​As the pandemic continues, there are growing tensions at organizations where employees who have been working from home are now expected to come into reopened offices. Many knowledge workers—who have happily shed their commutes, decreased their interaction with difficult colleagues and let go of other frustrations of the office—relish the freedom, flexibility, and the increased

  Taking more time off work than usual Greater use of substances such as alcohol, tobacco and drugs (prescription and illegal) Increased irritability, poor concentration, reduced productivity Deteriorating personal or work relationships, including bullying behaviours Becoming more ‘emotional’, moody or over-reactive to what others say Starting to behave differently that’s out of the norm Changing

Throughout the pandemic we’ve seen a change in why and how we recognise one another. Just look on social media, and you’ll see story after story of people cheering, clapping and even singing and dancing to send thanks. No trophies or money – just heartfelt and genuine appreciation. Recognition should be used not only to

hen it comes to HR legal issues these days, it’s all coronavirus all the time. For the HR professional, navigating this seemingly endless and ever-changing legal maze can be quite daunting. Which issues are most important? What questions must I get answered? Where should my primary attention be? I asked prominent employment law attorneys from

As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. After all, the world changed suddenly because of the deadly coronavirus pandemic and so have employees’ expectations and fears. Be prepared by considering these six things employment attorneys and human resource experts say workers will want to

Millennials are struggling more than older employees to get their work done amid the COVID-19 pandemic. They also report higher levels of anxiety and sleeplessness than Baby Boomers and Generation Xers, according to two surveys. Only 60 percent of Millennials said they feel either as productive or more so while working remotely, compared with 67

​Recently, I read recommended steps for employers who are having employees work from home during the coronavirus pandemic. It was written by a prominent employment law attorney at a prominent law firm. It listed 15 items, the majority of which made sense. It began with an overall statement of employee support. The very next point,

You register the weary, emotionally depleted faces at the staff meeting. No one is engaged. Last year, staff turnover and absenteeism increased as profits fell. The burnout is palpable. Can this organization be saved? The CEO is willing to invest in a solution, but what would that even be? Enter the consulting psychologist with extensive