Welcome to “The Most Interesting HR Stories of the Week,” a new weekly post that will feature talent insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
10 Articles to Read Now
New research by Korn Ferry reveals that 70% of people say that due to working remotely, it’s easier now than pre-pandemic for colleagues to get away with rude behavior. Plus, 59% say that compared to pre-pandemic, colleagues are ruder to each other. Why are we all turning into jerks?
Remember when people were coming into the office sick? And then remember how the pandemic suddenly made us all empathetic and attentive to our wellbeing? Was it all just a fantasy? Because almost 70% of those who can work from home feel an obligation to log on and work while sick, according to a new study.
Shall we schedule a meeting to discuss this article? But before we do, we should probably hold a pre-meeting. And don’t forget the post-meeting. You get it. We all get it. Meeting overload is real, and everyone hates it. So if everyone hates it, why does the problem persist — especially since managers say that 83% of the meetings are unproductive.
Despite the overload, meetings will still take place. Too often, though, they are ineffective and inefficient because people lack the skills to engage in healthy disagreement. Workers either tiptoe around each other, resulting in a dearth of candor — or colleagues go on the attack in negative ways. We’ve got to do better.
There are six major sources of power: referent, reward, coercive, legitimate, expert, and information. Which ones do you tend to use? And does your CEO gravitate toward the same ones? Combining the answers to both questions is important. Read why.
How do you separate the devout from the defiant for religious exemptions from vaccination? This article further asks: “What standard should be used to sort legitimate from cynical appeals to religious belief as a reason to be excused from complying with a legitimate public health measure that all employees are asked to undergo to protect our collective health?”
Commonly known as “right to disconnect” laws, efforts to mandate work-life balance continue to mushroom in more parts of the world. Countries like Germany, France, and Italy already have such statues, and now so does Portugal. Could it happen in the U.S.? This article offers some speculation. (As if!)
About 1 in 5 healthcare workers has left their job since the pandemic started. This article from The Atlantic tells their story — and the story of those left behind. It’s a long read, but well worth the time to gain a deep sense that the Great Resignation is not just a bunch of numbers. Behind those stats are real lives.
LinkedIn employee engagement expert Bryan Dobkin answers questions in this interview about why we’re all so unhappy at work, the state of wellbeing efforts, how remote work plays a part in all this, and what organizations can do to turn things around.
This is a great examination of the nationwide school bus driver shortage — complete with takeaways that easily apply to many fields. As the piece points out, “The bus driver shortage is a pay issue, but it’s also clearly more than that. It’s about how your job treats you. It’s about what you’re expected to do outside of the office.” And it’s about a lot more.
Join Talent Board’s Kevin Grossman as he shares the most recent insights gathered from his team’s research into candidate experience. Learning how to create and sustain positive impacts on your businesses and brand, including tips to cultivate feedback loops with decision-makers and candidates. There’s no way you won’t come away with concrete, practical steps you can take right now to elevate your own org’s candidate experience. Register now.
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While pre-hire assessments should be job-related (valid) and fair (unbiased), how can you operationalize job analysis and assessments to determine and measure the skills, abilities, and traits necessary for on-the-job success? Join this webinar t learn how to conducting job analysis for target roles, ensure test validity in relation to the EEOC, operationalizing test fairness, and mitigate adverse impact. Register now.
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