In today’s dynamic work environment, where the traditional nine-to-five job is rapidly evolving, employees seek more than just a paycheck. They crave a sense of belonging, opportunities for personal and professional growth, and a purpose that aligns with their values. Morgan explains, “Companies that excel at creating an exceptional employee experience understand that work is more than just a series of tasks—it’s an integral part of their employees’ lives.” By prioritizing the overall experience of their workforce, these companies foster a culture of engagement and loyalty that translates into long-term success.

Focusing on Employee Experience is Mainstream

The concept of employee experience has gained significant traction in recent years, particularly as organizations navigate the complexities of the post-pandemic world. Remote work, hybrid models, and digital transformation have reshaped how we work, making it imperative for companies to rethink how they engage with their employees. Morgan’s insights are particularly relevant in this context, offering a roadmap for organizations to create environments where employees perform well and thrive.

A key element of this transformation involves understanding the diverse needs and aspirations of the modern workforce. Today’s employees are more informed and discerning, with higher expectations for their work environment. They seek employers who are invested in their professional development, well-being, and overall satisfaction. Morgan emphasizes, “Creating the ultimate employee experience means going beyond the basics. It’s about building a workplace that resonates with employees on a deeper level, making them feel valued and understood.”

Morgan’s approach to enhancing the employee experience is grounded in the belief that a happy and engaged workforce is a company’s greatest asset. By focusing on experiences that enrich employees’ lives, companies can foster a sense of loyalty and commitment that drives innovation and productivity. This article delves into Morgan’s strategies and insights, exploring how organizations can create a compelling employee experience that stands out in today’s competitive landscape.

The Power of Experiences Over Material Rewards

The allure of material rewards, such as bonuses, gadgets, and other tangible incentives, has long been a staple of employee motivation strategies. However, Jacob Morgan argues that the true key to long-term satisfaction and engagement lies in the power of experiences. Drawing on the research of psychologist Thomas Gilovich, Morgan highlights a crucial insight: while the excitement of material possessions tends to wane over time, the joy and fulfillment derived from experiences grow.

Psychological Insights

Thomas Gilovich’s research underscores the transient nature of happiness associated with material goods. For instance, the thrill of acquiring a new smartphone is intense but short-lived. Over time, the novelty fades, and the once-coveted item becomes another tool. In contrast, experiences such as travel, learning opportunities, and memorable events create lasting impressions that continue to bring joy and satisfaction long after the moment has passed. These experiences contribute to personal growth and create stories that employees carry with them, enriching their lives inside and outside the workplace.

Transformative Workplace Practices

Understanding this principle, forward-thinking companies are shifting focus from purely transactional relationships with their employees to fostering enriching experiences. Morgan emphasizes that when employees feel they are part of a meaningful journey rather than just completing tasks for a paycheck, their engagement and productivity soar. “It’s about creating moments that matter,” Morgan explains. “When employees feel valued and connected through experiences, they are more likely to stay committed and bring their best selves to work.”

Practical Applications

So, how can businesses leverage this insight to enhance the employee experience? One approach is to integrate experiential rewards into the workplace culture. For example, companies can offer opportunities for professional development through workshops, conferences, and courses. These enhance employees’ skills and provide them with a sense of progress and achievement. Additionally, organizing team-building activities, social events, and company retreats can strengthen relationships among colleagues and foster a sense of community.

Case Study: A New Paradigm

A notable example of this approach is Google’s commitment to creating a vibrant workplace culture. Google offers its employees many experiences, from access to cutting-edge technology and innovation labs to personal growth opportunities like mindfulness programs and creative workshops. These initiatives are designed to make employees feel valued and inspired, contributing to Google’s reputation as a leading employer.

By prioritizing experiences over material rewards, companies can cultivate a workplace environment that attracts and retains top talent. As Morgan concludes, “Investing in experiences is not just about making employees happy; it’s about creating a culture where they can thrive. Employees who feel connected and engaged through meaningful experiences are more likely to stay loyal and contribute to the company’s long-term success.” This strategic shift towards experiential rewards marks a significant evolution in how businesses think about employee engagement and satisfaction.

