Now’s the time to reset your employee value proposition

Now's the time to reset your employee value proposition

Listen: HRD Talk Episode 5 – Don’t blame COVID-19 for the Great Resignation

“Make sure that your employee value proposition, which includes your company culture and how you support work/life balance, is well articulated,” Detampel told HRD. “How people are expected to be working and how they're going to stay connected with their colleagues and leaders has never been more important.”

Nearly 90% of employees prefer a role with remote options, according to San Francisco-based PRO Unlimited, an integrated workforce management platform provider. In other words, employers that offer such flexibility will capture 96% of the labor market while those that don’t will lose out on 58% of candidates.

Employees in the technology industry, such as those working in Silicon Valley, seem to desire the “WFH” lifestyle more than those in any other field. Roughly two-thirds of tech employees (66%) said they prefer working remotely full time, and 34% said they would only accept a full-time remote role. Just over 60% of network engineers and 47% of software engineers shared the same sentiment.

Offering such flexibility will be a boon to your recruiting efforts, which Detampel argues should’ve been ramped up before the Great Resignation. “The issue with many recruitment functions in corporate America is they turn the spigot on and off,” he says. “Corporate America tends to view recruiting as a variable cost – they'll cut a little bit when it's down.

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10 tips for managing employees struggling with mental health

10 tips for managing employees struggling with mental health

Create a mental health policy

HR needs to have a policy, communicate the policy to employees and stick to the policy when situations arise, according to Brett Farmiloe, founder and CEO of Scottsdale, AZ-based Terkel.

“The policy should clearly communicate that taking time off to address depression, anxiety or other mental health illnesses is okay and define the necessary steps to take to get the time off,” Farmiloe says. “Leaders need to show that they're supportive of the policy, so employees feel confident in taking time off. When employees do follow the policy, employers need to stick to what they've said both on and off the record. There are a lot more questions than answers when it comes to mental illness during the pandemic, but creating a clearly defined policy helps provide clarity for both employees and employers.”

Offer anonymous support

“It's becoming a must for companies to provide employees with mental health support,” says Ewelina Melon, chief people and culture officer at global tech firm Tidio. “We included anonymous mental health assistance in our benefits during the pandemic and it proved to be the right decision. We offered our employees free access to a platform with certified psychologists and psychotherapists, so everyone could sign up and have a suitable therapist assigned to them. It proved to be a very popular benefit – the anonymity reduces the stigma, meaning more employees are likely to sign up.”

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Finance is a team sport: 4 ways finance leaders can collaborate to deliver insights

Finance is a team sport: 4 ways finance leaders can collaborate to deliver insights

The CFO function was changing long before the uncertainty of the past few years. In a 2019 podcast on the evolution of the CFO role, McKinsey experts discussed a then-recent CFO survey, noting that the scope of responsibilities was expanding dramatically to include digital initiatives and oversight of activities outside traditional finance functions.

From 2020 to the present, CFOs stepped up to the challenge of navigating their businesses through a complex economic environment beset by multiple uncertainties. CFOs who understood the risks and opportunities best took steps to break down data silos and leveraged technology to improve efficiency and facilitate teamwork.

Along the way, they discovered that finance must be a team sport, and that it’s imperative to enable leaders from every department to be champions of finance. Now, forward-thinking CFOs are seeking more ways to improve collaboration across the business so they can identify insights that help drive better business decisions. Here are four ways you can turn your finance operation into a high-performing team that drives more value across the organization.

Alleviate manual tasks to free up time for more strategic work.

CFOs are under more pressure than ever to perform at the highest level. Uncertainty is increasing and the only way to win is to become a modern CFO who has more time, insights, and confidence. The department’s next evolution should be offloading much of the mundane manual entry and tedious review work that finance teams typically handle.

Read the original article from CFO DIve


Malcolm Gladwell: ‘The job of developing talent is really hard’

Malcolm Gladwell: 'The job of developing talent is really hard'

“It’s lazy,” Gladwell said. “We’re arbitrarily and systemically disadvantaging people for no other reason than they happen to be born in the wrong time of the year. Coaches may be confusing talent with maturity, but talent doesn’t always rise to the top. People don’t perform up to their abilities in a vacuum – they respond to cues from a system, organization, coaches, etc. Encouragement plays a pivotal role: there’s value in supporting young people in their chosen vocation.”

