There has been a lot of discussion recently around ChatGPT and how it affects HR and the workplace. So, as an experiment I tried it. I asked ChatGPT to write me 500 words on the effect of ChatGPT on HR. This is the unedited response it generated:
A recent article on Safeguardglobal.com shared some quotes from leaders on their thoughts about the future of work. With our upcoming Future of Work panel discussion at the HR Conference on March 16th, I thought I would share some of the quotes shared in the article as well as some from our panelists.
Can we train our brains to think smarter? According to Bill Gates, yes.
Just like we must exercise our heart and other muscles to keep them in shape, we must also exercise our brain. According to Gates, it takes more than the occasional Wordle or Cross Word Puzzle.
Part of a healthy culture includes having some fun with the people you work with. ASE runs on a slim team who works hard, but we also play hard – lending itself to a healthy, thriving culture.
Workplace culture is like a plant – it needs watering and nurturing to grow. It isn’t stagnant – it is ever changing. Many people talk and write about maintaining a healthy work culture, but in actuality we should be helping it to grow and change.
We’ve all had to conduct small talk from time to time…casual conversations that revolve around unimportant matters. But what if instead, we had smart conversations that led to building better relationships?
Opponents of remote work often cite lack of engagement and reduced productivity as reasons why they prefer employees in the office. While work habits have changed since the influx of remote work in 2020, it doesn’t necessarily mean it’s changed for the worse.
Did you know there are two different types of optimism? Conditional optimism is when you are optimistic and also take control of aspects of your life that can affect the outcome. Complacent is when you are optimistic but wait for good things to happen. Which one are you?
The COVID pandemic has caused a lot of change. The workplace continues to change as a result of remote work triggered greatly by the pandemic and employee expectations changed with it. As employers and leaders, we’ve had to embrace these changes in order to keep up. I have always found that the effect change has is greatly dependent on your attitude towards it.
I recently read a statistic that I found shocking – 45% of voluntary turnover is from employees who have been at a company less than a year. Another 20% leave after one to three years. Organizations experiencing this type of turnover have a difficult time engaging and connecting with employees.
Stoicism is considered one of the first life philosophies. It is described as “the endurance of pain or hardship without the display of feelings and without complaint.” In addition, Stoics believe that we are all equal regardless of wealth, status, power, or possession.
A few years back the trend in HR was to bring your whole self to work. We promoted being psychologically safe at work and not hiding our true selves. While there is still some validity to this notion, the new emerging trend as many of us return to the office, is to leave part of ourselves at home and only bring our best, professional self to work.
In recent issues of EPTW we’ve covered quiet quitting and quiet firing, and now I’m hearing about the newest recruitment trend – quiet hiring.
Recently a CEO’s post on LinkedIn stirred up a bit of controversary over calling one’s work a family. The post by Daniel Abrahams read, “Stop calling your company a ‘family.’ Parents don’t fire their children for poor performance or lay them off to cut household costs when they’re struggling to put food on the table.”
For those of you close to my age, do you remember as a child thinking about what the year 2000 would be like? I envisioned us all living like the Jetsons. I even had my own personal robot. But as we got closer to the actual year 2000, it didn’t feel that different. Yes, technology had advanced, but we weren’t the Jetsons!
I hear a lot of talk around remote and hybrid work for employees, but not as much about leading from a remote location. While there might be some unique challenges in leading from afar, great leaders can lead from anywhere.
My summer reading list just keeps getting longer, and I just stumbled upon this list of seven New York Times bestselling business books that all professionals should read. I’ve only read one of them, so I guess my list just grew by six more books!
Burnout has become a negative trend in the workplace today. It seems more common today as workplaces deal with the pandemic and a potentially impending recession. Leaders are trained to identify and manage burnout in their employees. But who is looking out for them?
Elon Musk recently met with the staff of twitter and during that meeting he talked about his 7-word rule for working remote – “if somebody is exceptional at their job.”
I'm sure by now you’ve seen or heard about the Elon Musk memo leaked on Twitter telling his senior staff that all employees must report to the office for a minimum of 40 hours per week. When another Twitter user asked, “Any additional comment to people who think coming into work is an antiquated concept?”, Elon’s response, the Tweet heard around the world was, “They should pretend to work somewhere else.”
In my last blog I wrote about 4-day workweeks. Since then, I learned about another option some organizations are implementing – the 4 + 1 workweek. A week like this reserves one day per week for training and development.
Does your organization offer summer hours, otherwise known as summer Fridays, to staff? Some organizations do, and it seems to be becoming even more popular. With summer quickly approaching, this is a good time to look at the pros and cons if you are considering this flexible working option.
Presenteeism refers to the lost productivity that occurs when employees are not fully functioning in the workplace because of an illness, injury, or other condition. While employees mean well when they work while ill, it can have negative effects in the workplace.
Since the pandemic, the U.S. has experienced what is now coined The Great Resignation. The nation’s quit rate reached an all-time high this past November. However, the national unemployment rate is now at a low 3.6%. So, while employees are resigning, they are not resigning entirely from the workforce as many initially assumed.