If you are not disrupting your HR practices for the good of all, you are missing the opportunity of a lifetime.
A collection of resources that you might find helpful during the crisis including content from us and the best on the web.
If you are not disrupting your HR practices for the good of all, you are missing the opportunity of a lifetime.
As April comes to a close, and we look ahead to another month where our global team is living in various forms of lockdown and isolation, I decided that for the month of May, Buffer will operate under a 4-day workweek (at full pay) across the whole 89-person team.
Earlier today, Airbnb Co-Founder and CEO Brian Chesky sent the following note to Airbnb employees.
Microsoft told workers Monday that they can keep working from home through October, unless their job requires that they come to the office.
At Buffer, the All Hands meeting is a key element of our communication and culture.
Adapting employees’ skills and roles to the post-pandemic ways of working will be crucial to building operating-model resilience.
In the latest unemployment report we saw the “most striking” change in the economy during my lifetime.
Times of crisis call for strong leadership, as people look to leaders to provide a clear path and confidence that they will be able to come out the other side. But there are two directions human nature can take us.
As inclusion strategist Vernã Myers says, “Diversity is being invited to the party; inclusion is being asked to dance.”
During volatile times it’s important to feel confident, safe and open to opportunity.
Please join us on 1st of April at 11:00am, where Marcia Smythe, NLI Master Facilitator and Executive Coach, will share some Brain Based practical tools and solutions to provide psychological safety through this time of uncertainty.
Learn How To:
Support your own psychological safety
Develop personal resilience using applied
science
Use some practical tools and solutions for immediate implementation
Times of crisis call for strong leadership, as people look to leaders to provide a clear path and confidence that they will be able to come out the other side. But there are two directions human nature can take us.
A week ago, we embarked on a project with the MIT Sloan Management Review and CultureX to find out what HR teams around the world are doing to respond to the COVID-19 crisis. The answer is: a lot.
When working remotely, it can be difficult to maintain morale and ensure everyone is as engaged as possible. As such, three firms have recently revealed how they are tackling this, despite the current coronavirus crisis.
A real-time analysis of the latest data on the employee experience in these challenging times.
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