Explore Insights

Our new global study, Resetting Normal: Defining a New Era of Work, revealed that exacerbating the problem of burnout is what appears to be an inability of leaders to identify employees who were burned out.

Improving employee wellness, both in a physical and mental health sense, requires more than just a mission statement or a memo to employees expressing concern. Companies must incorporate “organizational empathy” into the very culture of their organizations.

According to a ground-breaking global research survey conducted by The Adecco Group, senior business leaders are profoundly disconnected from their employees on most major workplace issues, including career development, mental health and wellness and plans for a full or partial return to the office.

Many of the people who were forced out of familiar office environments to work from home are severely stressed, some with the experience of working from home, others about the prospects of returning to the office. A poorly devised and badly implemented back-to-work strategy could have a devastating effect on people.

One pandemic; two radically different working experiences. Our research shows us that the gap between the views of senior leaders and the people they lead has grown into a worrisome chasm. This deep disconnect between leaders and their talent could have a crippling impact on organizations and their future business plans, impacting satisfaction, motivation and performance.

How to use talent assessments to understand your organization’s talent

It’s time for a new approach to talent. Organizations must shift their talent strategy approach from a replaceable to renewable workforce.

Developing leaders and engaging teams for the new world of work

“Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player. We all need people who will give us feedback. That is how we improve.”

After more than nine years as the Vice President of Global Markets, Policy, for General Motors and a long career on Capitol Hill in Washington, D.C., Lee Godown was not interested in retirement. He wanted to step back, figure out what was most important to him and then decide what he was going to do next.Reuben Cohen U.S. Managing Director, LHH Leadership Transition Practice, International Center for Executive Options (ICEO)

Leadership coaching could be the key to a happier, healthier and safer workplace. In this article we explore how leadership coaching can transform companies.