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While it may be a favorite buzzword, organizational psychologists contend we’ve been getting burnout all wrong — starting with the definition.

With younger workers especially vocal about their political views and their expectations around corporate responsibility, HR leaders will find themselves having to strike a delicate balance between supporting employee engagement and managing any discord.

The return to offices is proving that mere physical proximity isn’t enough to make people really feel connected at work.

While corporate holiday parties remain a staple of workplace culture, they are also adapting to evolving employee preferences and post-pandemic realities.

Companies so far have responded to more recent attacks by de-risking their own programs, starting with changing external messaging.

It’s when workers are constantly switching tasks by responding to notifications – depleting their cognitive resources and making it harder to re-enter focused work.

Over half of Gen Z associates said they would take a pay cut for fewer billable hours, and over a third would for more time off, according to a survey.

Satisfaction with collaboration fell from 36% in 2021 to 29% this year, coinciding with the return to offices, according to new data.

In the approach to Election Day, employers were already gearing up to navigate what likely would be a people-management minefield considering the polarized nature of U.S. politics. 

Sentiments around loyalty to one’s employer and what professional success actually looks like is rapidly shifting, especially for younger workers.