Things that were fundamentally broken before the pandemic have not magically fixed themselves. It’s up to leaders to seize this opportunity right now and reset old practices to be more fair and dynamic, and to better reflect the nature of work we do today and not how it was done 75 years ago.
The 40-hour workweek doesn’t cut it on many levels because work spills over and it doesn’t align with people’s lifestyles. It has excluded a lot of amazing talent from the workforce because they’re unable to adhere to this schedule due to caregiving, where they live and other responsibilities. have shown ‘quits’ are at a record high,” shared Lipman. “People don’t only want to leave their jobs, they’re looking at switching occupations altogether.
“People who are closer to us and things that are more familiar are more favorable to us,” Delaney said, explaining what proximity bias entails. “As you start to have people go back to the office, the employees that managers see more often because they’re on the same schedule...those are the people more likely to get raises or plum assignments that ultimately matter in a career.”
With dogs barking, lawnmowers buzzing and people typing/texting during calls, today it is. Leveraging AI technology, Avaya is solving for this in addition to bringing facial and voice recognition to the forefront for front line workers to ensure customer data remains secure. Upskilling and reskilling are the next logical steps, according to Stacey Janiak, chief growth officer for Deloitte US. “The World Economic Forum wants toand the pandemic only sped up this need for digital transformation.” Janiak shared that a lot of people at Deloitte who help her and her colleagues operate a virtual environment have jobs that didn’t exist pre-pandemic.
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