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It’s been under 6 months since WeWork was in such dire straights that it couldn’t lay off employees because it couldn’t afford their severance packages. WeWork’s initial public offering (IPO) went from one of the most anticipated public offerings to falling flat on its face in a heartbeat. Workers were fired or quit, and many […]
A recent survey found that approximately one-third of adults find ordinary health-related tasks, like correctly taking prescription drugs, challenging. This general challenge is often exacerbated by poor employee benefits communications. When employers fail to properly educate their employees on their employee benefits, those employees are much more likely not to take advantage of them.
Perhaps you remember a time when the holiday bonus was a guarantee and when organizations shared their financial success with their workers with surprise bonuses. While that does still occur in some organizations, it is far from ubiquitous.
When a company is underperforming, change needs to happen quickly. However, depending on the organization, deciding where changes will be implemented and identifying the first few steps can vary greatly and prove to be quite the feat. The best approach? Be transparent with your people.
A recent study by Mercer titled “2019 Global Talent Trends Study” found a large gap between employees’ and HR’s understanding of how many employees would leave for better pay. The study raises important questions about pay transparency.
In part one of this article, we discussed the Enron and Theranos debacles with Scott Young, Managing Director of CultureIQ Solutions. Here, we will conclude that discussion and learn how competitiveness, forced results, and a lack of transparency all played a role in these disasters.
Earlier this year, the U.S. House passed the Paycheck Fairness Act to further the cause of gender wage parity. Now, I’m not against government regulation, but I’m skeptical of change that’s enforced from the top down because lawmakers can’t mandate corporate buy-in. In my experience, businesses do best when solutions come from the bottom up.
In November 2018, tens of thousands of Google employees around the world walked out in protest over the company’s handling of sexual harassment claims, among other grievances.
In part 1 of this article we elaborated on why your organization should foster a more transparent company culture, and today’s post will elaborate on what you can do to actually implement this type of culture.
Many experts agree that transparency is important to a company and its culture.