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Our own research has revealed that all teams–not only those with a global orientation–are struggling.

While many organizations are chasing new technologies and applications, they may be losing focus on the core elements of a successful workforce, like employee engagement.

Julie Bertani-Kiser, CHRO at Recology, shares lessons from an employee-owned company on the role of engagement and transparency in driving successful strategy implementation.

A poorly managed expat executive transition can lead to a host of negative outcomes for both the individual and the organization. To avoid these pitfalls and ensure a smooth process, it’s crucial to develop a comprehensive expat transition management plan. This plan should incorporate three key best practices for effective expat relocation, expat repatriation, and overall expat career transition. By focusing on these essential strategies, organizations can better handle expat termination planning, support services, and offboarding, ultimately safeguarding their investment in expat talent management.

Resilience is like a battery; to maintain a full charge, it must be properly maintained and periodically recharged. Run the resilience battery too long in an environment that is harsh and unwelcoming, and it will eventually be drained and lose power.

Michael Priddis, CEO of Faethm, shares the opportunities for companies that adopt a data-enabled and human-first approach to workforce transformation, in response to automation, COVID and recession, to rapidly upskill and reskill their workforces to transition to the jobs of tomorrow.

Organizations are waking up to the fact that investing in reskilling and upskilling to prepare employees for the future is ultimately good for their people and their business.

Learn how to create a future-proofed worker who can learn and apply new skills, embrace new mindsets, and assist in creating new cultures.

Investing in career development has become increasingly important as companies seek, retain and develop talent.

It would not be an understatement to say that employees have high expectations around career development. However, it’s equally true that their current employers are not doing enough to meet those expectations.

Our new global study, Resetting Normal: Defining a New Era of Work, revealed that exacerbating the problem of burnout is what appears to be an inability of leaders to identify employees who were burned out.

Outplacement approached in a haphazard manner can totally disrupt the culture of an organization, distracting employees and impacting their productivity. Even worse, a poorly executed workforce transformation can ruin an employer’s brand and make it difficult to attract and retain top talent. With so much at stake, how do you select the best partner?