When most people think of a large law firm, they picture a stodgy office full of stuffy old men who only care about the size of their bank account and their office. Things never change because no one in the organization wants to try anything new.
Is it possible to have a huge team of engaged, results-driven employees, even if nearly half of them work from
Most people start their careers with high hopes and expectations of what the future will bring. But as time moves forward and you get settled in a job, things might not be as great as you hoped they would be, and you’re faced with the question of if you should stick it out in your current situation or move on to something new.
There’s a lot of talk in organizations about how often you should measure employee engagement. Is it best to do it every six months? Every year? Every two years?
Employee referrals measure if employees genuinely like working for an organization and if they are loyal and committed. To increase employee referrals at your company, create a goal and actually track it. Try creating programs that don’t focus solely on financial incentives for employees, but create ways to get referrals for the right reasons. Focusing on employee experience and referrals can fill your pipeline of qualified potential employees in no time.
The world is full of career advice. Everyone seems to have an opinion about what you should learn, where you should work, and what you need to do for a successful career. Go to an Ivy League school, study STEM, learn data science, start a side hustle—the list of suggestions goes on and on.
Albert Einstein famously said, “Once you stop learning, you start dying.” Humans are naturally curious and inquisitive; when we learn,
There are a lot of things that contribute to a corporate culture, and many organizations put a lot of effort into building a strong culture. Culture is hard to define, and it can look different to people at the top of the organization than it is does to those employees working down in the trenches. Just like many things in life, the best intentions might not always play out how you want them to. So how do you know if the culture you actually have is good or bad?
Every person and talent executive I have spoken with in the past few years has referenced diversity and inclusion as a key focus area. Diversity covers a wide range of topics—it means having a diverse group of people based on gender, religion, race, generation, sexual orientation, and more. The Royal Bank of Canada has a great definition of diversity and inclusion: “In simple terms, diversity is the mix of people; inclusion is getting the mix to work well together.”
We’ve all heard stories of people who have worked so hard that they’ve died on the job. But what about other side effects that might not be as visible? Studies have found that office workers, especially in demanding conditions, have a number of increased health risks, such as higher risks for obesity, heart disease, cancer, and more from sitting for most of the day, even it they work out regularly.