Explore Insights

Fellowes Brands is a venerable company that has thrived and grown thanks to its natural aptitude for workforce transformation. Now, Lisa Bretones, VP of Global Human Resources, is bringing the same approach to its HR policies and practices.

To address the challenges of the skills gap, we've outlined three models that help companies rethink their approach to reskilling and upskilling, including how to treat this as a human capital investment in their accounting process.

While many organizations are chasing new technologies and applications, they may be losing focus on the core elements of a successful workforce, like employee engagement.

Our own research has revealed that all teams–not only those with a global orientation–are struggling.

The alignment between organizational talent needs and an individual’s career goals can be a potent force that not only prepares your organization to meet the challenge of business transformation, but also boosts engagement, retention and productivity.

First, diagnose the source of the team's underperformance. Otherwise, you’ll find yourself spending tons of money paying for generic team training that isn’t going to fix your specific team performance problem. A proper diagnosis is the foundation of effective team intervention and lasting improvement.

A lot of people talk about transformation, but few understand what it looks like and what it takes to be successful more than Alan Mulally, former CEO at Boeing and Ford Motor Company.

Brian McGarvey, HR Leader US & Canada for GE Healthcare, was facing one of the most ambitious projects his company had ever undertaken. Could he keep employees focused while the company changed around them?

In the face of a tightening talent market, the traditional "fire-and-rehire" cycle is proving to be not only wasteful but also a detriment to effective talent retention. While organizations face various obstacles in adopting talent mobility strategies like redeployment, a closer look reveals that the structure and culture within HR departments themselves might be the primary barrier. This article explores the challenges and potential solutions for overcoming this obstacle, highlighting the significance of redeployment in today's competitive landscape for attracting and retaining top talent.

Without benefits like maternity leave and employment insurance, huge tracts of the labor market, particularly those engaged in the gig economy, could be left without crucial support during pivotal life events. This lack of a social safety net for gig workers can create significant vulnerabilities when individuals take time off to have a family, face illness preventing them from working, or transition between jobs. The rise of contingent work and platform work necessitates a renewed discussion around a new social contract for the workforce. This social contract must address the unique challenges faced by those in non-traditional employment and ensure access to essential social protections. As the nature of work continues to evolve, it's imperative to consider innovative solutions such as portable benefits for contingent workers to create a more equitable and secure future of social protection systems that adapt to the changing landscape of labor market changes.

In my work with leaders in Canada and the United States, I found that many organizations had no foundational philosophy for their leaders.

In an era of unprecedented change and disruption, high-performing teams have become the backbone of organizational success. Yet, turning a good team into a great one is no easy feat. It requires a deep understanding of the dynamics that drive team performance, and a commitment to fostering accountability, clarity, and commitment within the team. Delve into the essential strategies and insights that can help leaders unlock the full potential of their teams, transforming them from good to truly exceptional.