Bozzuto’s Post

In this episode of SHRM Executive Network People + Strategy, we dive deep into workplace culture with DeRetta Cole Rhodes, PhD, Chief Culture Officer at the Atlanta Braves! Discover how giving employees a voice and fostering community involvement can strengthen culture and build a true sense of belonging. Tune in now to learn how to elevate your workplace! https://shrm.co/3zkbt9

This post is a powerful reminder of the importance of building a strong workplace culture—where employees feel heard, valued, and truly belong. At Tree of Life, we’ve seen firsthand how creating an inclusive environment, especially for employees affected by cancer, can profoundly impact both morale and productivity. Our Employee Vitality and Cancer Defense program takes a holistic approach, supporting employees not only through their cancer diagnosis and treatment but also by empowering them to adopt sustainable, healthy habits for life. From stress management to nutrition, and fostering a supportive community within the workplace, we help employers provide the tools their teams need to thrive at every stage—whether as survivors, caregivers, or those living a preventative lifestyle. SHRM and DeRetta Cole Rhodes, PhD, we love the insights shared on how fostering community and giving employees a voice strengthens workplace culture. How do you see the role of health and wellness initiatives, like those that support employees dealing with cancer, contributing to this sense of belonging? To discover more about how Tree of Life can help elevate your workplace and improve employee wellness, check out our website for a free demo and an All-Access Pass to the program. Together, we can redefine what workplace wellness looks like. #WorkplaceWellness #EmployeeCulture #CancerSupport #EmployeeVitality #HolisticHealth #BelongingInTheWorkplace

At Harris, our #1 value, Respect for the Individual, is the foundation of everything we do. It inspires us to build a workplace and a world where everyone is valued, heard, and empowered. We believe that respect for human rights is not just a principle but a daily commitment—through every conversation, every action, and every decision. Respect starts with us. Let’s make it count. We want to hear from YOU: What does "Respect of the Individual" mean to you in your daily work or personal life? Share your thoughts in the comments or shout out a colleague who inspires respect for others! Together, let’s continue to foster a workplace and a world where everyone feels valued, heard, and empowered. #WeAreHarris #HumanRightsDay #RespectOfTheIndividual #HarrisValues

Navigating the New Normal: Job Loyalty in the Age of Mobility Introduction: In today's rapidly changing job market, the concept of job loyalty is evolving. Millennials and Gen Z are more likely to prioritize personal growth, flexibility, and work-life balance over long-term stability. Key Takeaways: 1. Changing Expectations: Millennials and Gen Z have different expectations regarding job loyalty compared to previous generations. 2. The Impact of Reorganizations and Mobility: Frequent company reorganizations and global migration trends can make it difficult for young professionals to feel secure in their jobs. 3. The Role of Social Media: Social media platforms have increased transparency around work culture and expectations, influencing job seekers' decisions. The Decline of Traditional Job Loyalty: The traditional notion of staying with a company for an entire career is becoming less common. Millennials and Gen Z are more likely to prioritize personal growth, flexibility, and work-life balance over long-term stability. In addition, even businesses have taken different decisions with respect to the social contract between employer and employee, like when I started work, we heard stories about amazing Employee Value Propositions (EVPs) from the past. “Man, did I come into the wrong generation?” was something my peers & I ask. The Impact of Reorganizations and Mobility: Frequent company reorganizations and global migration trends as in my personal experience can make it difficult for young professionals to feel secure in their jobs. This can lead to a sense of job insecurity and a willingness to explore new opportunities. The Role of Social Media: Social media platforms have increased transparency around work culture and expectations. And drive trends for example the energy transition has influenced a number of Job changes within my local context. Adapting to the New Normal: To thrive in today's job market, it's important to be adaptable and open to new opportunities. Focus on developing your skills, building your network, and prioritizing your personal and professional goals. Conclusion: The concept of job loyalty is evolving, and it's important for both employees and employers to adapt to these changes. By understanding the changing expectations of younger generations, employers can create a more attractive and supportive work environment. References: 1. "Millennials and the Death of Job Loyalty: Why Do We Leave?" by Dr. Ciera Graham. 2. "Are Young People Less Loyal to Their Employers?" by Jon Boys, Senior Labour Market Economist at CIPD. 3. "Making Sense of Generational Stereotypes at Work" with Bryan Hancock and Bill Schaninger. #GenerationalDiversity #JobMobility #WorkplaceEvolution #Leadership #Millennials #GenZ #EmployeeLoyalty #CareerGrowth #TheObaniShow #UncleC #Peopleprenuer Uncle C, The Peopleprenuer. Thanks Isioma Asiodu-Otughwor

Join us for our upcoming engaging webinar on the importance of Affinity Groups and Employee Resource Groups in K-12 institutions to empower Black men and boys. Learn how these groups can create a positive impact and promote inclusivity. Discover the value of Affinity Groups and Employee Resource Groups in K-12 institutions for empowering Black Men and Boys. Our upcoming webinar will delve into how these groups can foster inclusivity and make a positive impact.

HR, the heart of the organization

Today the Employer Advocacy Group will provide strategies to prevent those “gotcha moments” that threaten to bring operations to a halt. • Doug Wilder will address relational dysfunction and why businesses need to hire and inspire the right people with the right values. • Chad Sorenson will discuss the employer’s influence on culture and how leadership response to employee behavior can impact business. • Gregg Gerlach will focus on the current status of the Biden Administration’s attempts at impacting the workplace, how you pay employees, who you hire, and ways federal agency rules may be interpreted. See you there! https://lnkd.in/eZWiBST8

“Employee perceptions of inclusion in the workplace can be one of the key predictors of employee engagement, turnover intentions, and burnout” Inclusion should be a commitment for each leader

Evaluating your company’s diversity and inclusion goals is essential to identifying successes and uncovering opportunities for growth. Charlotte Sweeney OBE, along with other Forbes Human Resources Council members share practical strategies for year-end DEI evaluations and goal setting to help you make meaningful action. Swipe through to explore the 4 key questions Charlotte suggests for measuring DEI impact on workplace cultures. How do you assess your DEI initiatives and use those insights to plan for the future? Share your thoughts in the comments! Read the full article here: https://lnkd.in/eQGuTgJ9

The North Star is the metric that each meeting should start with, what you should consistently celebrate, and what each employee should aligned their role to improving. Read more about it here: https://lnkd.in/d-GakZu4