Amazon fired Mat Cusick and Tristan Dutchin, two warehouse workers and Amazon Labor Union organizers who were prominent figures in successfully establishing a union at the company's New York City JFK8 warehouse. Cusick said he was on COVID-19-related leave when he was fired by Amazon for "voluntary resignation due to job abandonment," while Dutchin said the company cited low productivity for his termination. Full Story: Motherboard (5/9),CNBC (5/9)
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Recruiting & Retention
Flexible work is fueling the Great Resignation Employees will continue to leave their jobs in search of something better for the indefinite future and companies should prepare for this to be a lasting change, Gartner reports, predicting that 37 million people will quit their jobs in the US this year, up 20% from pre-pandemic levels. Flexible work is helping to fuel the trend because it lowers the cost of leaving a job. Full Story: Axios (5/6)
6 ways to embed career development and retain staff Career development is essential to retain talent during the Great Resignation as managers highly engaged in the growth of employees drive a higher sense of employee belonging, among other benefits, writes Brandon Hall Group's Claude Werder. Employers should implement six strategies to prioritize career development, including career growth mentoring and self-service career tools, Werder writes. Full Story: Training magazine (4/29)
Benefits & Compensation
Benefits can help parents feel more included at work Good benefits programs can help mothers -- and parents in general -- feel more supported and appreciated in the workplace. Employers can help by considering return-to-work programs for parents with employment gaps, including women and mothers in compensation decision-making, incorporating more flexibility into scheduling and designing benefit education to improve financial literacy. Full Story: BenefitsPRO (free registration) (5/9)
The HR Leader
Help your team understand it's OK to say "No" Leaders must create the psychological safety that their team needs to say "No" to things such as unethical requests, their own negative self-talk, time-wasting tasks and bad ideas, write Karin Hurt and David Dye. "You can help your team say yes to what matters most, by modeling how to say no, teaching them how to say no, and supporting them when they do," they write. Full Story: Let's Grow Leaders (5/9)
About the Editor
Kanoe Namahoe
“No.” For me, this word has become my magic word. “No, I won’t be at the potluck.” “No, I can’t take that meeting.” “No, I’m not the lead on that project.” “No, I won’t be in town that day.” “No thank you. I’m sure that pound cake is delicious, but I’m watching my sugar intake.” There’s power in this word, as we see in our HR Leader story today. Saying "no" sets parameters and helps us stay in the lines of ethics. It helps train our focus. It helps us identify what deserves our time and mental energy – and what doesn’t. “No” brings freedom. It can take time to learn how to use it right, but the payoff is huge. How do you push back and say "no" when you need to? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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