The Happiness Advantage author Shawn Achor recently delivered the keynote at the Bright Horizons Solutions at Work LIVE conference. I got to ask him about his research and how it can be applied to managers in the workplace.
I am so excited to have landed in a company that’s so committed to all of its employees. People truly bring their whole selves to work here. Not every company is like that. And it made me take stock of the clients we have and the HR practices I really believe in.
What’s the value of a great culture? What’s the key to excellence in the workforce? All this week, we’ll be asking (and more importantly…answering!) those questions in Austin as Bright Horizons gathers HR leaders for its annual, Solutions at Work LIVE.
National Healthcare HR Week has fueled a lot of conversation about the state of the healthcare workforce. And for providers, there’s ample concern.
Check out our monthly roundup of human resources news – from student loan repayment to employee burnout and desirable benefits…and much more!
Why are we not engaging and fully employing women leaders? Good question.
Choosing benefits today puts HR in prickly position; top hires are weighing company’s benefits against what they could get from a competitor; leadership wants ROI. There’s too much at stake for HR to just make a guess. So how are today’s trailblazers creating their programs? Like the answer to the old joke about porcupines: very carefully.
Our education and development department has begun offering new resources to teachers to help them discuss challenging topics with children. But what about our employees? How can we help our leaders to create safe spaces for this kind of big talk?
“Men certainly aren’t shy about saying what’s on their minds,” writes Bright Horizons CFO Elizabeth Boland on FORTUNE.com, “and we shouldn’t be either. Rather than waiting until you’ve reviewed all of the information to offer up your voice, take a cue from men and throw out your opinion.”
Employee surveys can tell you a lot about your workforce. But getting to the very specific information you need requires a leap of faith by employees. Specifically, it requires them to give up their anonymity. How can you help them feel comfortable making that leap?