Why remote workers are using "body doubling" | Expert says AI can make the impossible achievable | Half of Americans say their finances are getting worse
Remote workers are boosting productivity and accountability through "body doubling" -- a trend where people livestream through social platforms like TikTok so that other people can see them while they work. "People with ADHD, or any neurodivergence, pioneer these sorts of techniques that harness your focus," explains Flown's Micah Yongo.
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The value of artificial intelligence lies not in the tasks AI can perform instead of humans but in what AI can help people do that couldn't be done before, says Erik Brynjolfsson, a professor at the Stanford Institute for Human-Centered AI. The technology can complement human labor, enable workers to handle different tasks and lead to new jobs, Brynjolfsson and other experts say.
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Adam Day, president and CEO at Tamarack, explains five onboarding mistakes for temporary employees and how to fix them. His advice includes starting the process before a new employee's first day, ensuring they get one-on-one time with their manager and providing opportunities to get to know colleagues.
Pay transparency laws are in effect in certain parts of the country, although the specifics vary, so this article offers a closer look at the rules and what small businesses can do to comply. Keeping key information -- including hire date and pay increases -- in a spreadsheet can be helpful, says Jim Emanuel of the Society for Human Resource Management.
The oft-mentioned need for managers to be vulnerable is rooted in science, Harvard professor Jeff Polzer says, because when the leader goes first, it can trigger neurochemical hormones that make others see the manager as authentic and then want to help. Vulnerability, however, doesn't mean owning up to a decades-old slight; it's about showing your current vulnerability about existing struggles, experts say.
Pay transparency efforts are gaining steam, but employers need to do their homework first before making salary ranges public. Otherwise, the backlash can be ugly.
I know a company that decided to include salary information with its new job postings. On its face, it seemed like a good idea. The information would help weed out candidates that weren’t the right salary fit.
But the effort backfired. The job postings were posted on LinkedIn and seen by employees of the company -- many who were already serving in those roles. The first thing they noticed? The salary ranges, which were higher than what they were earning.
The crap hit the fan, as the saying goes. Employees, angry about the wage imbalance, fired off emails to their managers, wanting to know how this would be made right. The managers, irritated about being caught off-guard by the situation, fired off similar emails to HR, wanting to know who had authorized the salary disclosure and how it could be rectified. Executive leaders huddled in conference rooms to discuss the issue. The CEO addressed it in a company meeting but stopped short of promising that salaries would be adjusted.
It was messy. Pay transparency has good intentions, but employers have to step carefully, like today's Benefits & Compensation story advises. Make sure you do an internal salary audit beforehand so you can address any discrepancies it finds. Not doing so could cost you more.
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