#work-design

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#employee-retention #burnout-prevention #workforce-planning #operational-management #productivity #leadership
Careers
fromHbr
5 hours ago

How to Retain Talent in High-Pressure Environments

People are more likely to leave when work feels isolating, unsupported, or disconnected from meaningful responsibility; design daily work to strengthen commitment.
Productivity
fromFast Company
1 month ago

Many productivity programs solve the wrong problem. This is what leaders should do instead

Organizations face work design problems rather than productivity issues, leading to temporary solutions that fail to address underlying conflicts in problem-solving approaches.
Remote teams
fromFast Company
2 months ago

Your employees aren't disengaged. They've got screen fatigue

Desk workers spend nearly 100 hours weekly on screens, causing visual exhaustion that reduces productivity by a full workday per week, not disengagement or burnout.
fromFast Company
4 months ago

An AI strategist explains why she stopped setting New Year's goals

Every January, leaders are told to do the same thing: set ambitious goals, map out the year, and commit to executing harder than before. We frame this as discipline or vision, but more often than not, it is a ritual of pressure. The assumption is that success comes from wanting more and pushing faster.
Mental health
Careers
fromDigiday
5 months ago

Behind the rise of the chief productivity officer and what it means for companies and employees

Organizations are shifting from HR director to chief productivity officer to integrate people and technology for measurable productivity and intentional work design.
fromPsychology Today
9 months ago

What Is Better for Performance, Money or Meaningful Work?

A lot of research seems to show that pay-for-performance does improve performance. But what this research has not taken into consideration is that more complex jobs (for example, demand expertise knowledge, the processing of a lot of information, and problem solving) and that offer more autonomy in decision making (for example, managerial roles) are remunerated at higher levels and tend to be remunerated based on meeting performance targets (for example, bonuses).
Psychology
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