Truly making diversity and inclusion part of your organizational heartbeat is like performing cultural open-heart surgery: It’s serious and the road to recovery is long, but in the end, your organization will be stronger and healthier than before.
City government workers not as diverse as residents they serve
Indianapolis city-county government has work to do recruiting and retaining more minority employees—particularly Hispanic workers—if its staff is going to reflect the population it works for.Read More
Offices prep for new logistics when workers return
Most firms have just begun to wrestle with what they—and their workers—will face.Read More
Restaurants will be anything but cozy when diners return
Restaurateurs say protective measures and uncertainty about the lingering pandemic might chill the influx in revenue the industry is hoping for once restaurants are allowed to resume dine-in service.Read More
Factories’ new reality: Temperature checks, sanitizing, face masks
From production routines and work schedules to health screenings and visitor policies, Hoosier manufacturers say COVID-19 has forced them to rethink how they operate.Read More
Where the hybrid model breaks down is in efficiency. Based on the data we’ve collected, it is proven that it takes a significantly higher amount of energy for organizations to collaborate and strategize, as well as be more innovative and creative, when working in a hybrid model.
What leads to a strong and sustainable business? We’d like to suggest three aspects leaders need to pay attention to: values, relationships and balance.
The Indy Racial Equity Pledge, launched Oct. 8, details what nine Indianapolis-area employers plan to do to improve racial equity within their organizations, the Indianapolis area, and beyond.
As a society, we assume the most prominent business leaders have it all together—that they are brimming with confidence and are unshakable. We have conditioned ourselves to believe that leaders must be ever confident—that an organization’s CEO must have the answers, whether that’s because he or she is at the top of the organizational chart or because the leader has control.
Creating a sense of belonging can go a long way toward creating that sense of engagement, but it can be a little more challenging through a computer screen.
Giving constructive feedback that focuses on employees’ goals and helps them do better work—and be better people—is imperative, especially during this pandemic, and allows each employee to thrive.
Tools like Zoom, WebEx and Google Drive have enabled businesses to stay afloat during the pandemic, but for many, remote work really isn’t sustainable. Unproductive virtual meetings, the desire for interaction and the immense benefits of a traditional office are steadfast.
Psychologists agree: Humans detest uncertainty. We’ll go to great lengths to avoid it—even choosing a known bad outcome over an unknown but possibly good one.
Claiming the judiciary cannot interfere with church matters, the U.S. Department of Justice and Indiana Attorney General Curtis Hill have entered the fight between the Roman Catholic Archdiocese of Indianapolis and a teacher dismissed from Cathedral High School.
If you are a senior leader at a company or a business owner, look around at the people you work with. Who is engaged versus disengaged? The answer might surprise you.
PurposeHQ helps its customers—and their employees—align their culture, job fit, team fit and leadership.
A sense of purpose is the best defense against hopelessness and burnout. If your job has strayed far from that, where else might you look for meaning these days?
One of our many discoveries has been how a person’s at-home set up affects his or her overall satisfaction. The most satisfied people were those who had a dedicated office space within their home.
Your quantifiable goals, such as revenue, might not be achievable if the customer no longer believes in your product.
As schools across the country announce their plans for the fall, working parents are forced to choose from an array of bad options: Send your kids back to school, if it’s open, and risk coronavirus exposure—or keep them home with little or no supervision as you try to simultaneously parent, do your job and monitor your child’s online schooling.
The business environment is still rife with uncertainty because of the pandemic, and employers need to be cautious as they contemplate bringing employees back into the workplace. There are a number of areas of concern.
It could be months, or longer, before downtown bustles again with the office workers who help restaurants and other retailers thrive. And the wait might be a death knell for some of those retailers.
The child-care crunch triggered by the pandemic has rapidly become a crisis for many workers and companies that is hindering the economic recovery, disproportionately harming women, and threatening to leave deep scars for years to come.
Culture, we all know, eats strategy for breakfast. And yet, leaders often focus on the tangible, more measurable elements of their strategy they can comfortably see better—ignoring the softer, less visible aspects that make organizations truly healthy.