Microsoft published guidance on hybrid working based on its own changes, which include opening up recruitment to more geographic areas, reorganizing office space and updating conference rooms with video call technology. In addition, the company is encouraging employees to insert breaks between meetings, ensuring managers prioritize worker well-being and updating device security policies for remote workers. Full Story: CNBC (5/24)
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Recruiting & Retention
How Domino's stays focused on its people In this video interview, Domino's CEO Ritch Allison and HR executive Lisa Price discuss the company's leadership through the challenges of the past year, including efforts to let team members share their feelings. They also discuss the formation of employee-led groups, among other initiatives. Full Story: Nation's Restaurant News (free registration) (5/21)
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How to align talent and business needs Talent development can be better aligned with business needs by employing behavioral analytics to match current employees with the best suited roles and opportunities, writes Infor's Joel Philo. Cultivate a culture of knowledge sharing by encouraging employees to mentor and support each other and improve workforce planning by continuously mapping out talent needs, Philo advises. Full Story: Training magazine (5/21)
Benefits & Compensation
Amazon emphasizes mental health with latest program Amazon has kicked off a new program designed to give additional mental health benefits to its workers and their families by providing free counseling and other support to enhance mental wellness and help them cope with stress, depression and other issues. The Resources for Living program is available to all US employees and will help "remove barriers and unnecessary stigma around getting help, to ensure our employees and their families feel safe and supported," said Amazon's Beth Galetti. Full Story: Progressive Grocer (5/21)
Duke men's basketball coach Mike Krzyzewski in this article and video shares his advice for forging strong teams, including the need to connect differently based on someone's needs and emotional makeup. "It doesn't make a kid bad if he's more sensitive -- then you have to change your delivery," Krzyzewski says. Full Story: Duke University Fuqua School of Business (5/20)
About the Editor
Kanoe Namahoe
My sister Kawehi is the event planner for my daughter's wedding. Right now she's trying to fill in spots for some tasks we need done at the reception -- people to help serve food, folks to refill the drink stations and so forth. It's been a pickle. We talked about it last night and brainstormed ideas. How do we recruit what we need and fill in the gaps? And do it without taking away from the fun and beauty of the day? And that's when we just started to view this through the lens of work: How would we do this in our respective workplaces? We're both in management positions and have to do this frequently. Whom do we already have and who can move around? What about breaking up tasks into shifts? Or splitting them between people? Details began to crystallize and solutions came faster. We began breathing a bit easier. Today's Training Mag story about managing talent reminded me of that conversation. Doubling down on redeployment and using worker profiles (or in our case, the confirmed attendees on the guest list) goes a long way in putting people in the right spots, where they're happy and will be most productive. How can this brief serve you better? Tell me! And send this link to others who you think would benefit from this content.
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