The U.S. workforce is more diverse than ever before with four predominant generations working in the same business environment. Each generation is distinctly different than the next, which can prove challenging for employers — but it can also be an opportunity so long as you learn how to manage the multigenerational workforce effectively.
Disengagement through lack of inclusion is pervasive in the federal government.
The sheer size and diversity of the public-sector workforce have forced governments to rethink how they manage their most valuable asset — people.
How can we start developing a common language where we can talk about race and differences in a way that challenges its complexity yet creates empathy in order to stay in the conversation?
The problem with the way performance reviews are done in the federal government is the unholy alliance between job appraisals and financial incentives. They are built on the notion if you perform well you will receive monetary awards. This sounds good on paper. Unfortunately, it does not work in the real world. It creates thisRead… Read more »
When you’re looking for the best candidate to fill your next leadership position, someone with an MBA degree might be the perfect fit.
First impressions have a way of sticking with people, and those first few interactions experienced when starting a new job are no exception. Even so, many HR professionals and managers rush through the on-boarding experience or rely on old methods that are no longer (or never were) effective.
A prime opportunity presents itself to create revolutionary changes in the government workforce where agencies move from programs that merely seek employee involvement to high-performance organizations that demand employee engagement.
Our beliefs, biases and behavior are like the foundation of a house. When they are challenged by people who have different beliefs, biases and behaviors, they shake us to our core much like an earthquake.
How can we build diverse organizations if the very differences diversity brings is the same source for implicit bias? How does that build inclusion?