Virtual meetings have "killed the vibes" of workplace culture, according to ‘The Art of Gathering’ author Priya Parker, because employees are missing out on the feedback loops of group conversation. Currently, the workforce is designed for in-person gatherings, so if hybrid work is to continue, there must be a change in how companies prioritize virtual meetings versus phone calls versus emails and messaging to find the right combination to increase engagement without wasting time. Full Story: The Wall Street Journal (2/29)
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Recruiting & Retention
Strategies to curb employee exits When a business is dealing with constant employee turnover and the need to train new workers, it can take a toll on service quality and remaining staff, writes Dave Ragosa, vice president of franchising and development at Ford's Garage. Ways to address turnover include examining factors that could be causing departures, helping employees advance in their careers and prioritizing transparency and support for staff members. Full Story: Entrepreneur (3/1)
How to improve non-verbal communication Since more than half of our communication is non-verbal, improving how you convey information can get your message across more accurately, ace that job interview or enhance your leadership clout. According to a study by Body Talk, you can improve your non-verbal communication by having a solid posture, using gestures that strengthen your point, releasing body tension by utilizing breathwork techniques and remembering your values to increase internal validation. Full Story: Training magazine (3/1)
Benefits & Compensation
Survey: 67% of women believe gender pay gap affects them A Checkr survey found only 16% of women think they're paid fairly, while 67% say they believe they earn less than their male co-workers for doing the same work. Female Gen Z employees aren't as concerned as other generations about the gender pay gap, with 61% suggesting they earn less than their male counterparts, according to the survey. Full Story: HR Dive (3/1)
The HR Leader
Why too much humility can be harmful for leaders Humility is a virtue, but too much of it can backfire for leaders by making them appear indecisive or by inhibiting effective forms of delegation, writes Tony Martignetti of Inspired Purpose Partners. In some cases, leaders may "worry that delegating could be seen as oppressive or demotivating," Martignetti writes. "This belief stems from a fear of imposing on their team, but it can paradoxically stifle their growth and development opportunities." Full Story: Harvard Business Review (tiered subscription model) (3/4)
SmartBreak: Question of the Day
"Barbie" joins the ranks of movies having grossed $1 billion in the fastest time (in 17 days, which ranks it No. 7), but which film in the modern era was first to surpass the billion mark?
I met Jenny Abamu in 2019 at an Education Writers Association conference in Baltimore. I was a huge fan of her work. She was a well-known, highly respected voice in the education journalism space. Jenny left journalism later that year to take a diplomatic post with the the US Department of State. She served for five years. As you can tell, I have great regard for Jenny. So when she talks about social issues, I pay attention. I know I can count on her to be level-headed and fair. Jenny wrote today's Leadership & Development story from Fortune. It’s a commentary on racial gaslighting in the workplace. Jenny opens the piece with an anecdote about a meeting she had with her manager. She went into the meeting expecting kudos for her work. Instead, she was told that her recent feedback on an idea had been out of line and that she might be “too passionate about the work and too influential among the other officers.” Furthermore, her manager said if she disagreed with his stance in the future, she was to deliver that information to him, privately. Jenny was stunned. “It felt like the room was shrinking around me,” she wrote. “I was a U.S. Diplomat, embodying my ancestors’ wildest dreams. Do you know what it is like to finally have a seat at the table but not be able to speak?” That last line hit me between the eyes. If anyone else had said it, I may have ignored it. But since it was Jenny and I know she doesn’t exaggerate, I slowed down. And read it again, letting the words play through my head. I firmly believe the playing fields of education and work are better now than they were decades ago. I believe we’ve made progress. I say as much to young people -- especially Native Hawaiian kids and other students of color -- when I talk to them about college and career. “The doors are no longer locked,” I say. “They might not be swinging wide open, but they’re not locked. Get in there, take a seat at the table and do really great work.” I stand by my words. But as I read Jenny’s account, I realize there’s more to the picture and we need to acknowledge that. Gaslighting is real. Sometimes you’ll sit at the table and do great work but it still won’t earn you a voice in the conversation. Other voices -- the loud ones of the decision makers -- will drown out your insights and ideas (“A webinar about homeless students? Advertisers won’t want that. We can’t do it.”). It can frustrate you and cause you to second guess yourself. If it happens enough, you can burn out. How do we combat this? How do we expunge gaslighting from the workplace? How do we create an open workplace culture that appreciates different ideas and perspectives? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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