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.
Let’s say that you want to make a change in your organization. It could be anything really — maybe you want the sales team to embrace a new strategy or you want the entire office to implement a new HR policy. Whatever the case, one thing is for certain: it won’t be easy.
Here’s how not to work with millennials: A couple of years ago there was a hotshot tech startup in Silicon Valley. The company made a cool product and received several rounds of successful venture funding until it was growing faster than the founders had ever anticipated. They actually didn’t know how to run the company at that point, and before long they (and the board) decided to bring in a professional CEO.
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