The host of the Revisionist History podcast and co-founder of the podcast company Pushkin Industries mentioned several topics he’s brought up on his series, including how the Law School Admission Test (LSAT) rewards speed over precision. The LSAT rewards quick thinkers and penalizes those who take their time with the test. Which, when you think about it, as Gladwell certainly has, those who are deliberate, careful and invest time in their case tend to make the best lawyers.

Furthermore, as Gladwell added, the profession places a great value on time – lawyers charge by the hour!

“Why we’ve had such trouble with the relative age effect is because the adjustment requires people who control these organizations to rethink, change their ways and come up with better systems to evaluate kids,” Gladwell said.

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‘There are workplaces where nobody thinks about the employee and that’s insane’

‘There are workplaces where nobody thinks about the employee and that’s insane’

Before the first episode was filmed, Levy sat down with every cast member to gauge their reactions to the script, asking if any words felt out of character or if they had anything to add. That collaboration was immediately embedded into the foundation of the show, fueling a culture built on teamwork.

“It was pre-programming, making people aware their thoughts were important,” Levy said. “I still ran the show and was thinking big picture, but I warmed the space. The work is a group effort and at the end of this experience when we won those Emmys, it was a group win. Everybody from our grips to the casting to people who normally wouldn’t feel a stake in that situation, emailed saying, ‘we did it.’ It was a fairytale ending to this experience, but it wasn’t all mine.”

Levy credits his father and Catherine O’Hara, who play his formerly wealthy parents Johnny and Moira Rose, for another lesson he learned early on. As the stars of the show, he says, they set the tone for the atmosphere on set and during the creative process.

“They were so collaborative, respectful and appreciative that nobody underneath them could exercise their egos,” Levy said. “If the top sets the example, the ripple effect goes deep. When someone does be difficult in a way that’s unwarranted, it stands out because it’s not the norm.”

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Bridging The Gap Between Marketing And Sales

Bridging The Gap Between Marketing And Sales

Bridging The Gap Between Marketing And Sales

In an ideal world, your marketing and sales teams are just two sides of the same coin, functioning in synchronized unity and reaping the benefits of perfected teamwork. But more often than not, the reality is that the two are barely on speaking terms and blaming each other when goals aren’t reached. Whether you have felt the impact yet or not, there is likely a gap between your marketing and sales teams, and your business is suffering for it. 

The Breakdown of Marketing and Sales

Your marketing team excels at gathering leads, and your sales team lives for the close. But in between lies the task of prospecting, and this is where things get messy. Marketing understands target personas, lead generation funnels and parts of the customer journey, but some teams fail to translate successful marketing metrics into successful selling metrics. Sales teams, on the other hand, hate prospecting and want to focus on closing, hitting goals and making money. 

Tension stirs between the two teams as marketing believes their work is being marginalized as no one follows up on leads. Sales feels that the leads marketing generates aren’t qualified leads to begin with and a waste of time. Frustration grows, time and resources are wasted, and motivation plummets.

Read the original article from ChiefExecutive.net


How employers can help struggling hybrid workers

How employers can help struggling hybrid workers

Employers transitioning to hybrid work arrangements may need to reevaluate their performance management strategies and recalibrate how they approach employees who are struggling, according to sources who spoke to HR Dive.

One of the biggest challenges may be the relative lack of face time employers have with their reports than they otherwise would have had pre-pandemic, according to Joe Du Bey, CEO and co-founder of workplace management software firm Eden Workplace. In the past, visual cues signaling distress could be easy to pick up. That same process might take a bit more effort when moving to hybrid arrangements.

“It’s not as hard to tell if someone is being productive [in a hybrid environment] as it is to tell whether they’re happy or engaged,” Du Bey said. “It’s very new to try to quantify happiness and engagement because that was something that was more intuitive to gauge in person.”

