Effective communication-that elusive holy grail of relationship building, collaborative efficiency, and shared goal achievement-remains as crucial in our professional lives as in our personal ones. We speak of it constantly, search for its methods, emphasize its importance in recruitment, daily team operations, negotiations...
Probably, everyone has encountered such a person in their professional life – someone who insists on doing everything themselves, never asks for help, doesn't delegate tasks, and always seems fine, handling it all, after all, they can stay late. In the case of such people, we often talk about the "Strongwoman Syndrome."
Praising in the workplace is not just a way to improve performance—it’s also a key to well-being and fostering a positive team atmosphere.
In various contexts, the term "neurodiversity" is increasingly common. In the workplace, it often emerges in discussions and materials aligned with DEI (Diversity, Equity, and Inclusion) values, particularly regarding adapting and organizing work environments to enable "neurodivergent individuals" to fully utilize their potential and work effectively for their organization, not expending more energy than their "neurotypical" colleagues, experiencing the same satisfaction and comfort in their roles.
Recruitment can be easy, straightforward, and pleasant. But some are more challenging from the start—even if only because of the specific requirements of the client for whom we are seeking a team member. In such cases, we know from the beginning that the process may be longer and more tedious. But how sweet is the satisfaction of a happy ending at the end of such a recruitment! It's worse when, after such a "happy ending," there comes... an unexpected plot twist.
With the growing popularity of remote and hybrid work models, many companies face the challenge of choosing a suitable work format. In making this decision, management must weigh not only the preferences of the team or their own beliefs but also the pros and cons of each model. Every decision should consider the specifics of the company's operations, available office space, and a range of other factors – in other words, the reasons for choosing a particular model will vary from one organization to another.
"Are you planning to have children?" is a question many women hear during job interviews, even though they shouldn't. Many employers still ask it out of fear of hiring people, especially women, who have or will have small children. There's a non-zero probability that by doing so, they are making their own path to success more difficult!
The time for summaries has not yet passed – we continue to examine the conclusions we can draw from 2023 and try to anticipate what will happen in the next one. Let's look at what happened in the HR area – market-wise and within Finture – last year and what might happen in the coming year.