Nearly a decade ago, I convinced my wife to sell everything we owned, stuff the rest of our belongings in storage, and buy one-way tickets to New Zealand when our daughter was 10 months old to take a careercation. While living out of two suitcases and visiting six countries, I was inspired to start TINYpulse with the simple idea that happier employees make happier parents, partners, children, ...
Diversity, Equity, and Inclusion (DE&I) efforts have really accelerated and taken off in recent years. In a 2021 survey of over 400 human resources managers, over 50% rated DE&I as a top priority for their organizations. Furthermore, our research surveyed over 1,000 employees corroborates this trend, and 73% of respondents shared that their organizations are committed to diversity.
Employees who were hired during the COVID-19 pandemic are struggling to get connected in the social fabric and culture of organizations in ways that may not be easily observed. This cohort is providing 34% less peer recognition than their counterparts from the previous year. What’s more, they are 20% less likely to acknowledge company values by tagging values to the recognition they do provide.
Regardless of the manager’s opinion on employee engagement strategy, there’s evidence that suggests employees are better off in some key ways if their direct manager is in charge of employee engagement.
What inspires people to ditch a full-time corporate job for life in the gig economy? What about those who have joined the on-demand workforce as a second job?
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Neal McNamara
