They’ve been called heroes during the pandemic, but many of these workers aren’t satisfied with their jobs. Here’s what leaders can do to change that.
An employee value proposition can help companies keep current employees and attract new ones.
Today more than ever, we are relying on our leaders to deliver. We’re asking more of them than we have in decades.
A systematic approach to postpandemic ways of working can capture the upsides of these models while mitigating the risks.
Ulrike Schwarz-Runer, a managing director and senior partner and BCG's general counsel, shares her reflections on the value of having a mentor, though she believes this term to be inadequate.
When the stakes are highest, the best leaders take the time to listen, they make hard decisions to protect people and the business, and they lead from their heart.
Cell phones, social media, messaging software, and multitasking are robbing our attention, as our monkey minds jump from one notification to another. Mickey McManus, a BCG senior advisor and leadership coach, explains how these distractions strip our cognitive capacity and even our ability to make ethical decisions. Is this the price of “progress,” or is there something to be done? McManus offers tips for everyone from the board and C-suite to the front line to enable companies and employees to regain control of our cognition.
To successfully adapt their HR strategies and operating models for a decarbonizing world, companies must ensure that the new approaches make sense for all parts of the organization.
Our analysis of more than 15 million job postings reveals the future of work.
Talent is universal, opportunity is not. BCG’s Innovation Without Borders Series explores how global migration can create opportunities for individuals, companies, and societies.
By reshaping the way employees find challenging opportunities, new ITM programs are helping women grow their careers.
The rapidly changing workplace presents an imperative—and an opportunity—for employees to reenergize their learning and capabilities.
Companies take three key actions to find talent in new and hidden places.
Companies that build advanced continuous-learning organizations can attract and keep the best talent—and create lasting competitive advantage.
Revolutionary tech advances, the changing paradigm of training, and the rise of the bionic company demand radical rethinking of the corporate L&D function.
By investing in the cloud, data, and analytics, institutions can improve student success, operational efficiency, and innovation in research and learning.
Companies compete on their capacity to learn quickly—and building an effective learning ecosystem is essential to gaining advantage in this critical area.