At a time when many employers are struggling to retain workers, it is critical to understand the role that emotional compensation plays in an employee’s decision to stay or leave. I am looking forward to sharing insights to help human resource professionals increase employee retention during an upcoming virtual event hosted by the Anchorage Society for Human Resource Management.
Earlier this week, I had the opportunity to participate in a LinkedIn Live conversation with Walt Rakowich, former CEO of S&P 500 firm Prologis and author of the book Transfluence.
Wouldn’t it be nice if a new year truly ushered in a fresh start? The optimism we may have ordinarily had in past years as we turned the calendar to January and considered all of the new possibilities that lay ahead of us is a little harder to muster up this time. The Covid-19 pandemic, now in year three, and other stressors have taken a toll. Many people are exhausted and struggling. We’re seeing it in higher levels of frustration and uncivil behavior being directed at others as the Omicron variant sweeps across the globe and further disrupts plans. And while people may be able to put on a happy face at work, underneath the surface their emotional health is probably not great, according to recent research.
If anyone has a pulse on the business book landscape, it’s Wally Bock. The author of the Three Star Leadership blog and a professional writing coach, Wally reads and reviews many books each year. His wisdom and practical advice have made his articles some of our readers’ favorites on the Connection Culture Group blog.
I was honored that Wally chose to include the second edition of my book Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work on his list of the top 5 business books he read in 2021.
Check out Wally’s full review and see his other recommendations.
The holidays are a particularly difficult time for those who are already struggling with loneliness, depression, and feelings of hopelessness. This can lead to burnout or even suicidal thoughts.
Mike Ivy is not someone you would expect to contemplate taking his own life.
His experience and accomplishments communicate grit and resilience. A trauma, critical care and acute care surgeon by training, Dr. Ivy grew up in the U.S. Navy. His father was a submarine sailor; Mike joined the Navy to pay for medical school and served nine years active duty. Following the Navy, he completed a fellowship at Yale in surgical critical care then held a series of increasingly senior leadership positions at hospitals in Connecticut. Presently, Dr. Ivy is Deputy Chief Medical Officer for the Yale New Haven Health System, which comprises more than 26,000 employees, including 6,685 medical staff.
Pat Farnack, longtime radio host on WCBS Newsradio 880 in New York City, recently interviewed me about the trend toward “brutal honesty” in the workplace and its unintended consequences.
I’ve shared my thoughts about the importance of emotional compensation several times on the blog this year. It’s one of the strategies firms can use to create an environment where employees truly want to be – an essential asset during the “Great Resignation.”
Recently, I had the opportunity to speak with Forbes senior contributor and career coach Kathy Caprino about a topic that’s on a lot of employers’ minds these days: how to prevent your firm from being negatively impacted by the “Great Resignation.”
On September 21, I’ll be joining the team at Terryberry for a timely webinar discussion on employee retention.