Introducing yourself by only your first name signals insecurity and a lack of seriousness, says career coach Suzy Welch. "Even when you think people know who you are, say your name -- both first and last. Own your name and you own the room," Welch says.
We create more inclusive workplaces by publicly giving credit to colleagues whose work may be overlooked, promoting their areas of expertise and lobbying on their behalf to superiors, writes Karen Catlin. Conduct meetings so everyone has an opportunity to contribute and intervene if someone's ideas are unfairly dismissed.
Successful virtual meetings require a clear sense of the meeting's organizer, goals and the expectation that video will be used, writes Google Cloud executive Rany Ng. In the meeting, offer moments for interaction that encourage remote workers to participate.
Out-of-pocket costs are increasing for Americans with employer-sponsored health insurance, according to a report from the Health Care Cost Institute. The report says employees and family members paid an average of almost $1,200 out of pocket in 2017, up almost 15% compared with 2012, while a Commonwealth Fund study says 28% of adults with employer-sponsored coverage were underinsured last year.
You can mitigate the impact of rejection by refusing to internalize it and realizing a lot of success is the result of luck, writes behavioral economist Ben Ho. He and four others offer advice about how to handle rejection at work, including business consultant Morra Aarons-Mele, who suggests remembering more opportunities always await.
Accepting lateral positions to gain insight into more aspects of a company is becoming a preferred avenue to career development. This route gives people the experience, knowledge and skills that better prepare them for advancement than the traditional, vertical path to promotion.
A study finds smartphone mindfulness apps help people accept themselves more readily, making them more receptive to others and decreasing loneliness, writes Abby Simmons. "The study demonstrates a new approach that harnesses widely available technology to address loneliness and social isolation, a growing public health concern across age groups," she writes.
Conduct a pay-equity analysis by determining the questions you want to answer, adjusting the data for demographic factors and sharing the results in easy-to-understand terms, writes Steven Huang, head of diversity and inclusion at Culture Amp. "What D&I professionals are beginning to understand is that the presentation of data and facts must be accompanied by healthy discussion; this is because the emotional consequence of equity is equally as important as the numbers," he says.
Improve workplace diversity by expanding your candidate pool, prioritizing the chance for employees to obtain promotions and helping them get to know each other, writes Kellie Teal-Guess, chief people officer at CyrusOne. "We are intentional about regularly sitting down with each employee to get feedback on how we can improve as an organisation," she writes.
Before teaching analytics translators, determine the company's priorities and how many translators are needed, then give them classroom and field training, according to McKinsey. "Translators can only master their trade by observing seasoned colleagues at work and then working on actual problems with expert guidance," the authors write.