Articles

TASA ID: 11869

When we think of plastic surgery, images of cosmetic enhancements often come to mind. However, the world of plastic surgery extends beyond aesthetics, playing a significant role in the field of law. Enter "plastic surgery litigation support," a dynamic intersection where medical expertise meets legal strategy.

In this article, we delve into the intriguing realm of how plastic surgery bolsters legal cases, elevating arguments and outcomes.

TASA ID: 22108

Many organizations adopt a broad-brush approach to hybrid work that fails to differentiate between various departments and roles. For example, Comcast told every employee to come to the office every Tuesday, Wednesday, and Thursday, and work remotely Monday and Friday. Apple asked all of its employees to come in on Tuesday, Thursday, and one more day that each department gets to pick.

Such indiscriminate treatment generally indicates the leadership of a company did not adopt hybrid work willingly. Instead, their hand was forced by employees threatening to leave without at least some flexibility. Indeed, both Apple and Comcast employees explicitly threatened to quit over the heavy-handed return-to-office plans, and some did so: for instance, the head of Apple’s AI team resigned due to Apple’s lack of flexibility.

TASA ID: 22108

As a manager, leading a reshuffled hybrid team after layoffs can be a challenging task. The team dynamic has changed, and employees may be feeling uncertain, anxious or even resentful about the changes. This can affect their motivation and productivity, which can lead to decreased morale, lower job satisfaction and eventually, high turnover. It can be even more difficult when the layoffs happened in a less-than-empathetic manner, such as many prominent tech companies - Google, Twitter, Amazon, Meta, and others - recently laying off their employees by email.

But with the right approach, managers can navigate this difficult situation and keep their teams motivated and productive. As an expert in hybrid workforce strategy, I helped team managers navigate through this stressful period, so as to minimize the natural decline of productivity, morale, and engagement that accompanies any layoff and team reshuffling.

TASA ID: 22108

It’s a sign of major disruption when governments are ahead of the curve compared to major companies, but that’s exactly what’s happening with hybrid work. Flexibility has become a cornerstone of the modern public sector workplace, as we can see from recent federal government negotiations with workers and New York City's agreement with its largest municipal union. It's clear that flexibility is more important than ever, and private companies would do well to take notice and implement a data-driven, employee-centric approach to hybrid work.

TASA ID: 22108

The unemployment rate is surprisingly low, at 3.7%, shocking economists who expected a slowdown in hiring and rising unemployment rate. Frontline work such as healthcare led job growth. Frontline workers are in high demand, and the competition for their services is fierce. Yet wage growth cooled to .3%, the smallest rise since August 2021. That means employers are offering more jobs, but not offering higher wages to attract staff, likely due to fears of a recession, or at least an economic slowdown.

In this setting, non-wage benefits make a crucial differentiator in recruiting and retaining frontline workers. And there’s a surprising benefit that’s cheap to offer, yet incredibly desirable: remote work. In fact, a survey of 1,500 U.S. workers by benefits provider Unum found that after health insurance, flexible/remote work represented the most highly desired benefit. Having consulted for 22 organizations on hybrid and remote work, I’ve seen these benefits boost retention and recruitment, improve productivity and engagement, and cut costs. You might be surprised to hear that my experience applies to frontline settings as well, such as in two hospitals where I helped establish hybrid work programs for frontline healthcare staff.