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The pandemic has changed virtually everything from the way we work to the way we learn. Educators worldwide have made cumbersome adjustments to navigate the hurdles of teaching within an all-digital framework, with varying degrees of success.

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We sit on the edge of a new and exciting era for digital content creators. The real-world fight for social justice is changing the online and social media landscape, ushering in a broad cultural transformation that is long overdue. The antiquated practice of targeting a narrow and homogenous audience — similar in aspects like race, color, and physical appearance — isn't going to produce the desired upticks in viewers. In fact, it will more likely work against your growth.

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I've always hated annual reviews. That's not an encouraging start to giving advice, I know, but it's my reality, and unfortunately it's all too common. So why do so many of us loathe annual reviews?

For starters, they take too long. At all of my previous companies, we would spend at least three months on the process, from individual reviews to manager feedback to compensation and promotion approvals. The annual review conversation has also never been very useful outside of inducing anxiety at the end of the year; Due to its infrequency, the ups and downs of the year aren't accounted for, and we learn very little as managers and employees as a result. Topping it off, annual reviews have historically just been about performance, leaving a critical piece — employee engagement — unaddressed in the most influential evaluations throughout an employee's career.

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