Office attendance made a priority by Google | A 4-day workweek might get workers to return to the office | Women CEOs on the rise among Fortune 500 companies
Google is ramping up pressure on employees to be in the office at least three days a week by making office attendance part of performance reviews and issuing reminders to workers not adhering to its hybrid work policy. "[N]ot everyone believes in 'magical hallway conversations,' but there's no question that working together in the same room makes a positive difference," wrote Chief People Officer Fiona Cicconi in an email to staff. Full Story: The Wall Street Journal (6/7)
Have a Say in Your Own Professional Development Everyone learns differently. Why leave it to chance that training selected for you will actually meet your needs? Ensure your professional development fits your learning style, interests, schedule, and location. Explore SHRM Seminar topics, dates and virtual/online offerings.
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Recruiting & Retention
A 4-day workweek might get workers to return to the office Research suggests that workers might value having a four-day workweek more than having the ability to work from home. Four-day workweeks are still uncommon, but the arrangement could be helpful for employers looking to draw workers back to the office. Full Story: BBC (6/5)
ChatGPT and Conversational AI: Questions you want answered. Talent, IT, and product leaders share their POV on ChatGPT and the future of work, talent, and conversational AI. We'll break down what's fact or fiction, hype or reality, and ultimately what actually matters to people who hire people. Watch now
Survey: More than half of employees delay medical care An IBI survey found 58% of US employees delay medical care because of costs, difficulties getting appointments or concerns about COVID-19. Employers can help their employees keep up with health care by contributing to health savings accounts, keeping deductibles low, encouraging healthy behavior, offering virtual care options and providing scheduling assistance, according to IBI. Full Story: Society for Human Resource Management (tiered subscription model) (6/5)
Technology
How to help employees adapt to the effects of AI Help employees feel more comfortable with artificial intelligence by providing ongoing training and being transparent about the technology's effect on the workforce, executives say. "We are also emphasizing that these tools are not a replacement for employees, but rather an enhancement that can help them be more successful in their roles," says Ranee Zhang, vice president of growth for Airgram. Full Story: HR Exchange Network (6/5)
The HR Leader
Overwhelmed with input? Stick with 5 leadership insights Five solid pieces of leadership advice rose to the surface as Larry Robertson, founder of Lighthouse Consulting, researched his "Rebel Leadership" book, including nurturing your three-part soul. Also, going deep to discover a company's power source allows the leader to turn it into a superpower, says Robertson, who details three other strategies. Full Story: SmartBrief/Leadership (6/6)
SmartBrief Podcast Network
SmartBreak: Question of the Day
Happy birthday, Tim Berners-Lee (b. 1955)! Where was he working when he "invented" the World Wide Web? Check your answer here.
What makes a great utility player? Competent utility players can adjust, physically and mentally, to a new role, as game strategy requires. They don’t get rattled by change. They simply move -- even during the flow of play -- and get to work. I thought of this today as I read our Technology story about artificial intelligence. Talk about disruptors! I find myself in conversations, almost daily, about AI and ChatGPT. And many of those conversations revolve around how this technology will affect jobs, tasks and work roles. It will. It is. So for me, the bigger question is: How will I/we adjust to this change in the “flow of play” called work? Francesca Di Meglio offers several smart tips for doing this. My favorites were the ones about continuous learning and embracing the technology. The best utility players I know (including the one I gave birth to) learn their roles and practice them constantly. They also accept change as it happens. They don’t waste time fighting or worrying about how it will affect them. They just pivot and go. How are you managing the AI disruption? How is it changing your work? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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