A survey of more than 300 companies by Mercer found that 54% will implement -- or already have begun -- a coronavirus contact tracing program for employees, with 42% of those to use current employees for the tracing. About 4% expect to hire more staff or a vendor to handle the tracing process, and approximately 3% aim to use a smartphone app or wearable device.

Researchers experimented to determine ways to reduce implicit bias when hiring, including putting resumes into different stacks. "Our research identifies a simple but effective tool -- partitioning candidates into different categories -- that can help organizations build more diverse workforces without restricting managers' choices," the researchers write in the journal Organizational Behavior and Human Decision Processes.

Employee-recognition programs are critical right now, as many workers battle feelings of isolation brought on by enforced quarantines, writes Raphael Crawford-Marks, founder and CEO of Bonusly. Crawford-Marks offers tips for improving recognition, such as by encouraging all employees -- not just managers -- to look for their peers' praiseworthy contributions and recognize them for those efforts.

Tools and processes introduced by HR and IT won't succeed with employees unless the two departments are collaborating and communicating, writes David Rice. "Whether it's automating recruitment, designing systems for the future, helping you mine data for hiring tactics or revamping your onboarding process with technology, there's no shortage of ways IT can support improved HR functions," he writes.

Sometimes it can seem almost impossible to manage someone who engages in manipulative behaviors, but with the right tactics, such a person can be set on the right path. Here are some tips on redirecting employees who rely on manipulative behaviors to get their jobs done.