After nearly two years of changes that arrived with the pandemic, along with political and social unrest, HR leaders continue to work against all odds to support employee well-being.

To ensure an organization’s workforce is resilient, engaged, and productive, leaders need to understand the complexity of their current hybrid work environment.

For many people, striking up a conversation with someone they don’t know is not easy. Just the thought of making polite, casual conversation, often referred to as small talk, fills them with dread.

Wouldn’t it be amazing if changing your mood were as simple as ticking off items on a to-do list, like going to the grocery store? Well, it is—kind of.

We live in a time of disorder. We all feel the rumblings: an earthquake of societal and economic upheaval challenging institutions, governments, business, the environment.

One of life’s harsher truths is that sometimes, bad things happen. We endure personal tragedies, like losing a loved one, battling an illness, or experiencing violence.

The clock read 1:30 a.m., and I should have been asleep. Instead, I was scrolling through Instagram, stopping to watch a video on how to make baked apples with peanut butter caramel.

Are we turning a corner? Employee well-being and employer support showing signs of improvement.

You’ve heard the advice: If you follow your passion, you’ll find happiness and success. It sounds great. But to say you should follow your passion presumes you know precisely what your passion is.

“Resilience is imperative to the healthy organization, to prepare for whatever comes next. Business resilience has arrived.

The last two years have taught every business and HR leader the importance of resilience—the ability to operate under stress, adapt to change, and even thrive under uncertain conditions.

When we think about empathy, we often think about “putting ourselves in the other person’s shoes.” But here’s the thing: We can’t fully put ourselves in another person’s shoes.