While employee burnout may have fueled much of The Great Resignation, it just left many employers feeling burned.
As our energy bills soar and our retirement accounts shrink, a recent report delivers some good news for three growing fields that are predicted to be virtually recession-proof in 2023.
For many years, Burger King has played second fiddle to McDonalds.
With inflation hovering stubbornly near 40-year highs, and with the Federal Reserve on its most aggressive rate increase schedule in recent memory (if ever), three of the major stock market indices have now officially closed in bear market territory.
You might think a global brand leader like Coke could get comfortable with a catchphrase, but usually no, not for long.
The rate of increase in technological advances has been geometric, not linear. Old school engineering practices have morphed into those associated with a sophisticated business model.
Although some reasons for the Great Resignation seemed obvious during the pandemic, just how much does burnout play a role in the vast numbers of people who continue to quit their jobs?
The maker of Frosted Flakes, Pringles, and Pop Tarts has hit upon a new strategy to grow its brands: Get smaller first and bigger second. In June, Kellogg’s announced it will split its operations into three new companies, but not in a way you might expect. The new companies are being grouped not only by product type but also by geographics and ingredients.
People are changing jobs like never before. From the “Mass Resignation” that started in 2020 to inflation-driven job changes today, employers find themselves in a dramatically changed landscape. Retention of key employees has always been part of a manager’s job, but now it’s rising rapidly to job number one.
It can be tempting for managers to feel that empty positions must be filled as quickly as possible to maintain normal operations. But as the Eisenhower Principle reminds us, we must not allow what’s urgent to overtake what’s important.
You’re going to need a team including your best people in accounting, sales, purchasing, process improvement and human resources. They will have to share information like never before.
Historically, the fiduciary duty of investors was to maximize profits and returns on investments. Until the mid-2000s, any benefit to other stakeholders like employees, the public or special interest groups was secondary.