More than ever, employees now want to work for sustainable companies. An IBM survey found a rising interest in workers wishing to apply for and accept jobs from environmentally-friendly companies, with 67% stating that they are more willing to apply for and 68% more willing to accept employment from such organizations.

Inflation has become more crucial to workers, as price increases mean wages do not go as far as they used to. According to a survey conducted by the remuneration consulting firm Pearl Meyer, the average raise for all employee groups was 4.8%, the highest rise in decades.

Everything at the company seems to be going smoothly. You have an efficient team in place, and everyone works harmoniously. And suddenly, your high-performing employee comes into your office and hands you a letter of resignation. You don’t want them to leave. But can you, as an employer, refuse a resignation letter, or are you most obligated to accept it?

Do you want to ask to continue working remotely if your employer has reopened or plans to reopen offices? Examine how the scenario outlined by your employer affects your preference to request remote work from home.

Organizations have a variety of obligations to their employees, including protecting and using their personal information. A few instances of personal data that human resource management (HRM) is obliged to protect include financial information, work history, social media profiles, and educational background.

Every company will have employees who can’t get along. Be it differences in their personalities, opinions, work methods, or some other factors, sometimes employees don’t click, and disagreements are bound to happen. And when conflicts arise in the office, it affects everybody. I

We're all aware of how important positive employee feedback and acknowledgement for their efforts are to your team. While you might believe that your employees, despite receiving constructive feedback, statistics show otherwise. According to data compiled by Zippia

Handling underperformers on the team may be one of the most challenging and time-consuming responsibilities for HR leaders. It’s no fun spending huge amounts of time figuring out how to get demotivated employees to be more engaged and perform better at work. And it’s equally challenging to have hard truth conversations with employees experiencing a mismatch between their skills and the new demands on the job.

But if your job posting does not have the right information or is overloaded with requirements, they may turn away or be less likely to apply. 

Employee empowerment does not look the same across every organisation. Having said that, the basic goal of any empowerment programme is to give employees the autonomy and responsibility they need to resolve issues and ultimately succeed in their jobs.