Navigating the Impact of AI and Chat GPT on DEI and Employee Relations

Artificial Intelligence (AI) and Chat GPT have the potential to significantly impact Diversity, Equity, and Inclusion (DEI) and employee relations in both positive and negative ways.

AI can help eliminate unconscious bias by identifying the best candidates using objective criteria in recruitment, selection, and promotion processes. AI-powered chatbots can also improve accessibility and inclusion for employees with disabilities by providing real-time support and assistance.

In addition, AI can help identify patterns of discrimination and bias in the workplace by analyzing data from employee surveys, performance reviews, and other sources. This can help organizations address these issues more effectively and create a more equitable and inclusive workplace culture.

In contrast, if not designed and implemented correctly, AI can perpetuate and amplify existing biases and discrimination. For example, if the AI algorithms are trained on biased data, it can lead to biased decision-making and perpetuate existing inequalities. This can result in unfair treatment of certain groups of employees, such as women or people of color.

Furthermore, Chat GPT, being a language model, can reflect and perpetuate societal biases and discriminatory language. It is important to ensure that such models are trained on diverse and inclusive language data to avoid perpetuating stereotypes and biases.

No matter where you land on this debate, it is important to design and implement AI systems and language models with a focus on diversity, equity, and inclusion to avoid perpetuating biases and discrimination. This requires ongoing monitoring and evaluation to ensure that these systems are aligned with the organization's DEI goals and values.

How effective employee relations techniques prevent the need for unionization

Effective employee relations techniques are crucial in preventing the need for unionization. When employees feel heard, respected, and valued, they are less likely to turn to collective bargaining as a means to address their grievances. In this article, we will explore some of the key techniques that organizations can employ to maintain positive employee relations and avoid the need for unionization.

1. Communication:

Effective communication is key to establishing and maintaining positive employee relations. Employees need to feel that their concerns and feedback are heard and acted upon. Open and honest communication can help employees feel valued, respected, and engaged. Organizations should provide multiple channels for communication, such as regular town hall meetings, employee feedback surveys, and one-on-one meetings with managers. This can help to create a culture of transparency and openness, which can go a long way in preventing the need for unionization.

1. Fair treatment:

Employees want to be treated fairly and equitably. Organizations that have fair and consistent policies and procedures, and treat employees with respect and dignity, are less likely to face unionization efforts. Fair treatment includes providing competitive compensation and benefits packages, offering opportunities for growth and development, and recognizing and rewarding good performance.

1. Employee involvement:

Employees want to have a say in the decisions that affect their work and their lives. Organizations can involve employees in decision-making by creating opportunities for employee participation in problem-solving and decision-making processes. This can include employee-led committees, task forces, or focus groups. By involving employees in decision-making, organizations can build a sense of ownership and commitment among employees.

1. Conflict resolution:

Conflict is inevitable in any workplace, but it is important to address it promptly and effectively. Organizations should have a process in place for resolving conflicts, such as a grievance procedure. This can help to prevent small issues from escalating into larger conflicts that could lead to unionization. Employees need to feel that their concerns are being heard and that a fair and equitable solution is being sought.

1. Training and development:

Investing in employee training and development is a powerful way to build positive employee relations. By providing employees with the skills and knowledge they need to do their jobs effectively, organizations can demonstrate their commitment to employee growth and development. This can help to increase employee engagement and motivation and reduce the likelihood of unionization.

Effective employee relations techniques are essential in preventing the need for unionization. Organizations prioritizing communication, fair treatment, employee involvement, conflict resolution, and training and development can create a positive workplace culture fostering employee engagement and loyalty. By valuing and investing in their employees, organizations can build a strong and sustainable workforce that is less likely to turn to collective bargaining to address their concerns.

“Bare Minimum Monday” Trend May Be Bad For Productivity

After a weekend, a lot of people struggle to start the work week as they have a case of the Monday blues. According to a poll by YouGov, 58% of the 4-thousand respondents said Monday is their least favorite day of the week. A new trend is giving people a way to deal with that problem, but it’s not going to make the boss too happy.

