HRCI’s Post

The right to disconnect is now a reality in Australian workplaces! Discover what this means for your business and how you can ensure compliance. https://bit.ly/4e59HGU #BusinessPlanning #RightToDisconnect

Gen Z values flexibility, transparency, and purpose at work and is willing to move on if those needs aren’t met. Building trust means open communication and clear goals. How is your workplace evolving to meet these expectations? #theloueverettgroup #NewWork #GenZ #Flexibility https://lnkd.in/edxfHc5G

𝐂𝐨𝐟𝐟𝐞𝐞 𝐛𝐚𝐝𝐠𝐢𝐧𝐠 𝐚𝐧𝐝 𝐨𝐟𝐟𝐢𝐜𝐞 𝐩𝐞𝐚𝐜𝐨𝐜𝐤𝐢𝐧𝐠. Now there are two 2024 phrases I couldn't have anticipated speaking about before today! Let's unpack these two concepts which are both related to the current return-to-office phenomenon taking over the corporate world (much to my dismay). Coffee badging refers to the practice of workers clocking in, being seen, grabbing a coffee near a manager (to earn a figurative 'badge' for attendance) and then usually leaving! A third of UK workers who are able to work flexibly admit to coffee badging, according to Owl Labs, a tech company. Companies are responding with tactics of their own, including so-called “office peacocking” where managers attempt to make the office as exciting as possible so that people actually want to be there. But for many employees, who have enjoyed the flexibility offered over the last few years, this is not enough to compensate for reduced autonomy and flexibility. This really does spotlight the farcical nature of the return-to-office mandates. These policies are driving performative behaviour and eroding the hard-won gains that flexible work have contributed to gender equity in the workplce. The reality is, women suffer when flexible work is no longer an option. What organisations don't realise is that by limiting flexibility for all genders, women are disproportionately impacted. Women, on average, perform around twice as much of the daily household duties than men (in heterosexual relationships). The impact on women in these relationships can be a double whammy. Firstly, where their own workplace flexibility is limited, there is an increased strain on their ability to manage the double burden. On top of this, for women whose partners' workplace flexibility is reduced, the helping hand that they may be benefiting from is also taken away. That's a lose-lose for most families. And yet the research shows that flexible work can yield additional productivity levels. We are in the final stages of producing a Shape Talent white paper that compiles the latest research on flexible work and dismantles many of the myths around flexible and remote working. The findings will be presented at a webinar on July 2nd. Registration link in comments. #ThreeBarriers #EDI #GenderEquity https://lnkd.in/edzf7E_H

Manchester United’s big push to get staff back in the office has reignited the hybrid work debate ⚽ ben willmott, Head of Public Policy at the #CIPD explores the considerations and potential risks employers need to be aware of when mandating people work in their workplace more often. Read more here: https://ow.ly/jlQv50S6FSE #hybridwork #remoteworking #flexibleworking

When did you last mistake workplace politics for workplace culture? Office politics exist in 80% of workplaces, yet many refuse to acknowledge this reality. Your strength comes from seeing the dynamics clearly while maintaining your integrity. It's time to stop pretending politics don't exist and start learning to navigate them with wisdom and purpose. Subscribe to my newsletter at https://lnkd.in/gF7JkA53 #ConsciousLeadership #CareerAdvice #WorkplacePolitics #LeadershipGrowth #ProfessionalDevelopment

Office Politics: The Silent Killer of Workplace Potential In many workplaces, office politics silently erode both individual and organizational growth. Instead of fostering collaboration and trust, it creates an environment where: 1. Mental health suffers: Employees feel stressed, undervalued, and disengaged. 2. Competency takes a back seat: Favoritism and politics overshadow merit, hindering innovation and progress. 3. Talented employees leave: Those who prioritize integrity and growth often seek healthier environments. When office politics thrive, businesses lose—productivity drops, culture deteriorates, and the best talent walks away. It's time we prioritize transparency, fairness, and respect to build workplaces that bring out the best in people—not the worst. What are your thoughts on combating office politics? Have you seen its effects firsthand? #Leadership #WorkplaceCulture #MentalHealth #FairWorkplaces

Our new research paper investigates the impact of remote work, office work, and hybrid arrangements on employee behaviors. Do you think we found a significant difference in counterproductive or helpful work behaviors based on where employees work? Read the paper to find out: https://lnkd.in/gXipke2f

The Covid-19 lockdowns changed the way we work and left a legacy of flexible working arrangements, including hybrid working, which has been embraced by many sectors. But how will these changes impact employment practices in the future? The Future of Work conference’s morning panel session will look at the challenges and opportunities of hybrid working and explore some critical questions for the workplace of the future. • Is hybrid working here to stay or are we seeing a pushback from employers? • Does it create a wider recruitment pool for employers looking for the right skills? • Can it support working parents and carers and lead to better retention? • Has it increased or reduced productivity? Panellists Sarah Jackson OBE, Work-Life Balance and Flexible Working Expert, Liam Slattery, Director of People Services, Barts Health NHS Trust and Ariam Enraght-Moony, Chief People Officer, TSB Bank will bring their own perspectives to what will be a robust and lively discussion. Explore the other sessions and speakers taking part in the essential Future of Work programme at https://lnkd.in/euuP8FcN

Office politics can indeed have a detrimental impact on hardworking employees and their careers. When workplace dynamics become dominated by favoritism, manipulation, or underhanded tactics, it creates an unhealthy environment that stifles productivity, innovation, and trust.

"let’s analyze what may be happening when employers issue return-to-office mandates. [...] leader connection might decrease, because employees feel their supervisors don’t understand their motivations or don’t care about the impact of the return-to-office mandate on their autonomy and their lives. Employer connections can also take a dive as the desire to work hard to see the company succeed is undermined by a feeling of betrayal. And without clear and unambiguous links to why employees need to be back in the office, role connection can be negatively impacted, as people believe they’re being evaluated based on their attendance more than on their performance." https://lnkd.in/gMYngpi9 #returntooffice #workfromhome  #remotework  #rto  #wfh