I had just returned from a rare weekend away with friends when I walked into my house to find a mess–clothes all over the floor, living room pillows scattered everywhere, papers littering the table and floor, and about fifty tiny staples stuck in the carpet.
Developing your people, improving their skills, and engaging them in learning is currently not an option. Talent is increasingly scarce, and demand for needed skills is outpacing supply due to all-time low unemployment rates, limited mobility among labor markets, and an aging and retiring workforce, which is shrinking the available talent pool.
In April 2015, the National Labor Relations Board’s (NLRB) implemented “quickie election” rules that sped up union elections while also requiring employers to provide unions with employee personal email addresses and telephone numbers.
Whether your business is in the midst of transformative change or your goal is to stay the course, the middle managers in your organization are critical to driving results. In fact, they are your most important leaders.
One of the worst time traps that you can fall into is believing that by working a little longer, or by taking work home on the weekend, you can finally "catch up." This fallacy will keep you perpetually chasing the clock for the rest of your career, maybe even the rest of your life
Mark Zuckerberg has said, “Connectivity is a human right.” While most people would agree with this statement, the question becomes: Does this right extend to employees in the workplace?