“Bare Minimum Mondays” is when employees come to work on Monday but only do what they absolutely have to all day, often starting the day late after spending the morning on self-care. TikToker Marisa Jo has made the term popular; her videos on the work trend have gone viral, and a recent one from last week has more than 670 thousand views. In it, she walks viewers through some of the things she does that make her feel good and slow down Monday mornings, like playing her favorite word game, journaling, and doing her five-step skincare routine.

Marisa Jo describes Bare Minimum Mondays as “completing the least amount of work necessary to get by that day.” In one clip, she says the trend is a “rejection of all the pressure I felt on Sunday and Monday” and prioritizing her well-being over productivity. She finds it helps her cope with pressures at work, and with so many employees feeling burned out these days, it’s not surprising that Bare Minimum Mondays are catching on.

The Wrong Way to Respond to Criticism: Common Mistakes and How to Avoid Them

Criticism can be difficult to hear, but it's an inevitable part of life and a crucial aspect of personal growth. It's essential to approach criticism in a healthy way so that you can learn from it and make positive changes. However, there are many common mistakes that people make when responding to criticism that can be damaging to relationships, personal growth, and even careers.

Here are some of the wrong ways to respond to criticism and why you should avoid them:

1. Defensiveness: When someone criticizes us, it can be easy to feel attacked, and our first instinct may be to defend ourselves. This type of response is often seen as aggressive or dismissive and can cause the person giving the criticism to feel unheard or dismissed. It can also escalate the situation and lead to further conflict.

2. Overreaction: Another typical response to criticism is to overreact and become overly emotional. This can include getting angry, crying, or becoming extremely upset. Overreacting to criticism can make the situation worse and cause the person giving the criticism to feel like they need to walk on eggshells around you in the future.

3. Blaming others: When we receive criticism, it's easy to look for someone else to blame. However, this type of response is often seen as immature and unprofessional. It can also damage relationships and cause the person criticizing to feel like their concerns are not being taken seriously.

4. Denial: Another common response to criticism is to deny that there is a problem and to dismiss the criticism as unwarranted. This type of response can be seen as dismissive and unprofessional and can cause the person giving the criticism to feel like their concerns are not being taken seriously.

So, what is the right way to respond to criticism? The best way to respond to criticism is with openness, humility, and a willingness to learn and grow. 

Here are some tips on how to respond to criticism in a healthy way:

1. Listen carefully: Take the time to listen to what the person giving the criticism has to say. Try to understand their perspective and ask questions if you need clarification.

2. Acknowledge the criticism: Let the person giving the criticism know that you heard what they said and that you understand their perspective.

3. Take responsibility: If the criticism is valid, take responsibility for your actions and apologize if necessary.

4. Seek to learn: Use the criticism as an opportunity to learn and grow. Ask for specific suggestions on how to improve and seek feedback from others to help you grow.

5. Be grateful: Be grateful for the criticism, even if it's difficult to hear. Remember that criticism is an opportunity for growth and can help you become a better person.

Criticism can be difficult to hear, but it's vital to respond to it in a healthy way. You can improve your relationships, personal growth, and even your career by avoiding the wrong ways to respond to criticism and embracing the right ways.

So A Company Has Lowballed an Offer To You... What Do You Do?

Receiving a job offer is an exciting moment, but it can quickly turn sour if the salary offered is significantly lower than what you were expecting. This situation, known as "lowballing," is frustrating and can leave you feeling undervalued. However, there are steps you can take to handle it gracefully.

Consider the Offer: Before responding to the lowball offer, take a step back and consider the whole package, including benefits, work schedule, job duties, and opportunities for growth and advancement. If the offer still falls short of your expectations, you can choose to negotiate or decline the offer.

Research Market Rates: It's essential to have a good understanding of market rates for your field and experience level. Research online salary calculators and job postings to get a sense of what you can realistically expect.

