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From the business side, flexible employee schedules mean global customers can be better served across time zones; bad weather doesn’t close down the whole operation; and real estate, technology, healthcare, and environmental costs can be reduced.

Regardless of country or region, employee engagement is linked to personal wellbeing, but there are significant variations

We like to give people the freedom to work where they want, safe in the knowledge that they have the drive and expertise to perform excellently, whether they at their desk or in their kitchen.

Working life isn't 9-5 any more. The world is connected. Companies that do not embrace this are missing a trick.

Customized work is exactly what it sounds like.  It’s the ability of an individual employee to shape their career path within an organization and allows them to navigate to the roles they are best at and most passionate about.  Employees no longer need to focus on ascending the corporate ladder, they are now building their corporate ladder.

Staff morale is closely linked with company productivity and performance, yet HR and Corporate Communications managers often have limited tools to impact morale. This free white paper uses extensive data and research, expert insight, and real-world examples to explain how a social intranet can improve employee engagement.

Meyerson defines tempered radicals as employees who operate on a fault line. They are committed to the organization that they work for. To some measure, moreover, they want to advance on their employer's terms; their company's success is theirs too. At the same time, though, they are at odds with their company. Marginalized by gender, race, or ideology, they identify with causes that defy the dominant culture. While they feel bound to their organization's goals, they also aim to stay true to their own personal ideals. And so they pursue change, constantly challenging the status quo.

HR the ideal spot from which to harness this change in work habits for the benefit of the company. A digital deluge of products are on offer to help human resources fulfill employees' and organizations' new demands. But which HR platforms enhance, not hinder the way we want to do our jobs and will truly help build a modern workplace?

The command-and-control approach to management has in recent years become less and less viable. Globalization, new technologies, and changes in how companies create value and interact with customers have sharply reduced the efficacy of a purely directive, top-down model of leadership. What will take the place of that model? Part of the answer lies in how leaders manage communication within their organizations—that is, how they handle the flow of information to, from, and among their employees. Traditional corporate communication must give way to a process that is more dynamic and more sophisticated. Most important, that process must be conversational.

A new study found that an overwhelming number of employees blame poor collaboration for failures in the workplace. Here’s an infographic that explores where these collaboration breakdowns happen — and how to prevent them in the future.

Companies who promote a positive workplace have been found to earn an average of $80,000 to $120,000 more per month than those that don't.  That's an increase of up to $1 million or more per year just for keeping your employees happy!

Happy employees are better equipped to handle workplace relationships, stress, and change, according to the latest GMJ survey