Transforming the Employee Journey

The traditional notion of a career is evolving in the contemporary corporate landscape. Gone are when employees were content with a steady paycheck and a predictable career path. Today’s workforce seeks more—a journey filled with purpose, growth, and personal fulfillment. Jacob Morgan emphasizes transforming the employee journey to align with these new expectations, creating an environment where employees feel part of something larger than themselves.

Creating a Sense of Belonging

Fostering a sense of belonging is at the heart of transforming the employee journey. Employees who feel connected to their organization are more likely to be engaged and motivated. Companies can cultivate this sense of belonging by building a strong, inclusive culture where employees feel valued and heard. Regular team-building activities, open communication channels, and a culture of recognition can significantly enhance employees’ sense of belonging. “When employees see themselves as integral parts of the company, their loyalty and commitment naturally increase,” Morgan notes.

Big impact for employees who are now looking for stability in their jobs as opposed to the land grab we have been seeing during Covid where employees were trying to take advantage as much as possible. https://t.co/8gMrd8WhnU

— Jacob Morgan (@jacobm) May 14, 2024

Opportunities for Growth

Another critical aspect of the employee journey is providing ample opportunities for growth and development. Employees want to know that their company is invested in personal and professional growth. Offering career development programs, mentorship opportunities, and clear pathways for advancement can make a significant difference. Morgan suggests, “Organizations should create a continuous learning environment where employees are encouraged to expand their skills and knowledge.” This helps employees feel valued and equips them with the tools they need to contribute more effectively to the company’s success.

Purpose-Driven Work

Purpose is a powerful motivator. Employees who find meaning in their work are more engaged and productive. Companies can transform the employee journey by ensuring that their mission and values are communicated and that employees understand how their roles contribute to the larger organizational goals. This alignment can be achieved through regular communication from leadership, integrating the company’s mission into everyday work, and celebrating milestones that reflect the organization’s values. “When employees see the impact of their work, it fosters a deeper connection and commitment to the company,” Morgan explains.

Work-Life Integration

The concept of work-life balance has shifted towards work-life integration, where employees seek a harmonious blend of professional and personal life. Organizations that support this integration by offering flexible work arrangements, remote work options, and robust wellness programs can greatly enhance the employee journey. Providing resources for mental health, encouraging time off, and promoting a healthy work-life balance are essential. “Supporting employees in their personal lives reflects an understanding that they bring their whole selves to work,” says Morgan. “This holistic approach leads to more satisfied and productive employees.”

Creating a Culture of Innovation

Innovation thrives in environments where employees feel empowered to take risks and think creatively. Companies can transform the employee journey by fostering a culture of innovation where new ideas are encouraged and valued. Providing platforms for employees to share ideas, offering innovation workshops, and recognizing creative contributions can stimulate a dynamic and innovative work environment. “When employees feel that their ideas matter, it not only boosts their morale but also drives the company forward,” Morgan asserts.

By reimagining the employee journey to focus on belonging, growth, purpose, work-life integration, and innovation, companies can create a workplace where employees are not just working, but thriving. This holistic approach ensures employees feel valued, engaged, and motivated, leading to higher retention rates and a more dynamic, successful organization. “Transforming the employee journey is about creating a win-win situation,” concludes Morgan. “When employees grow and succeed, so does the company.”

The Rise of the Employee Experience Concept

The concept of employee experience has seen a significant rise in prominence over the past decade. This shift can be attributed to the evolving expectations of the modern workforce and companies’ recognition that a satisfied, engaged employee is integral to business success. Jacob Morgan, a leading expert in the field, has been at the forefront of this transformation, advocating for a holistic approach to employee experience beyond mere job satisfaction.