Be Prepared to Negotiate: If you decide to negotiate the salary, make sure you have a clear and compelling argument for why you believe you're worth more. Be prepared to present data and information to support your request, and be respectful and professional in your communication with the employer.

Know Your Limits: While it's important to be assertive in negotiations, it's also important to be realistic. Know your bottom line, and be prepared to walk away if the offer still doesn't meet your expectations.

Seek Out Other Opportunities: If the offer is simply not what you're looking for, it's okay to decline it and continue your job search. Keep networking, applying to new job openings, and building your skills and experience.

Lowballing can be a discouraging experience, but it's important to remember that it's not a reflection of your worth or abilities. By researching market rates, negotiating assertively, and knowing your limits, you can find a job offer that truly reflects your skills and experience.

Study Shows Even "Loyal" Gen Z Workers Are Looking For A New Job

A recent study has shown that even "loyal" Gen Z workers actively seek new job opportunities. The study surveyed over 1,000 Gen Z workers across various industries and found that a majority of respondents (70%) reported that they were open to new job opportunities, despite being currently employed.

When it comes to Gen Z, the report found:

• 70% said they feel loyal to their employer…but are “still actively or passively seeking new jobs.”

• 45% said they have a side hustle

• 85% said they prefer hybrid or remote working styles

• They want to retire at 54, but they expect to retire at 60

The study's results indicate that Gen Z workers, who are currently between 18 and 25, are less loyal to their employers than previous generations. This is a significant shift from the past, where workers tended to stay with the same company for extended periods.

One of the main reasons cited by Gen Z workers for their willingness to leave their current job is a lack of growth opportunities. Many respondents reported that they felt their current position did not allow them to learn new skills or advance their careers. Additionally, a significant number of respondents (40%) reported wanting more than their current salary or benefits package.

Another factor that may be contributing to Gen Z workers' job-hopping tendencies is their desire for work-life balance. Many respondents reported that they were looking for a job that would allow them to have a better balance between their work and personal lives.

The study's findings have important implications for employers, as they suggest that companies will need to do more to retain Gen Z workers to avoid high turnover rates. Employers will need to provide Gen Z workers with clear career progression paths and competitive salary and benefits packages. Additionally, employers will need to create a flexible work environment that supports employees' personal lives.

The study shows that Gen Z workers are less loyal than previous generations and are more open to new job opportunities. Employers must adapt to this shift to retain Gen Z workers and avoid high turnover rates. This includes providing clear career progression paths, competitive salary and benefits packages, and a supportive work environment.

Tips to be a likable employee at work

Being a likable employee at work can have many benefits, such as improved relationships with colleagues and managers, increased job satisfaction, and even career advancement opportunities. Here are some tips to help you become a likable employee:

1. Communicate effectively: Make sure to clearly express your ideas and thoughts and actively listen to your colleagues.

2. Be dependable: Follow through on your commitments and meet deadlines.

3. Be a team player: Collaborate well with others, be willing to help out, and be open to feedback.

4. Be positive: Maintain a positive attitude, even in difficult situations.

5. Be respectful: Treat others with respect and professionalism, and avoid gossip or negative talk about colleagues.

6. Be open-minded: Be willing to consider different perspectives and approaches to problem-solving.

7. Show appreciation: Show gratitude and appreciation for the contributions of your colleagues.

By following these tips, you can become a likable employee and improve your relationships at work.

How To Prep For Layoff And How To Negotiate Severance

Laying off employees is a difficult but necessary decision many companies must make to stay financially stable. However, being laid off can be a stressful and uncertain time for employees, which is why it's important to be prepared. Here are some tips on preparing for a potential layoff and negotiating a severance package.

1. Stay informed about the financial health of your company

It's important to stay informed about your company's financial health and stability. Keep an eye out for any signs of financial trouble, such as declining sales, changes in leadership, or cost-cutting measures. This will give you an idea of whether your company is at risk of laying off employees.

