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Mom who brought toddler to job interview sparks conversation on child care crisis

6 Mins read

The video of a mom bringing her toddler to a job interview is sparking a conversation over the realities of the current child care crisis. Maggie Mundwiller, 38, from St. Louis, posted a video on TikTok explaining that she was invited for a […]

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5 Ways You Can Avoid Work-From-Home Burnout

  • Create a ‘buddy’ system among colleagues.
  • Have regular check-ins with team members – for example, politely asking for people to keep video on for some time, to see how well everyone is doing.
  • Introduce fun challenges to keep employees motivated – virtual and in-person.
  • Audit your own and personnel home workspaces and perhaps, personal circumstance – this can help you to understand what employees need in their home office space to work optimally.
  • Allow some flexibility – put in some proper guidelines to guard against abuse.

How to Create the Life and Career You Want With Self-Love

Self-love is the process of knowing yourself, connecting with your inner self, overcoming self-limiting beliefs, letting go of everything that doesn’t serve you, and falling in love with yourself.

Self-love helps silence the fear of rejection, our inner critic, and instead befriend it to serve us rather than taunt us. And we develop confidence in what we stand for, when we know who we are from within. With self-love, we are able to let go of self-judgment, negative thoughts, opinions, and people who are not aligned with us.

When we accept ourselves wholly for who we are, people around us also start seeing us in the same light. Likewise, when we love what we do and do what we love, we are alive and soaring in all that we do. This further draws others with positive energy to us. Ultimately, that power of love for yourself, will not only elevate your relationship with yourself, but enhance and deepen your relationship with work, family, life, and everything around you.


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New NHS flexible Working Rights to Improve Work-life Balance and Retain Staff

An agreement on ​​new flexible working rights aimed at giving NHS staff a better work-life balance is announced today (Tuesday) by health unions and NHS employers. The deal will make it easier for workers to request flexible working arrangements. This includes a right to do so from ​the first day staff are employed in the NHS. […]

This is expected to help the NHS recruit and retain health workers. The agreement comes at a time when many health employers and ​their staff are beginning to consider new ways of working. ​The government has ​already promised a consultation on work flexibility for all UK workplaces.

Poor work-life balance is often given as a key reason for employees wanting to leave the health service. The extra demands of the pandemic have left staff exhausted with many re-evaluating their priorities and considering leaving the NHS.

To tackle this, health unions and NHS employers have agreed ​several new flexible measures to encourage staff to continue their careers in health. The provisions will apply in England, Scotland and Wales, with similar measures expected to follow in Northern Ireland.

New Contractual Terms

The new contractual terms will allow staff to:

  • Request flexible working from the start of their employment (removing the requirement to have six months’ service)
  • Make an unlimited number of applications for flexible working, instead of just one a year
  • Submit applications without having to justify requests or provide specific reasons
  • ​Access a process ​where managers must refer ​on requests that cannot be accommodated initially to ensure all possible solutions are explored.

Employers will be expected to promote flexibility options for all jobs at the recruitment stage​ and discuss them regularly with all staff in one-to-one meetings, team discussions and appraisals.

Health employers will also work with unions to develop, agree and offer a broader range of flexible working arrangements. In addition, they will ​monitor and examine what happens to requests ​made across their organisations.

Go to Worklife Feed or https://www.unison.org.uk to continue reading the article


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How to Offer Your Staff the Right Kind of Flexibility

The word “flexible” is broad, and could mean a flexible location, flexible hours, an ethos of flexibility, and many other things that is peculiar to each organization and employee.

Consider these tips to determine what flexibility means to your workforce so you can make sure that policy changes are relevant. But first, take a step back and look at what workplace flexibility could mean.

What Flexibility Means In 2021

Flextime. This can be remote working and ability to set hours outside of the traditional 9-to-5 timeslot. Or, allowing compressed work schedules, which let employees complete the usual 40 hours in fewer than five workdays.

Location. Ability to work outside of the office, like during the pandemic. Or in a hybrid work environment where employees have control over how many days a week they show up in person.

Reduced schedule. Programs such as job sharing and phased retirement give employees a chance to step back from full-time employment while still working at your organization.

Paid Time Off (PTO). A generous—or even unlimited—amount of paid for time, when employees have the freedom to take (and use) the time they need to be productive (doing work or non work related activity).

Finding Out What Flexibility Means To Your Staff

1. Gather information. Start by conducting a survey to get a sense for what your staff wants out of a flexible workplace. Ask specifically about the above workplace policies, what they’ve liked or haven’t liked about remote work, and how their productivity has been affected since having the freedom that remote work provides.

You can continue the conversation by setting up company town hall meetings, focus groups, or one-on-one discussions to dig deeper into what your staff wants.

2. Consider industry trends. On top of employee preferences, there might be certain flexible work policies that are more relevant to your organization than others. For example, if onsite work is required, you can’t offer remote work but could still opt for flextime.

You can also ask other organizations if they’ve taken steps to make work more flexible for their employees and consider how those policies would apply to your own workforce.

3. Shadow employees and reassess. Once you implement your own brand of workplace flexibility, see how your workforce responds. How has productivity been affected? What is the feeling around the office? Have you noticed any roadblocks that you didn’t consider during your knowledge-gathering stage?

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What ‘Likeability’ Really Means In The Workplace

Any time you, as a woman, advocate for yourself in the workplace, you are asking yourself, ‘Is the thing that I am potentially getting worth the potential trade-off in likeability?’ Because likeability isn’t just who sits next to you at lunch. It’s also about who is seen as a person who is on a path to success. And so those trade-offs are very real.

When someone says, “I don’t like you,” very often what they are saying is, “You did not meet my expectation of how a person like you is supposed to show up in the world.”

Alicia MENENDEZ

Can you walk us through some of the likability traps you found women often get stuck in?

The biggest one that women run into is what I call the Goldilocks conundrum — you know, too warm, too cold. A woman, it seems, is never just right. As a woman, you will either get feedback that you are too warm: “Everyone likes you — just people don’t think you have what it takes.” And very often no one can tell you exactly what that is, but what they’re most often talking about is a perception of strength. And then a woman who is what we would perceive as strong, who asserts herself, who lobbies for things, will often be told that while she has what it takes to lead, she needs to tone it down lest she ruffle too many feathers. 

Facing The Workplace ‘Likeability’ Challenge

“Who I like” and “who I don’t like,” flies beneath the radar, we cannot call it out as bias, and it is not HR-able.

What are some concrete steps that we can take in the workplace to combat these traps at work?

We can do a few things. We can push for more subjective, concrete feedback.

“Andee, you’re just too loud.” Andee takes in a deep breath and ask, “Compared to whom? Can you point someone else out in the office to me that you would give that same piece of feedback to. Or someone who you think that I should be modeling?”

I think you need to know when the place that you work doesn’t align with your values and doesn’t see the potential that you bring in. I think there are a lot of us who believe that if we just work hard enough, then we can make it fit. And sometimes that fit isn’t there.

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