Social media company Buffer transitioned to complete remote working in 2015 and implemented a four-day week during the pandemic, which resulted in 91% of employees describing themselves as more productive and happier, according to a staff survey at the end of last year. Buffer's Hailley Griffis explains how the company overcame four main challenges to a four-day week, such as changing working habits and technology, and maintaining staff coverage.

Some companies will soon require workers to return to the office, prompting speculation some employees will seek out new positions. However, the situation is uncertain, and an office return could deter job switching.

Top Line Talent's George Watts and Laurie Blazek explain five main ego traps based on personality types and four strategies to help leaders mitigate their negative effects. "Neutralizing the ego begins with reflecting on ego-driven behavior and distinguishing between when the ego is serving you and when it is getting in your way," the pair write.

On-site child care is a perk that could appeal to workers, especially considering the difficulties of arranging child care amid the pandemic. This benefit might also help employers recruit and retain workers and attract employees back to the office.

"Success statements" are good ways to demonstrate your business-focused contributions to senior leadership while showing off your communication, critical thinking and team leadership, writes executive coach Joel Garfinkle. "Remember that self-promotion is key in getting ahead, even when you have the best track record and great advocates speaking for you," Garfinkle writes.

During my interview with Tyrone Gladney for our story on second-chance hiring, I talked to him about employers who wanted to hire former offenders but were wary about certain issues and might exercise more caution with these job candidates. Gladney agreed that caution made sense but warned employers not to overdo it. He explained that some employers can be so cautious that they stunt opportunity. "Being cautious can sometimes be an enemy to you because you're being too cautious," he explained.

Gladney also acknowledged, though, that not all former offenders have noble ambitions. Some are only looking for handouts or to do the bare minimum to stay out of trouble. Others still maintain dangerous habits. All of these can poison his business so he's careful when evaluating job candidates.

"I can read you," he said. "If you're full of [it], you're full of [it]. I know. I'll cut you off."

This was a powerful moment for me in our conversation. He wasn't looking at second-chance hiring through rose-colored glasses. He understands that hiring former offenders can come with risk. I appreciated his honesty. It gave credibility to his whole story.

I thought of that as I read today's Leadership & Development story in AdAge. Clearly, I agree that second-chance hiring can be a benefit to many organizations. But I can't get behind the idea of pulling support -- in the form of advertising and branding and so forth -- from all law enforcement agencies, as Ashish Prashar suggests. I don't see this addressing issues of corruption or systemic barriers. I see it potentially creating another set of problems that could be dangerous for our communities.

This is a sensitive issue, I know. I trust, dear readers, that you understand my heart in this. As an Indigeneous woman, I am very aware that there are flaws in some of our national systems and I want those changed. But let's do it right.

Please feel free to drop me a line to share your thoughts. And if you want others to benefit, send them this link.