1. Update your resume and networking contacts

In case you need to start looking for new job opportunities, updating your resume and networking contacts is a good idea. This will make the job search process easier and quicker if you are laid off.

1. Know your rights

If you are laid off, it's important to know your rights and the laws that protect you. Consult with a lawyer or a union representative, if you have one, to ensure that your rights are protected.

1. Negotiate your severance package

If you are laid off, it's important to negotiate your severance package. Some things to consider when negotiating include the length of your notice period, any vacation pay or benefits that you are entitled to, and any assistance with finding a new job.

1. Be calm, factual, and respectful

When negotiating your severance package, it's important to be calm, factual, and respectful. Explain your situation and what you need to help with your transition to a new job. Remember, the company is not obligated to give you a severance package, so be prepared to compromise.

1. Seek professional help

It's also wise to seek help from a career counselor or a job coach who can help you navigate the job market, give you advice on your resume, and provide you with job search strategies.

In conclusion, being prepared for a potential layoff and knowing how to negotiate a severance package can help ease the stress and uncertainty of the process. Stay informed, know your rights, and be prepared to negotiate. Remember to be respectful, factual, and calm, and consider seeking professional help if necessary.

More Workers Now Interested In “Workcations”

Would you be willing to work while you were on vacation, if it meant you could make your trip longer? A new survey of 2-thousand remote and remote-flexible workers finds that 80% would do their job from their vacation destination as a way to extend their trip.

The poll also finds:

• When asked to pick between a longer trip that included some remote work and a shorter trip that required no work, twice as many respondents chose the longer trip (46% versus 26%).

• The average remote worker takes four overnight trips a year, but only uses nine vacation days during that time.

• Seven in 10 take more vacation days a year than they did before they worked remotely.

• 40% of respondents are offered unlimited vacation time by their employer and 39% aren’t compensated for the paid time off they don’t use.

• Remote workers are used to getting their work done outside their office, with 96% saying they do remote work from someplace other than their home and 65% say they do it frequently.

• Half of those surveyed say they’re just as likely to work from vacation (48%) as they are to work from their local coffee shop (47%).

• 79% report being more interested in “workcations” now than they were two years ago.

• Just over two-thirds (69%) think the flexibility of remote work has improved their overall happiness and well-being.

Achieve success by following these ten “first principles” of leadership

1. Lead like you would like to be led. Treat people like you would like to be treated. Practice the human side of leadership.

2. Achieving success as a leader requires more than just technical skills and expertise in your field. It also requires a strong foundation of leadership principles that guide your actions and decision-making.

3. One key to success is exhibiting the right tone at the top and nurturing a positive organizational culture. Your attitude and behavior set the tone for the rest of the team, and a positive culture can foster collaboration, innovation, and employee engagement.

4. Another important principle is leading with emotional intelligence. This involves being self-aware, managing your emotions, and effectively communicating with others. Emotional intelligence also involves making personal connections with your employees, which can help build trust and improve team dynamics.

5. Creating an environment where employees feel supported and encouraged to achieve beyond their own expectations is also essential. This can involve setting clear goals, providing necessary resources and support, and recognizing and rewarding success.

6. Effective leaders also recognize the importance of being open and honest, even when faced with difficult challenges. They don't shy away from tough conversations or dismiss negative feedback, but instead confront challenges head-on and seek out solutions.

7. Valuing the opinions of experts and being open to diverse viewpoints is another important principle. It's important to listen to your team and encourage debate on issues to improve the decision-making process. Setting realistic financial goals and striving to exceed them can also help drive success.

8. Other key principles include empowering your team, avoiding micromanaging, hiring people with good critical judgment, encouraging creativity and innovation, understanding your markets and competition, and maintaining a proactive attitude.

9. Ultimately, achieving success as a leader also involves upholding your personal values and integrity. This means maintaining a strong ethical foundation and making decisions based on doing what is right, even when it is difficult.

