Articles

Recently, Limeade participated in a fireside chat on HR Exchange Network about how to help employees practice self-care in these challenging times. The topic resonated with the community. Obviously, the audience was Human Resources professionals, who are facing tremendous pressure to help employees with their mental health and wellness and transform the workplace to adapt

Hello people analytics practitioners, this is a public service announcement: You are not a neutral arbiter of data. When leading people analytics, you are a stakeholder, not just a data provider. You are in the arena. The decision making arena, that is. Risk, uncertainty, accountability. If these words are foreign or scary to you, then

These are confusing times, especially when it comes to recruiting and talent acquisition, for Human Resources leaders. While many industries are facing a labor shortage as a result of shifting demographics and fears of attrition are brought on because many employees are facing burnout, the gloomy economic outlook has put hiring on hold. Some –

Rage applying is when young employees in professional fields get fed up with the workload, boss, compensation, or all of the above and apply to as many other companies as they can while soaking in their anger. The act of applying to other jobs when one’s morale is low is nothing new. But the term

By now, most Human Resources professionals have heard about ChatGPT, a chatbot launched by OpenAI in November 2022. Recently, OpenAI announced that Microsoft was making a multi-year, multi-billion dollar investment in the company. There’s been so much buzz about what this latest artificial intelligence tool can do and how it could potentially replace humans.  So,

Microsoft recently joined companies like Netflix and Salesforce in offering U.S. employees unlimited PTO. This means that, in theory, employees could take off as many days as they would like with no limits. Microsoft calls this new policy, Discretionary Time Off. There are no limits or accrual of days worked. In addition, the company allows

As experts predict an economic downturn to come this year, I have a challenge for employers who are looking for talent: hire people with disabilities. The unemployment rate for people with disabilities and a bachelor’s degree or higher is more than double that of people without disabilities and a bachelor’s degree or higher. The same

Quiet hiring is the top new trend in Human Resources, according to a number of media outlets. It is the response to quiet quitting, the HR trend that dominated the end of 2022 and referred to employees doing the bare minimum for the company and refusing to go above and beyond. Employers quickly practiced quiet

The combination of a labor shortage and reluctance to go into debt to earn a college degree has led to a shift in mindset about qualifications for hiring. When possible, Human Resources professionals are no longer requiring a degree and are instead looking at an employee’s potential, ability to learn, values, or skillset. WATCH: Recruiting

It seems like so long ago when we all packed up our desks and went home thinking we’d be working remotely for just a few days or weeks at most. Those weeks turned into months, and here we are nearly three years later. What I remember most about those early days was the discomfort many

Diversity, equity, and inclusion remain a priority for Human Resources professionals. The starting point for any effective DEI strategy is the recruiting and talent acquisition. After all, hiring a diverse team lays the foundation for a myriad of ideas and the type of culture that could birth inclusion and belonging.  WATCH: Recruiting and Talent Acquisition

As corporations struggle to navigate the current economic storm, human resources compensation professionals are challenged with developing reward philosophies that support corporate strategy and contain costs. Performance-based rewards can increase retention among high performers and may increase turnover among low performers. People who feel recognized demonstrate a stronger desire to help the company grow and

Corporate learning is being disrupted. Honestly, that can be said about any HR function especially with the advent of technology, but learning reaches through an employee’s life in a way that no other function really can. People learn all throughout their lives and, generally, have a thirst for new knowledge. That thirst still exists when

The new year is a clean slate, an opportunity for HR leaders to consider resolutions that can help them continue to transform the workplace and improve employee engagement and experience. It’s a chance to build relationships, try new strategies, and assess processes and procedures. REPORT: How to Improve Employee Engagement in an Economic Downturn Consider

The year 2022 was the year of the employee, inflation, economic uncertainty, and Human Resources leaders as workplace transformers. They led workplace transformation, but they also transformed themselves into C-suite executives aligning talent management strategy with business objectives, counselors, even activists fighting for a more equitable and just world. Bookended by a talent war at

The past year has been a trip for HR leaders. New expectations of HR emerged in 2020, but they took hold in 2022, once the pandemic became more manageable. At HR Exchange Network, we understand that you might feel overwhelmed by the fast-pace of change and the slow-moving transformation.  HR leaders have many tasks, some

The year 2022 was the year of the employee, inflation, economic uncertainty, and Human Resources leaders as workplace transformers. They led workplace transformation, but they also transformed themselves into C-suite executives aligning talent management strategy with business objectives, counselors, even activists fighting for a more equitable and just world. Bookended by a talent war at

During the panel discussion at the most recent Talent Exchange Live event, the topic of trust in employers came up a number of times. The fact is that the old days, when people spent their entire careers with one company and earned bonuses and a gold watch at retirement are long gone. Now, Human Resources

Contingent workers are also known as freelancers, contract workers, or gig workers. Unlike full-time employees, contingent workers do not receive benefits or a salary. They are paid on a part-time or project basis. Usually, they remain with an organization temprorarily.  By 2027, 86.5 million people will be freelancing in the United States and will make

Talent Management is at a crossroads. There is push and pull from employers and employees as they navigate this new world that is emerging from the ashes of the COVID-19 pandemic and other previous crises like the Great Recession of 2008. Those, who turn on cable news or turn the pages of a newspaper (or