The first key to maintaining a motivated workforce is understanding that it’s completely normal to become demotivated from time to time. Understanding that demotivation is not a failure, but a reality will help set the tone for how your organization responds to it.
The acquisition workforce has been undergoing a gradual, yet constant evolution for the past decade or more as they’ve had to learn about and adapt processes to meet the needs of cloud-based technology, a growing remote/distributed workforce, agile development, and general digital dependence.
We don’t know what the future will bring. But that doesn’t mean we can’t prepare for it — and prepare our workforce to meet its challenges.
The public-sector workforce is undergoing a revolution, said the director of the U.S. Office of Personnel Management during GovLoop’s recent NextGen virtual summit. Her agency is doing specific things to attract and retain young talent that often have little interest in government work.
Many people are just trying to “get through” remote or hybrid work, hoping that the past will reappear. It won’t, a government expert told GovLoop recently, but there are ways to adjust to hybrid work’s peculiarities.
In the Veterans Affairs Department, agency leaders have devised a way to attract and maintain a happy and productive workforce. Here’s how they did it.
Bolstering the cyber workforce means diversifying the types of talent and socializing cybersecurity as a career as early as possible.
Government agencies have been on a technological journey, and largely to accommodate a burgeoning hybrid workforce.
As the lack of cyber talent impacts the security of agencies as a whole, the solution in closing this gap lies with every department in a public sector organization – not just IT and HR.
Gen Z is the first generation to live their entire lives online. What do these digital natives want from government?