10. By following these "first principles" of leadership, you can set yourself up for success and inspire your team to achieve great things.

Should We Keep Doing Preformance Reviews?

What Are Performance Reviews

Performance reviews are a common practice in many organizations, where employees are evaluated on their job performance, skills, and development. These evaluations are typically conducted by the employee's manager or supervisor and are often used to identify areas for improvement, set goals, and provide feedback.

There are a number of reasons why organizations conduct performance reviews. One reason is to assess the employee's progress and identify areas for improvement. This can help the employee understand what they need to work on to be successful in their role and contribute to the organization's goals. Performance reviews can also be used to identify training and development needs, and to provide employees with the support and resources they need to grow and succeed.

Performance reviews are typically conducted on a regular basis, such as annually or semi-annually. The frequency of performance reviews may vary depending on the organization and the specific needs of the employee.

During a performance review, the employee's manager or supervisor will typically review the employee's job performance and skills, and provide feedback on their strengths and areas for improvement. The employee will also have the opportunity to provide input on their own performance and share their perspective on their role and the organization. In some cases, employees may also be given the opportunity to review their manager's performance.

Should We Keep Doing Them?

In recent years, there has been a shift towards more continuous, ongoing feedback rather than traditional annual performance reviews. Some organizations have implemented more frequent check-ins and evaluations, or have adopted alternative approaches such as 360-degree feedback, where the employee receives feedback from a range of sources including their manager, peers, and subordinates.

Overall, performance reviews are an important tool for evaluating and improving employee performance and development. While the specific approach to performance reviews may vary, they remain a valuable way for organizations to support and engage their employees.

How to Fit Leadership Development into Your Schedule

Here are a few ways for incorporating leadership development into your schedule:

1. Make it a priority: Leadership development should be viewed as an important aspect of your professional growth, just like any other task or project. Make it a priority and allocate time for it accordingly.

2. Find the right balance: While it's important to focus on your leadership development, you also need to be mindful of your workload and make sure you're not overcommitting yourself. Find a balance that works for you and allows you to make progress without sacrificing other important tasks or responsibilities.

3. Use your resources: There are many resources available to help you develop your leadership skills, including books, online courses, workshops, and coaching or mentorship programs. Take advantage of these resources to learn from experts and gain new insights and perspectives.

4. Reflect and measure progress: As you work on your leadership development, take time to reflect on your progress and measure your growth. This can help you stay motivated and focused, and it will also allow you to identify areas where you might need to focus more attention.

5. Seek feedback: Don't be afraid to ask for feedback from colleagues, supervisors, or mentors. This can help you identify your strengths and weaknesses as a leader and provide valuable insight into areas where you can improve.

How employees can recognize a toxic work culture

A toxic work culture can have a negative impact on employees and the overall success of a company. Recognizing the signs of a toxic work culture is the first step in addressing the issue and taking action to improve the situation.

One of the key signs of a toxic work culture is a lack of trust and respect among employees and between employees and management. In a healthy work environment, employees should feel comfortable expressing their opinions and concerns without fear of retribution. In a toxic work culture, employees may be afraid to speak up or challenge the status quo out of fear of being ostracized or punished.

Another sign of a toxic work culture is a high turnover rate. If employees are constantly leaving the company or if the company has a reputation for having a high turnover rate, this could be a sign that the work culture is toxic.

A lack of support and resources can also be a sign of a toxic work culture. Employees should have access to the tools and resources they need to do their jobs effectively. If they are consistently struggling due to a lack of support and resources, this could be a sign of a toxic work culture.

If you recognize these signs in your workplace, there are steps you can take to either leave the company or address the issue. If you decide to leave the company, it's important to do so in a professional manner. This means giving notice, tying up loose ends, and leaving on good terms.

If you decide to stay and address the issue, there are a few steps you can take. First, try to have an open and honest conversation with your manager or HR representative about your concerns. They may be unaware of the problem and be willing to take steps to improve the situation.

