#workplace culture

#workplace culture

The particular problem that I'm worried about is wokeness, because the reason why I think the great feminization thesis is important to talk about is because I see a lot of people walking around right now thinking that wokeness is over. They say the vibe shift is here. We don't need to worry about it anymore. But I'm saying that if it's the result of structural forces and demographic feminization, then we cannot be so complacent because wokeness is here to stay.

The one thing I really couldn't get purchase on from your essay is I never got a sense of whether there were female virtues at all from your piece. If you want to know what I like about women. No, that's not my question. You can ask me. In fact, I invite you to commission from me an entire essay on the subject. What I like about women. My freelance rates are very reasonable. What do you like about women, Helen?

My boss calls me almost every night around 8 or 9 p.m. 'just to check something quickly,'

When Greg Giczi retired in February, his company threw him a party. Giczi had spent 12 years as president and general manager of WNIT-TV, a public television station based in South Bend, Indiana. Public broadcasting isn't known for lavish budgets, so the party took place at the studio-a "big, open space with dramatic lighting," Giczi describes. There were appetizers, wine, and beer, as well as heartfelt speeches.

Everywhere I turn - podcasts, research calls, dinner conversations - people are talking about "toxic workplaces." The phrase has become ubiquitous; almost unavoidable. So I did what most researchers do when they're curious (or procrastinating): I Googled it. That led me to a chart showing the term's meteoric rise beginning in the early 2010s. The curve shoots upward like a fever.

These questions were central to a recent roundtable discussion that we hosted together with Visma. There seems to be a growing awareness that diversity in teams is more than just a moral goal. It demonstrably leads to better performance and innovation. Companies with inclusive teams can leverage new perspectives and innovate more quickly. The key question, therefore, is how organizations can attract women and enable them to grow sustainably toward leadership positions.

Chairs have choices about how to organize meetings, help staff feel included or excluded, coach new assistant professors about participation norms, and assign people to committees. How chairs do these routine tasks can have powerful effects on how department members relate to one another and the quality of relationships that develop. Cumulatively, small moments of interaction have a profound influence on a department and its culture

I argued that when employers make the first move toward loyalty - by treating their staff with care, respect, and honesty - employees would naturally reciprocate. Even in our hyper-mercenary age, I wrote, many of us still long for a loyal employer - and if we knew we wouldn't get burned for it, we'd be eager to be loyal in return.

It started with coding. Generative AI's aptitude for writing code was the death knell for traditional software development, and companies wanted "vibe" coders. Big Tech execs have been praising the vibes this year: Sundar Pichai is vibe coding a web page, Mark Zuckerberg says AI is coming for mid-level engineering work, and Klarna CEO Sebastian Siemiatkowski says he's become an amateur coder thanks to vibe coding. Startups are vibe-coding their way into existence.

Something odd happened on our team five years ago that I now witness in many workplaces across the nation. One of our team members (we'll call her Dina) turned in a project that was so poor, her supervisor met with her to offer some corrective feedback. Dina wouldn't have it. Her reaction stumped me. She called out her supervisor on his correction, claiming she'd been attacked. Then, she claimed her supervisor wasn't psychologically safe.

In these broken times, it's not easy to spare a thought for the plight of the humble civil servant. But bear with me and open your heart. Last week, it emerged that the Cabinet Office has brought in new rules for civil servants about the types of meetings they can hold. Anything that constitutes a networking meeting now has to be held outside working hours.

The international category recognizes best workplaces for innovators based in regions beyond North America that have invested in human capital and innovation infrastructure in their home markets. Leveraging internal innovations and outside expertise, the climate fintech company created a tool to customize investment portfolios for businesses pursuing decarbonization. ESR, Shenzhen, China The real estate asset management company tripled the size of its R&D team last year to continue nurturing new ideas, such as its new MagSafe wireless mouse.

With the exception of a client's building burning down, any rush job means that someone, somewhere, didn't do his or her job. So if an account executive wound up having a rush job, he or she wasn't allowed to blithely make the request and then go home for the night. Instead, if the creative team was staying late, the account executive had to stay late too. Amazing how that cut down on rush jobs.

Many high-achieving women are living with burnout without even realising it. On the outside, they appear calm, capable, and in control. They're delivering results, meeting deadlines, and holding space for their colleagues and teams. They are often the people others turn to for answers and support. Yet on the inside, the story can be very different. These women are running on empty. They are exhausted, disconnected from themselves, and quietly burning out.

To leverage employee feedback effectively, businesses must sort data to identify patterns which reflect employee behavior or opinions that require extra attention.

Low-performer quotas can lead to some "mea culpa" moments for managers - especially if a manager has been telling their team they're all aces.