A lot of people abide by the principle that when work becomes passion, one does not feel the pain or the stress. This though is a complete myth, as attested over multiple studies. Quite on the contrary, whenever individuals get way too passionate regarding their work, they end up carrying an excess psychological load. Burnout has long been de- prioritized, but now it is time to be brought in to the mainstream. Deplorably, millennials are other new gen members have often been blamed for this term, for actually seeking a work- life balance. The World Health Organization (WHO) now considers burnout to be a very serious health hazard. While burnout can happen to anyone, at any stage, there are certain professions where more common. Business research published on the Journal of Personality, states how the medical profession is especially ripe with such instances. This is because here, the passion is often obsessive, and not harmonious.

Source:https://hbr.org/2019/07/when-passion-leads-to-burnout

Uploaded Date:29 July 2019

Burnout is today a very serious issue at several companies. Multiple reasons have been identified for the cause. The most obvious of them is excess workload. Another is the limited control that employees have over their own schedules or work processes. Companies need to thoroughly revamp their talent management systems, so that employees feel empowered enough. This will also have a positive impact on the reward and incentive structures. A sense of community needs to be fostered at organizations, so that the employees get aligned to the ultimate team goals. They need to feel a sense of mission behind their daily tasks. Employees also need to feel that the company policies and their execution is done in fairness. Burnout also takes place when there is a mismatch between the values believed in by the employees, with the corporate strategy of the firm. A multi- level solution is needed to tide over this complex issue.

Source:https://hbr.org/2019/07/6-causes-of-burnout-and-how-to-avoid-them?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=insider_activesubs&utm_content=signinnudge&referral=03551&deliveryName=DM42915

Uploaded Date:29 July 2019

Talent recruitment is one task, where one is prone to getting fooled by impressive first impressions. A lot of these impressions do not last, once work starts. So, in order to minimize the effect of such first impressions, the recruiters must focus more on the behaviours, rather than traits. One must look out for patient listeners. Due importance must also be paid to conflict management skills. Simulations could be curated to test out for testing such qualities. The best of interviewers will avoid falling in to traps that focus too much on outward personality. Those experienced enough will also be able to scan for non- verbal cues. Any candidate displaying signs of superiority, disrespect or contempt for others, would not make the cut.

Source:https://hbr.org/2016/02/how-to-hire-without-getting-fooled-by-first-impressions

Uploaded Date:29 July 2019

The real work with new hires actually starts, once the formal talent recruitment process is completed. That is because now, on boarding is needed. This is an essential requirement at every level. To do this, first of all, on boarding journeys need to be curated for all. Then, a sizeable number of distinct personas need to be created, so that the new recruits may be grouped accordingly. Technology selected must be that which can enable pull and push processes. The transition language and framework need to be standardized. The trainees, as well as the trainers, must be handed out clear responsibilities and roles.

Source:https://hbr.org/2019/06/how-to-onboard-new-hires-at-every-level

Uploaded Date:29 July 2019

It is an unfortunate reality for most companies that over a period of time they will be losing their employees to competitors. It is overall a zero sum game as those same companies would themselves be poaching from their direct rivals. But the loss becomes a greater concern when it is the most innovative of employees who are lost to competitors. To bridge this gap, companies shore up their talent management and retention practices. However, a recent study puts this theory to bed. In fact, it suggests that the periodic churn of employees between competitors can be beneficial to all. This is because the outgoing employees act as bridges between their present work stations and their past. Several business research and development collaborations are also facilitated in this way. Strategic alliances can be worked out, beneficial to both the parties. Otherwise, finding a suitable partner for such research collaboration is often a painstaking task, now eased by the presence of a common contact.

Source:https://hbr.org/2019/07/the-upside-of-losing-innovative-employees-to-competitors?utm_medium=email&utm_source=newsletter_monthly&utm_campaign=strategy_activesubs_dalertnlsubs&utm_content=signinnudge&referral=00210&deliveryName=DM42521

Uploaded Date:29 July 2019

The newest generation is often known as the Generation Z, in order to distinguish them from the millennials, baby boomers and Gen X- ers. The term True Gen is also applied to the Z- ers. They are distinctly unique from their previous generation in a number of matters. Companies and brands needs to understand these subtle or obvious differences while marketing to them. First of all, the Generation Z loves to be dubbed as undefined. They do not want a single identity for them, rather celebrate individual expression and uniqueness. They may also be dubbed as communaholic, due to their radically inclusive values. They are also dialoguers, as they rely more on meaningful dialogue, less on confrontations. They are also realistic, so see living through a pragmatic lens. As per a study by management consulting industry leader McKinsey, the Generation Z is more open to same- gender marriage and for decriminalizing marijuana. Ethics too form a key part of their existence.

Source:https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies

Uploaded Date:20 July 2019

Feedback needs to be a regular and specific activity. A complaint that junior or mid- level employees often have about their reporting officers, is the lack of succinct feedback being provided. It leads to several assumptions being formed in the minds of the employees. One such is that they assume not being given feedback, means they’re doing fine. However, not creating trouble must merely be the minimum threshold point, but not a celebration for not being in the news. Another such assumption frequently made is that their seniors do not trust the subordinates with honest feedback. Apparently, they will not be able to handle any sort of criticism. This is poor talent management, as employees in such cases, do not get to know where they stand or how to improve further. A third assumption is where the employee gets the hint that his/ her boss does not consider any change possible in the person. To change this, a growth mindset needs to be adopted for oneself and all subordinates as well.

Source:https://hbr.org/2019/06/the-assumptions-employees-make-when-they-dont-get-feedback

Uploaded Date:03 July 2019