Training Day Blog

What often works far better to motivate employees is individual recognition in front of peers and creative, experiential incentives.

“Culture fit” often translates into a requirement that new employees have similar life experiences and a similar perspective as existing employees, thereby often eliminating women and minorities.

Whereas many employers used to respect the regular working hours of employees, working from home means many no longer do. Micromanagement can be another toxic problem worsened by working virtually.

Conducting diversity and inclusion surveys and holding discussion groups to review the results and strategize how to do better can be a good place to start.

Organizations face a balancing act to keep employees feeling secure and in control of their responsibilities without feeling like they are doing their work on autopilot and becoming unengaged and bored.

Just as the government has offered a stimulus package, companies can consider doing the same for their employees.

The rules, regulations, and directives a company imposes should serve to make employees feel safe and secure enough to explore and let their passions guide their work.

Coming back to a nearly empty office two days a week, I’ve been enjoying working in silence instead of blocking noise by listening to music on my headphones.

The requirements of the strange time we’re in make compulsive in-person collaboration a liability rather than an advantage. Today’s social distancing requirements provide a perfect opportunity to enhance employees’ abilities to work independently.

For many tech-industry employees, a highly interactive, collaborative work environment is the norm. The question is whether these interaction-based offices will ever return to exactly what they were in pre-pandemic days—and what that means for employees’ psychological well-being.