Boost teams participation in meetings

Boost Team Participation in Meetings

Low participation in meetings can harm your team’s productivity by reducing collaboration, hampering decision-making, and eroding unity. How can you encourage more fruitful engagement? Start by clarifying expectations. Outline the supportive behaviors you want to see in your meetings. For example, you could say, “As a team, we support each other, we tackle challenges together, and we communicate constructively.” Model these behaviors yourself, and be sure to celebrate when your team members do the same. For example, you might say, “I would like to recognize something. Alex, the way you just acknowledged Jordan’s contribution embodies the supportive culture we want to have on our team—one where every team member’s input is recognized and appreciated. Alex, thank you for demonstrating this and setting a positive example for...Read more... 

Employees and reticence to company's RTO policy: the right approach

 When Some of Your Employees Are Resisting Your Company’s RTO Policy

What should you do if some of your team members still don’t want to return to the office after your company has mandated it? As a manager, aligning organizational policies with employee preferences can be a challenge. Here’s how to handle your team’s concerns with empathy. Show compassion. Engage in open conversations with your team about their concerns with returning to the office. Listen attentively and...read more...

Most Americans don’t expect to work into their mid-60s

 Among young workers who see getting on the hamster wheel of buying a home, saving some money, building some wealth, and retiring as an increasingly distant goal, one meme endures: I will never be able to stop working. But new data from the New York Fed published this week showed the number of workers expecting to work beyond age 62 has plummeted. Our Chart of the Week below shows the number of respondents to the New York Fed’s survey who expect to work beyond 62 fell to 45.8% in March, down from 55.4% four years ago. And just 31.2% of workers expect to work beyond 67 years old, down from 36.2% four years ago. New York Fed economists found these expectations were represented broadly across age, education, and income demographics, though they were especially pronounced among...read more...

 Declining a Promotion with Grace

When offered a promotion, you might feel pressured to automatically accept. But what if it doesn’t feel like the right fit for you? Saying no can be daunting, but doing so gracefully is key to maintaining good relationships and advancing your career on your own terms. First, understand why you’re hesitant. Is it a bad time personally? Are you simply happy in your...read more...

Work habits and mental health

 Build Work Habits That Support Your Mental Health

When you’re struggling with your mental health, getting through the workday can feel more difficult. Tending to your mental health at work is critical—whether or not you’ve been diagnosed with a specific condition. Here are some ways to make your workday work for your mental health. First, establish strong habits around deep work. Building a consistent routine for focused work will help you feel a...Read more...

Facing The Challenge of Leaving a Long-Term Job to Start Something New

 Leaving a company that’s been your professional home for years, or decades, is a major shift that can feel both thrilling and perilous. In this article, the authors outline six challenges that often come up when making this transition: 1) Ruminating and second-guessing; 2) Feeling guilty; 3) Being afraid of losing status; 4) Needing to adapt; 5) Managing the perceptions of your new colleagues; and 6) Balancing opposing emotions. They offer advice for how to overcome these six challenges and share strategies to ensure that your new job or career is just...Read more...

Reducing Intergenerational Poverty

 Experiencing poverty during childhood can lead to lasting harmful effects that compromise not only children’s health and welfare but can also hinder future opportunities for economic mobility, which may be passed on to future generations. This cycle of economic disadvantage weighs heavily not only on children and families experiencing poverty but also the nation, reducing overall economic output and placing increased burden on the educational, criminal justice, and health care systems. Reducing Intergenerational Poverty examines key drivers of long- term, intergenerational poverty, including the racial disparities and structural factors that contribute to this cycle. The report assesses existing research on the effects on intergenerational poverty of income assistance, education, health, and other intervention programs and identifies evidence-based programs and policies that have the potential to significantly reduce the effects of the key drivers of intergenerational poverty. The report also examines the disproportionate effect of disadvantage to different racial/ethnic groups. In addition, the report identifies high-priority gaps in the data and research needed to help develop effective policies for reducing intergenerational poverty in the...Read more...