If you are unable to have an open and honest conversation with your manager or HR representative, you may want to consider seeking out the help of an outside mediator or counselor. This could be a professional mediator, counselor, or even an employee assistance program offered by your company.

Another option is to notify someone outside of the company about the toxic work culture. This could be a higher-up in the company, a regulatory agency, or even the media. While this can be a difficult step to take, it may be necessary to bring attention to the issue and bring about change.

Overall, recognizing a toxic work culture is the first step in taking action to improve the situation. Whether you decide to leave the company or stay and address the issue, it's important to take steps to protect yourself and your well-being.

Reconsidering the Value of Degrees?

One trend in the hiring market is that employers are becoming more flexible in their degree requirements for specific jobs. This is particularly true for positions requiring specific skills or experience but not necessarily a degree. For example, many employers are now willing to consider candidates with a relevant associate degree, certification, or industry experience in lieu of a traditional four-year degree.

One reason for this trend is the increasing recognition that a college degree is only sometimes a good predictor of job performance. In many cases, a candidate's practical experience and demonstrated skills are more important than their degree. Additionally, the rising cost of college and the growing number of people with student debt have made employers more open to alternative forms of education and training.

Another trend is that employers use various methods to evaluate candidates' competencies. This might include using skills assessments, conducting interviews with subject matter experts, and requiring candidates to complete a trial project or task. Some employers also use third-party certification programs to verify a candidate's skills and knowledge.

The trend towards more flexible degree requirements and alternative methods of evaluating competencies reflects a growing recognition that there are many paths to success in the workforce. Employers are becoming more open to considering candidates with various educational backgrounds and experiences. They are looking for a combination of skills, knowledge, and expertise to help them succeed in the job.

When Your Extra Work Causes Problems at Home

Taking on an extra project at work can benefit your career — but it can also sow conflict at home. If a big assignment comes up that you suspect could cause tension with your partner, try these strategies to balance going the extra mile at work and being a good partner at home.

• Be proactive, not reactive. Rather than waiting for special requests to sporadically arise, find ways to consistently contribute beyond your job description. This will make it easier to say no when something big comes up that you just can’t take on.

• Clarify whether extra work is actually required. Before saying yes, find out from your boss whether the organization really needs you on this, whether the task is as urgent as it might seem at first blush, and whether someone else could handle it instead.

• Communicate! If you feel you just can’t say no to the pressing demands at work, do your best to provide early notice to your partner — and make clear that you’re invested in helping them deal with the potential burden that the additional work might create (e.g., arranging for a babysitter, meal delivery, etc.) If your partner still asks you not to take on the work, it might be time to go back to your boss.

This tip is adapted from “You’re Working More. Here’s How to Talk to Your Partner About It.,” by Mark C. Bolino.

Don’t Focus Your DEI Efforts on the Calendar

Observances like Cinco de Mayo, Juneteenth, or Women’s History Month offer an opportunity to celebrate members of your community. But when you approach these celebrations as a quick and easy DEI win, your efforts will come across as opportunistic — or even cringeworthy. These three strategies will help ensure your approach is authentic and respectful.

Show up all year round. If your organization launches a splashy campaign for Pride month, but hasn’t considered equitable benefits for LGBTQ+ employees, customers, or community members, your efforts will be seen as performative allyship or rainbow washing. Instead, engage with your communities, identify their needs, and incorporate these into your year-round policies and practices.

Ask “Who is this for?” Too often companies make these celebrations about educating people who don’t identify with the group that’s being honored. Asking “Who is this for,” and shifting the focus of your programming accordingly, can help you increase connection and belonging for all employees.

Avoid tokenizing at all costs. Don’t ask the groups who are being celebrated to bear the burden of organizing your efforts. Consult them, integrate their input, and compensate them accordingly, but don’t place the onus on them.

