The coronavirus outbreak is resulting in an ever-increasing list of companies, conferences and other engagements to turn to remote learning. For some organizations that already leverage remote learning, this may not be a significant change. But for others whose rely on face-to-face collaboration, in-person knowledge sharing, or management by proximity, providing learning opportunities virtually may not come naturally.
By leading the compensation conversation, you can help foster engagement and forge stronger relationships with your people.
The days of squelching conversation about compensation are over. Not only are people more open to discussing their own pay, but they also have more ways than ever to compare your organization’s compensation practices to others. Leading organizations recognize that the conversation is already happening and are taking the opportunity to lead the discussion. Taking a cue from their practices can help improve the quality of your messages, the effectiveness of the conversation, and the outcomes for you and your workers in terms of strengthening both engagement and your ongoing relationship with each employee in your business.
2019 is anticipated to be another year of record M&A activity.1 For leaders, this brings opportunity to build a bright future and an impetus for evolving the approach to getting there.
Four takeaways from the 2018 Next Generation CHRO Academy
The lead trend in the 2018 Deloitte Global Human Capital Trends report is for the C-suite to act as a unified “symphonic” team, rather than a collection of functional specialists. Moving out of traditional silos and applying the collective expertise and experience of the entire executive team is seen as the most effective way to solve complex, multifaceted problems.1 At Deloitte Consulting’s annual Next Generation CHRO Academy, a select group of Chief HR Officer-aspiring HR and business leaders convened to focus on what it means to be this kind of decisive, influential C-suite leader in a world of ongoing disruption.