Post-pandemic times continue to pose challenges to companies regardless of their size. Family businesses are struggling to retain talent due to the uncertainty of these times. Moreover, teleworking collaborators report suffering from labor harassment, while workers in all modalities are experiencing an unusual level of exhaustion and lack of motivation. Decision makers urge organizations to prioritize the needs of collaborators and promote incentives.
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Doing Away with Checkbox Diversity
Companies need to understand and embrace people’s differences internally to meet their diversity, equity and inclusion (DEI) objectives, instead of just following a “Checkbox Diversity” model, according to the Stanford Social Innovation Review. “When the social sector employs checkboxes to increase representation of the underrepresented, it ultimately misses the point of deeply understanding differences for genuine, impactful collaboration,” reads the review. To support the development of impactful DEI initiatives in Mexico’s business community, Mexico Talent Form invited executive leaders to expand on their approach, implementation and insights. Tickets are already available here!
Are We Adapting to the Post-Pandemic Labor Market?
In the post-pandemic times, many employees are experiencing unusual levels of exhaustion or feel discouraged after having made a significant effort to stay productive and engaged, while others feel that the source of their burnout comes from switching to a home office work model. To face this, companies should offer employees a good combination of motivating factors and build their engagement by addressing their needs, while including them in the organization's business objectives, writes Sergio Porras, COO, OCC. Read his entire article here.
Family Businesses Struggle to Retain Talent
The international context is particularly challenging for family firms, which often rely on uniquely loyal workforces made out of family members. While loyal, these workforces might not be the best choice. Research shows that family businesses benefit from working with non-family members for top roles, as they deliver better process and financial results, reports the Harvard Business Review. The review also suggests identifying, retaining and developing individuals with high potential within the company and to review compensation packages to measure their competitiveness. Moreover, a focused hiring effort has to be launched to hire people early in their careers to later develop them internally.
Human Essence, Disruption Key to Bringing Out the ‘Wow’ in People
In the pivotal technological environment, companies, teams and leaders must combine a high-tech orientation with human touch to add value, says Sergio Nava, Founder and COO, WeWow. “To stay relevant, leaders must add value. Great leaders stay ahead in the business competition. They keep alert to market changes but never lose the human essence,” he said. Read the full interview on MBN.
Digital Labor Violence
Labor harassment is also present in the digital world. Not including someone in a chain mail or in a virtual meeting are some examples of violence in the digital labor environment, as reported by El Economista. This scenario poses a potential risk as the world continues to progress toward a more digitized world with projects such as the metaverse, which aims to transform every aspect of daily life and work. “The metaverse aims to influence lives in many ways, for example by transforming teleworking and enriching the virtual experience,” said Marco Casarin, Country Manager México, Meta to MBN.