This tip is adapted from “Don’t Let Your Calendar Dictate Your DEI Initiatives,” by Nani Vishwanath

Interrupt “Benevolent” Sexism on Your Team

As a leader, you have a responsibility to address "benevolent" sexism: attitudes, practices, and actions that seem positive but undermine supporting women at work, often under the pretense of helping, protecting, or complimenting them. (For example, not offering a high-visibility project to a woman because she has young children.) To interrupt benevolent sexism, start by increasing your awareness. Reflect on how ideas such as "men are responsible for protecting women" or "men and women are different and complementary" can actually be harmful. Check your assumptions about how people should or shouldn’t act based on their gender. Then, if you hear others making benevolently sexist comments, challenge them. For example, if a colleague wants to “save” a woman from a complex project, help them zoom out by asking: “What are the consequences of not involving her in this project? Wouldn’t it be better to ask her directly instead of assuming she won’t want it?” Finally, model equitable behavior by focusing on women’s competencies. Give feedback related to work results, instead of characteristics stereotypically associated with women, such as warmth or likability.

This tip is adapted from “Dismantling 'Benevolent' Sexism,” by Negin Sattari

Don’t Allow High Performers to Get Away with Toxic Behavior

If one of your highest performing employees is also one of your most toxic, what should you do? As productive as they might seem, these so-called toxic rock stars are a major problem and can drive away your other valued employees. Here’s what to do if you have a toxic employee on your team.

Take an honest look at your culture. If you suspect the person is not an outlier, or the only one participating in toxic behaviors, conduct a culture survey, focus groups, and one-on-one conversations with your employees to learn more. It’s important to know how you might be contributing to the problem, or allowing it to persist. Don’t be defensive about what you find — respond with humility, curiosity, and empathy.

Establish a reliable feedback process. Provide anonymous reporting opportunities so employees can feel confident they won’t be penalized for speaking up about a toxic colleague — especially if that person has a lot of organizational power and influence.

Establish a no-tolerance policy. Decisive action is critical. Otherwise you risk sending the message that bad behavior is OK as long as people are delivering results.

This tip is adapted from “Leaders, Stop Rewarding Toxic Rock Stars,” by Deepa Purushothaman and Lisen Stromberg

Keep Valuable Employees By Understanding What Drives Them

Every manager worries at some point that their best employees are eyeing the door. So, how can you assess whether your top talent is engaged? Are there ways to head off thoughts of leaving? Retaining valuable employees starts with having open and honest conversations about what they want and need. In your one-on-one meetings, ask how they’re feeling about their work and what they’re most excited about. If and when they ask for something — a raise, a new assignment, or a flexible work schedule — don’t make assumptions about what’s driving their request. Instead, just ask. You may not be able to give them exactly what they want, but understanding their motivations may help you meet their needs in other ways. Be transparent about what’s in your control and what’s not. For example, you can say, “I can’t guarantee that, but I hear that it’s important to you. I’m going to keep it in mind as we continue to navigate this uncertain future. You’re a valuable employee, and I’m going to do my best to give you those things when it’s in my control.”

This tip is adapted from “The Essentials: Retaining Talent,” by Women at Work podcast episode

Make Work More Fun

Is having fun at work important? Short answer: Yes! Research suggests that fun has a positive impact on employee engagement, creativity, and retention. So, how can you make it part of your workday?

• Gamify your to-do list. As soon as you finish a task, reward yourself with something small — take a walk, call a friend, or buy yourself a treat.

• Switch things up. Making simple changes can give you a fresh perspective. For example, try putting challenging work tasks on post-it notes so that you can squish them into balls and toss them in the trash when you complete them.

• Create a soundtrack to your workday. Build different playlists for different types of tasks. Matching your energy and rhythm to the music can be an effective way to build some positive momentum throughout the day.

• Vary your location. Are things starting to feel boring? Head over to your favorite coffee shop to finish your workday — or better yet, take your next phone call on a walk. A temporary relocation can be restorative, rejuvenating, and, well, fun!