WorkLife

HR, talent, people and workforce operations leaders wanted! 🚨 WorkLife is offering a select number of complimentary VIP passes for WorkLife Strategies: The Hybrid Workforce on October 1 in NYC, where leaders will explore the challenges organizations face in effectively managing dispersed workforces. Apply for your VIP pass: https://buff.ly/4dD1kmf

Naturally, being encouraged to run a side hustle by an employer whose core business caters to entrepreneurs is more straightforward than those that don’t. But often having a supportive manager is all it takes. Cameron Ruby, PR director at Six Eastern, was a part-time freelance journalist for women’s basketball publication The Next, before she joined the PR agency. “I was nervous to bring it up, but my boss was super supportive,” Ruby said. Getting the all-clear meant she could continue to write about women’s basketball on the side. She’s not the only one. Her colleague writes for Boston Magazine on a freelance basis. #sidehustle Read more: https://buff.ly/3Kw7aZD

While organizations try to figure out what the best recipe for hybrid work is for their employees, Yelp remains committed to its #remote-first policy. When #Yelp's chief people officer Carmen Amara saw the impact being remote was having on retention, she knew it didn’t make sense to fully go back to the office. In fact, in the past two years, employee retention has doubled at the company. And while workers are staying there for longer, they are also working more efficiently. We spoke to Amara to better understand how Yelp is approaching employees’ needs in the modern workforce: https://lnkd.in/gxr6TnPn #remotework #hybridwork

Fewer people want their employers and businesses in general to speak publicly about current events — a reversal from just a few years ago. It comes amid heightened political tension in the U.S. with a looming presidential election and worsening polarization. Some 38% of U.S. adults think businesses should speak publicly on current events, a drop from 48% in 2022, according to a survey from Gallup conducted this spring among nearly 6,000 respondents. #politics #currentevents In this piece by Hailey Mensik, we speak to Sam Caplan of Submittable, and Daniel Oppong of The Courage Collective.

The competition for talent isn’t just confined to the long-term, permanent workforce and #Csuite — there is a surging market for interim executives, notably #HR leaders. Heidrick & Struggles, a business management consultancy, revealed in its “Fortune 1000 CHRO Trends” report a 225% jump in interim #CHRO positions this year vs. last, underscoring a marked shift in how companies are working to satisfy their leadership vacancies. In this piece by Tony Case, we speak to Sunny Ackerman, and Eric Mochnacz of Red Clover.

Do you agree? We asked some of the biggest #retail and consumer goods conglomerates to tell us how they’re prioritizing talent #retention in 2024, and in doing so leaning into the so-called “Big Stay” trend as the “Great Resignation” recedes. The response: companies like Nestlé, Walmart and Procter & Gamble have doubled down on their efforts around employee benefits, stock options, paid time off, while also ensuring offices are welcoming and that each employee has access to internal generative AI tools to help boost their productivity. #talentretention Read more: https://buff.ly/3Qfr52l

How can employers make sure all their workers are looped in on the same conversations while scattered in hybrid and remote set-ups? That’s a question leaders at Photoroom, an AI photo editing tool, asked when creating a “No DM” Slack policy. Under this system, nearly all conversations are held on public channels in an effort to boost transparency, elevate more peoples’ voices and opinions and better democratize information, said Mikael Nilsson 👋, Photoroom’s head of people. Other benefits include providing staff with more opportunities to observe (and eavesdrop) on conversations they miss out on over hearing while working remotely. #slack Read more: https://lnkd.in/dnRBk2X4

A major part of the #hiring process is figuring out whether a candidate is a good culture fit. But assessing that is rarely easy. Some employers in recent years have reworked their hiring processes to better evaluate personality, character and overall #compatibility between a candidate and the company. And some say it’s necessary to find the best person for the role who will feel like they truly fit in and stay with the organization. But others say it could make getting a job feel more like trying to get into a sorority or fraternity by perpetuating existing biases and leading to hires who look and act like those who already work there. #culturefit In this piece by Hailey Mensik, we speak to Khyati Sundaram, Amy Clark of D2L, and Annie Jackson of Cleo.

On October 1 in NYC, WorkLife will gather HR, people and workforce operations leaders for WorkLife HR Strategies: The Hybrid Workforce. This event will address the most pressing workforce challenges and offer valuable networking opportunities, helping attendees discover effective solutions. Secure your spot for the last chance to save before the early rate expires on September 4: https://buff.ly/4fOBz3I

Employers don’t have a grip on their staff’s psychological safety – and that’s very bad for business, experts warn. Just 16% of HR executives say they are clear on what #psychologicalsafety actually means, according to a recent report by behavioural consultancy BEHAVE, which surveyed more than 200 senior decision makers in #HR roles in the U.K. this August. And several experts, who work extensively with business leaders on organizational strategy, spoken to for this article confirm that this is not a U.K.-only problem, but a universal one across continents including the U.S.