The way in which employers actually do this type of recognition may vary, said Jill Havely, global community excellence leader, employee experience at Willis Towers Watson, but she outlined a general series of considerations for knowledge workers in a hybrid environment.


More than one-third of employees likely to resign over email fatigue

More than one-third of employees likely to resign over email fatigue

Nearly 90% of respondents claim the daily task of sorting through an inbox of unopened emails or messages is one of the most unpleasant aspects of work, according to a recent survey by Wakefield Research. Another 38% say email fatigue is likely to push them to resign.

That’s a startling statistic during the Great Resignation, in which companies across the United States are experiencing historic turnover. More than 60 million Americans have quit their jobs over the past year, according to the U.S. Bureau of Labor Statistics. In March, more Americans than ever before – 4.54 million – fled their employer. That’s an increase of 152,000 from February and higher than the former record of 4.53 million in November 2021. The professional and business services sector, as well as the construction industry, saw the most resignations.

If HR doesn’t address the mental health of employees and offer as much assistance as possible, that mass exodus will continue.

Of course, nobody receives more emails than the professional and business services sector. The inherent characteristics of email can make gauging its true intent a little difficult. For instance, as a written medium, emails lack emotional cues such as tone of voice, facial expressions, and body language. So, a straightforward email from a manager asking for an update could come across as a critical judgement of an employee’s pace in getting things done.

For seven ways to manage negative email at work, click here.


Global IoT spend by logistics market to top 4 billion by 2032

Global IoT spend by logistics market to top $114 billion by 2032

The global Internet of Things (IoT) spend by the logistics industry market is estimated at $35.2 billion in 2021 and is projected to reach $39.6 billion by the end of this year. The market is expected to reach $114.7 billion by 2032 while recording a CAGR of 11.2% during the forecast period from 2022 to 2032. With the ever increasing volume of domestic and foreign trade, industries are investing in technologically advanced logistics solutions to reduce downtime and ensure safe and fast delivery of goods and services.

These insights are based on a report on IoT Spend by Logistics Industry Market by Future Market Insights (FMI).

With IoT, logistics management becomes a holistic process, allowing data from sensors to be collected and presented in an organized, concise manner. Planning and budgeting are improved by real-time delivery and inventory monitoring. IoT logistics applications provide detailed data that allows managers to identify inefficiencies early in the logistics process, reduce waste, and always stay on top of the logistics process.

Key takeaways from the report are:

● The global IoT spend by logistics industry market is expected to expand nearly three times until 2032

● The U.S. market is projected to grow at a CAGR of 11.1% over the forecast period, reaching $19.7 billion.

● India is estimated to grow at a 13% CAGR during the forecast period.

● U.K is expected to reach a CAGR of 12.1% during the forecast period between 2022 and 2032.

Read the original article from SCMR


The 10 Brands People Feel Most Intimately Connected to in 2022

The 10 Brands People Feel Most Intimately Connected to in 2022

Disney, Tesla, and Apple are the major brands people feel most intimately connected to, according to recent research from MBLM.

The report was based on an analysis of more than 600 well-known global brands across 19 industries. The researchers used AI to analyze more than 1.4 billion keywords and social media mentions of the brands to determine sentiment. Each brand was then assigned a Brand Intimacy Quotient score from 0 to 100, with a higher score reflecting a more intense emotional relationship (see the full methodology here).

Disney is the most "intimate" brand overall, the researchers found.

Tesla ranks second, followed by Apple, Sony, YouTube, Mercedes-Benz, Trader Joe's, Netflix, Android, and Sega.

The 10 Brands People Feel Most Intimately Connected to in 2022

Among the industries examined, people feel most intimately connected to media/entertainment brands and tech/telecom brands.

Industries people most intimately connect to in 2022

Fostering intimate connections with people has a strong financial payoff, the researchers found. The top 20 brands on last year's brand intimacy list saw a 44% jump in their end-of-year stock prices between 2020 and 2021, compared with a 32% increase for companies on the Fortune 500 list.

Brand intimacy end-of-year stock prices vs Fortune 500

Read the original article from Marketing Prof