although many people are looking forward to returning to a physical workplace, others are quietly dreading a return to the workplace. In some cases, this dread is linked to a long and arduous commute. This kind of dread is understandable and easy to talk about. In this blog, however, I want to focus on the racialized dread that countless employees are quietly experiencing because of inadequate inclusion at work.
Remote and hybrid work may be here to stay since many workers say they hope and/or plan to work from home once the pandemic is over – and employers are responding. The Business Development Bank of Canada (BDC) conducted a survey on the topic that found 74% of businesses plan to offer employees remote work after the pandemic. But how will this impact employees’ career mobility?
In part one of this two-part series, we covered how a more diverse leadership team is a stronger team and how organizations who hire outside of the old-boys network will attract a larger pool of young, talented, highly-qualified candidates. In this blog, talk about your workplace reaping the rewards of mentoring your young BIPOC staff in a well-structured BIPOC mentorship program.
Many organizations are grappling with diversity, equity, inclusion, anti-racism, and creating more inclusive workplace cultures. Some workplaces are also trying to integrate four generations of employees. This means we’re at an interesting point in time when it comes to leadership and leadership development in the workplace – and some progressive organizations are now (finally) contemplating BIPOC mentorship programs.
Whether you’re in a leadership role with people who report to you directly, or you’re a “thought leader” because of your subject matter expertise, your role has probably changed quite a bit in recent years – but has executive coaching kept up with the pace of these changes?