Organizational Behavior

Small to midsized businesses (SMBs) often offer internships to build talent and foster growth. These programs usually benefit the organization and college students, enabling companies to leverage the most current skillsets while giving tomorrow's workforce real-world experience. 

Many SMBs wonder if providing these opportunities is a good idea. With remote and hybrid options becoming more common post-pandemic and evolving legal and ethical considerations, they must weigh the pros and cons. However, you can boost your brand's reputation with the right approach and support diversity, equity and inclusion (DEI) objectives.

Employers are getting creative with how they upskill and protect their workforce. Encouraging them to polish their knowledge through exercises requires innovative thinking, which is why many corporate training programs consider gamification. It is an ancient technique with a modern twist, inspiring many to see mandatory training as competitive and enjoyable.

The way performance reviews have been handled for years is broken. Managers can spend countless hours preparing ones that feel biased, outdated and disconnected from performance. Meanwhile, employees typically dread the annual ritual of subjective evaluations that may not reflect their real contributions. With artificial intelligence (AI) promising to automate routine work, eliminate bias and deliver data-driven insights, it may be tempting to let it handle your performance review tasks.

However, there's more to consider. Before you hand over this critical HR function to algorithms, there are crucial benefits, risks, and implementation strategies business and IT leaders need to understand. 

Every leader seeks to establish a company that can endure the test of time. Establishing a mission founded on purpose, people and performance is a powerful means toward that end. Those that do so often create highly successful organizations with operations grounded in core values like grit, integrity, honor and a mindset of continuous improvement, which informs their leadership style and marketplace service approach. More than inspirational statements, these guiding principles serve as a human-centric organizational blueprint—foundational pillars that executives and team leaders can use to cultivate a dynamic company culture and construct a business model in which meaningful social impact is inherent.

Federal policy pushes public sector workers back to their desks, commercial landlords cheer each new badge swipe and investors ask private companies to make the space pay. For small and midsize businesses (SMBs), designers and marketers, the decision is more than a real-estate play — it shapes recruiting reach, brand reputation and daily cash flow. The following 10 considerations show where a strict mandate can strengthen results — and where it may undercut them.

The choice of an open plan versus a traditional, closed office is a hot topic of debate among business leaders, designers and employees. Both options come with distinct advantages and disadvantages that influence productivity, communication and well-being. As more workers return to full-time office work in the post-pandemic era, which layout is best suited to today’s diverse and dynamic workforce? 

Employee benefits are more than a desirable perk. The top candidates expect an extensive benefits package when considering a job. Excellent offers can also help companies retain high performers and reduce employee churn. While business leaders may offer various programs, considering the return on investment (ROI) is wise for ensuring profitability. Knowing which benefits drive value helps align hiring strategies with organizational goals. 

The only way to calculate the effectiveness of benefits is to look at the ROI across different programs. Once leadership knows value versus cost, they can manage their company accordingly.

When you think about customer experience (CX), the first thing that may come to mind is an interaction with a friendly employee. However, creating a great customer exchange involves more than a single positive instance. How shoppers feel at every touch point can be the difference between a one-time buyer and a lifelong supporter.

That’s when small businesses must consider building a CX culture. This strategy is where everyone puts the buyer first in every aspect of the company. Building a strong CX culture sets the foundation for sustainable growth, and leaders must take accountability by following the right steps.

An effective employer brand gives quality job seekers a good reason to choose an organization over its competitors, helping it build an expansive talent pool. Discover the many benefits of building an employer brand and how to create a targeted impact.

Why Should Businesses Build an Employer Brand?

At face value, asking candidates what they want and giving it to them seems like the best way to attract and retain talent. However, according to the Harvard Business Review, this approach tends to be a trap.