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Global crises are always challenging to navigate. When the time for immediate response passes, we have to dig in for the long haul.
Factors that influence operations going forward will ...
Employees' health and well-being should come first. There may be a perceived choice between productivity and well-being. But, engagement is a natural by-product of well-being.
Be proactive in asking employees how they're doing and what's holding them back. That way, you will know you're responding in the right way at the right time.
An employee-driven approach lets you change policies and practices in a way that is informed by data and not a gut feeling.
You may never get a holistic understanding of your compan...
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Monitoring software that checks time spent on different applications, chat response time, and keystroke recording is now in great demand.
HR departments worldwide are fueling the use of technology to have a way to control the employees that are now no longer in the office.
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If and when you return to your office after the pandemic, you'll probably notice some changes.
Before the pandemic, only 4 percent of the US workforce worked from home at least half the time. However, the trend of working from home had been gaining momentum for years.
It is estimated that within a couple of years, 30% of people will work from home multiple days per week.
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When our curiosity is triggered, we are less likely to fall prey to confirmation bias (looking for information that supports our beliefs rather than for evidence suggesting we are ...
Encouraging people to be curious generates workplace improvements.
When we are curious, we view tough situations more creatively. Studies have found that curiosity is associated with less defensive reactions to stress and less aggressive reactions to provocation.
Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.
Thus, conflicts are less heated, and groups achieve better results.
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