Putting culture at the heart of your business is essential if you want success, writes Eric Bauer. He offers 10 ways to strengthen culture, including sharing stories that demonstrate values, celebrating milestones and connecting each employee's daily job to the big picture.
Complacency could be holding you back from new opportunities, Gary Burnison writes. Consider looking for openings within your company, network and commit to the challenge of job seeking even if it seems hard to begin.
Traits of leaders with high emotional intelligence include being empathetic, positive and authentic, and they practice those traits whenever possible, writes Joel Garfinkle. "Beyond work, think of ways to apply yourself at home, in social and community situations," he writes.
The 10 biggest employment-related class-action lawsuits last year ended in settlements totaling $2.72 billion, and workplace litigators are riding the wave before more business-friendly leadership takes over in the Labor Department, Equal Employment Opportunity Commission and other agencies. Paul DeCamp, a lawyer at Epstein Becker & Green who represents employers, said, "Cases that plaintiffs' counsel felt very strongly about and seemed more bullish and willing to go to trial, since the election they were more eager to settle those cases."
Johnson & Johnson makes inclusion and diversity part of the company culture through work-life programs, raising awareness about unconscious bias and connecting with all types of employees, says Sumeet Salwan, the company's global head of HR, medical devices and corporate functions. "I strongly believe that HR will and should play an architect's role in diversity and inclusion -- devising the strategy, shaping the programs and identifying the experts -- but ultimately it should be business-led," Salwan says.
If an employee alleges bullying as a result of performance management, determine quickly whether an investigation is needed, whether the accused should be suspended and who can serve as an independent investigator, according to Felicity Clarke and Jillian Howard.
HR and finance leaders should be sharing information and focusing on investments that will improve talent and the company's performance, writes David Hope, Asia-Pacific president for Workday. "By integrating and encouraging these two organizational pillars to work together, companies can achieve lower costs, streamlined operations, increased productivity, and major improvements in managing the talent that lies within," Hope writes.
HR can support business more effectively this year by helping workers understand and support the company culture and by promoting pay equity, writes Sharon George. Personalized coaching for managers is another way HR can make an impact, she argues.
Companies should develop a positive, healthy workplace to bolster recruitment and retention efforts instead of just offering perks, such as yoga classes or catered meals, that may not inspire corporate loyalty, says Paul McDonald of the global staffing firm Robert Half. Employees value a competitive pay package and respect for a healthy work-life balance, McDonald says.