Workers go to court over return-to-office mandates | Chipotle sees stock as a potential employee retention tool | Leaders, like referees, must be fair, but firm
Employees across the country are pushing back on return-to-office mandates, filing lawsuits and organizing unions, saying the mandates discriminate against workers with health issues. Employers say working in the office improves productivity and collaboration.
Chipotle Mexican Grill is proposing its first-ever stock split, a 50-to-1 split aimed at making ownership in the company more accessible. After a 375% rise over five years, Chipotle is the fourth-most expensive stock in the S&P 500, making it difficult to fine-tune stock awards for top performers. Observers say increased employee ownership could also improve employee retention and boost operational efficiency.
AI is transforming how companies recruit and onboard employees, making the process more efficient and productive. AI can be used for everything from writing job descriptions to culling applications for the best skill sets, allowing recruiters to assess applicants' soft skills.
Nearly three out of four employees are at least somewhat unaware of the mental health resources available to them, according to a Society for Human Resource Management survey, which also found half of employees are uncomfortable asking about mental health benefits. Daroon Jalil, a senior researcher at SHRM, says employers should set an example for good mental health care by letting others know when they're taking time off to recover from a difficult period at work.
Simon Bailey, a researcher on brilliance and author of "Resilience@Work," was nervous on stage, speaking after two well-known, excellent speakers, but as he threaded his personal anecdotes of loss into the speech, he saw he was forming a "palpable" connection with the audience. "For emerging leaders aiming to chart a successful course, remember that vulnerability, wielded wisely, is not your Achilles' heel but your strength -- fortifying you as you face the world head-on," writes Bailey, who offers seven ways to share the trait.
Tokyo Telecommunications Engineering was founded in 1946 and made its mark building transistors for Bell Labs. TTE soon after changed its name to what?
I had dinner with my friend James* recently. He’s an influential executive at a media organization. James is bright, creative and entrepreneurial. He’s highly respected among his peers and company leadership.
James is also in the process of losing weight. When I got to the restaurant, he was checking his watch.
“My steps,” he told me as I sat down. He explained that he has lost nearly 70 pounds in the last year. He then spent the next several minutes detailing his health journey -- what prompted it, what he’s discovered about himself and food, how differently his clothes fit now and more. He was especially excited about his newfound physical freedom.
“I couldn’t walk from my hotel last year. I never would have made it,” he said.
In my experience, that kind of vulnerability is rare in executive leaders, especially men. They tend to be guarded about sensitive, personal areas of their life. I get it -- and I honor that.
But when James shared his weight-loss experience, including the challenges, I felt my respect for him spike. It was authentic, but not TMI. I wasn’t uncomfortable. His candor drew me in and began building a trust.
We look at the power of vulnerability today in our HR Leaders story. I like how Simon Bailey writes that vulnerability, used properly, can be our strength not our Achiles heel. I agree that when leaders allow themselves to be vulnerable and truthful -- as James was with me at dinner -- that they can build trust and rapport among their teams.
Are you comfortable being vulnerable? Let me know! And if you enjoy this brief, tell others so they can benefit also.
* Name changed to preserve privacy.
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