Each week I’m going to provide a round up of what I consider to be important and interesting articles on the future of work (not authored by me). These will include a variety of sources and topics ranging from workplace practices to robots and automation to leadership and everything in between. There’s a lot of information out there so I’m hoping that these weekly round ups will help make life a bit easier for you by giving you just the good stuff. Let’s get into it!
There is value in being aware of the impact of the work environment on employees’ health. This includes not only their physical health but mental and emotional, as well. Therefore, work places
should support practices that work to facilitate healthier behaviors. One of the top physical health issues that strike employees is lower back pain. The latest
contention that — ‘sitting is the new smoking’ — might lead organizations to consider a variety of options to provide ergonomic seating. These can include everything from comfortable, correct seating, to sit-to-stand desks that adjust at a touch of a button. In addition to physical health, employees’ mental health is also a key component to well being. A number of factors can impact this such as the amount of natural light or the incorporation of natural elements into the environment. In an 18 month project, Dr. Craig Knight from Exeter University, demonstrated that adding houseplants to an otherwise sparse office environment, can increase well-being by 47%.
Check out the article for more great data and ideas for simple ways to promote well-being in your organization!
In the competitive world to hire technical talent, organizations need to consider the most efficient strategies to recruit the best. This article points out five key things to consider.
First, hire a recruiter who understands your technology. This should be someone who has a good grasp of the technology and can understand the complexity of the problem sets in your place.
Second, ensure that the recruiter is part of product discussions. They will be better prepared to manage the shifting priorities that always occur.
Additionally, use a tech recruiter that seeks out the best possible candidate, not just the best ‘currently available’. These recruiters will be masters in their ability to pitch the opportunity to the candidates that you want on your team. Make sure you create a technical hiring roadmap. If this is aligned with your product and business plan, you will have something that can be measured proactively, rather than reactively. Finally, it is important to engage with a candidate and communicate clearly. This requires that you have a technical recruiter with excellent communication skills. A recruiter with these five skills will get you the best talent, faster and more efficiently
My new book, The Employee Experience Advantage (Wiley, March 2017) analyzes over 250 global organizations to understand how to create a place where people genuinely want to show up to work. Subscribe to the newsletter here