Nature remains a source of inspiration in various spheres of life, and human resources are no exception. Simon Crawford Welch, Leadership & Executive Development Coach, highlights intriguing behaviors in wild geese that can be applied to team dynamics. For example, geese achieve more together than apart. By flying in a V formation, each bird's wing flapping creates lift for those behind, resulting in a 72% greater flying range for the flock compared to flying solo. This demonstrates that when we share a common direction and sense of community, we can reach our goals more efficiently by working together and supporting each other. Here are a few more interesting facts from nature: Collective Responsibility. "Geese understand that they all have a responsibility to take their turn to lead the formation. When the lead goose tires, it moves back into formation and another goose flies to the front to take its place. Like geese, we depend on each other’s skills, capabilities, gifts, talents and resources and this shows us that when everyone plays their part and shares the challenges of leadership and work, it is to the benefit of every individual." The Power of Positivity. "When in flight, the team of goose honk to encourage those at the front to keep up their speed. This positive reinforcement is a reminder to us all of the importance of giving praise and showing kindness to one another, particularly when things become difficult or the pressure is on". Have you observed any animal behaviors that could be applied to teamwork and leadership? Share your ideas!

Balancing the benefits and challenges of flexible work arrangements is crucial for maintaining team productivity. According to Gallup's study of 2,877 remote-capable workers in the U.S., effective collaboration requires structured plans and continuous adaptation. Key Insights ✨Need for a Collaboration Plan. Half of hybrid workers (48%) lack a formal or informal plan for effective collaboration. Teams with a collaboration plan are 2.2 times more likely to report a positive impact on teamwork and 66% more likely to be engaged at work. ✨ Regular Team Meetings. Regular check-in meetings optimize coordination. Guidelines for availability and communication enhance team collaboration. ✨ Reflect and Adapt. Ongoing discussions about improving hybrid teamwork lead to 84% better collaboration and 50% higher engagement. Only 22% of teams have regular discussions about hybrid work, indicating a need for more frequent reflections. ✨ Upskilling. Only 21% of hybrid workers have received training on effective hybrid work. Effective managers, who are trained to lead hybrid teams, result in four times higher employee engagement and wellbeing. Source: GALLUP. What's your experience with hybrid team productivity? Do you think these strategies would work for your team? Share your thoughts.

While benefits are a crucial part of compensation, there's a significant gap in transparency and equity in the United States. Farheen Dam, North America Health Solutions Leader at Aon, emphasizes the need for tailored benefits that meet the unique needs of every employee. About Benefits Affordability: “Did you know that 22% of U.S. employees are spending 10% or more of their income on health care? In addition, half of Americans are unable to pay for a $1,000 unexpected medical bill within 30 days; this increases to about 66% for people of color and low-income workers. To address this affordability challenge, we’re helping employers design subsidy approaches.” About Inclusive Policies: “72% of employers currently cover fertility treatments, but many require a medical diagnosis of infertility to qualify for the benefit. There are many types of families – same-sex couples, single parents by choice, etc. – who will never meet this criteria. So why can’t we remove the medical necessity requirement and, instead, provide the same financial allowance for adoption and surrogacy so that all paths to parenthood are included?” What challenges have you encountered regarding benefits transparency and equity in your organization? How can companies better address the unique needs of diverse employees? Join the Discussion.

Although more companies say they’re striving for pay equity and transparency, about 34% still don’t have a pay equity strategy in place. This was revealed in a study by Beqom, which surveyed 875 U.S. and U.K. salary decision-makers. The results include a detailed breakdown by industry. Industry Breakdown of U.S. Companies Without a Pay Equity Strategy ❗ Technology: 50% ❗ Healthcare: 50% ❗ Hospitality & Food & Beverage: 32% ❗ Retail: 25% ❗ Automotive: 23% Of those companies with a strategy in place (64%), nearly half (49%) say their approach is hurting their ability to attract talent. Pay Equity Issues Uncovered 🚩 65% wage discrimination 🚩 58% below-market salary ranges 🚩 57% promotion disparities 🚩 55% pay compression 🚩 52% lack of performance reviews 🚩 50% gender pay gaps How U.S. Employers Are Taking Action: ✔ 82% listing salary ranges within new job descriptions ✔ 69% increasing salaries based on performance ✔ 69% implementing a process for continuous feedback ✔ 68% increasing salaries due to inflation and the cost of living ✔ 66% increasing pay to correct existing pay gaps and salary inconsistencies These findings highlight the current state of pay equity and actions employers are taking to address challenges. If you'd like to share your thoughts on these findings, let's start the conversation ✍

Hello, I’m new to HR and could use some advice. Our workplace is very petty, and this week alone, I’ve had three meetings with different coworkers who have issues with each other because they all talk behind each other’s backs. This makes the workplace challenging for everyone involved. I’m not sure how to investigate these allegations and handle these situations quickly and effectively. Any tips would be greatly appreciated! Thanks in advance.