On May 23rd I'll be speaking at the @WorkleapHQ "Moments That Matter Summit." It's a free virtual event and I'll be exploring employee experience and the power of moments. Specifically:

-How we got to where we are
-What employee experience is
-Different types of moments that… pic.twitter.com/oMwbBpV25E

— Jacob Morgan (@jacobm) May 13, 2024

Historical Context and Evolution

Historically, companies focused primarily on utility and productivity. The emphasis was on providing employees with the basic tools needed to perform their jobs and ensuring they worked as efficiently as possible. While effective in its time, this approach often overlooked the more nuanced aspects of employee engagement and fulfillment. As Morgan points out, “The early days of employee management were very transactional, focusing on what employees needed to do their jobs, rather than how they felt about their work or their place within the company.”

Over time, as businesses began to recognize the importance of employee engagement, the focus shifted towards creating a more positive work environment. This included improving workplace culture, providing better benefits, and creating a more supportive management structure. However, it wasn’t until the concept of employee experience emerged that companies fully understood and addressed the multifaceted nature of employee engagement. “Employee experience is about creating a holistic environment where employees feel valued, engaged, and motivated to contribute to the company’s success,” Morgan explains.

Impact of the Pandemic

The COVID-19 pandemic further accelerated the rise of the concept of employee experience. With remote work becoming the norm and employees facing unprecedented challenges, companies had to rethink how they supported their workforce. “The pandemic forced organizations to confront the realities of employee isolation and disconnection,” says Morgan. “It highlighted the need for companies to foster a sense of community and belonging, even when employees were physically apart.”

In response, many companies implemented new strategies to enhance the employee experience, such as virtual team-building activities, increased mental health support, and more flexible work arrangements. These efforts helped employees navigate the challenges of the pandemic but also set new standards for how companies approach employee experience in the long term.

The Role of Technology

Technology has played a crucial role in the evolution of employee experience. Advanced tools and platforms have made it easier for companies to gather feedback, monitor engagement, and implement initiatives that enhance the work environment. “Technology enables companies to be more responsive to employee needs and create personalized experiences,” Morgan notes. For example, AI-powered platforms can provide real-time insights into employee sentiment, helping managers address issues before they escalate.

Moreover, technology has facilitated better communication and collaboration, breaking down barriers between remote and in-office employees. “With the right tools, companies can ensure that all employees, regardless of location, feel connected and engaged,” Morgan adds. This has been particularly important in maintaining a cohesive company culture during times of widespread remote work.

A Strategic Approach

The rise of the employee experience concept represents a shift towards a more strategic approach to employee engagement. Companies increasingly recognize that investing in employee experience is not just a nice-to-have but a business imperative. “Organizations that prioritize employee experience are better positioned to attract and retain top talent, drive innovation, and achieve long-term success,” Morgan emphasizes.

By adopting a holistic view of employee experience, companies can create an environment where employees feel valued and motivated to perform at their best. This involves providing the necessary tools and resources and fostering a culture of recognition, growth, and purpose. “The ultimate goal is to create a workplace where employees feel that their contributions are meaningful and that they are part of something larger than themselves,” Morgan concludes.

As the concept of employee experience continues to evolve, it is clear that companies that embrace this approach will be better equipped to navigate the challenges of the modern workplace and achieve sustainable success. The rise of employee experience marks a new era in employee engagement, one that promises to transform the way we think about work and its impact on both employees and organizations.

Evolutionary Timeline of Employee Experience

The concept of employee experience has undergone a remarkable evolution, reflecting broader shifts in organizational priorities and workforce expectations. By examining this evolutionary timeline, we can better understand how the focus on employee experience has developed and why it is now considered crucial for business success.

The Utility Era: Essential Tools for the Job

In the early days, the focus was primarily on utility. Companies concentrated on providing employees with the basic tools necessary to perform their jobs. This included essentials like desks, phones, and access to the internet. The objective was straightforward: equip employees with the necessary resources to be functional and productive. “The utility era was all about ensuring employees had what they needed to get the job done, but it often neglected the human element,” says Jacob Morgan.

While this approach ensured that employees could complete their tasks, it did little to address their overall satisfaction or engagement. The relationship between employers and employees was largely transactional, centered on exchanging labor for wages without much consideration for personal fulfillment or career development.

The Productivity Era: Maximizing Output

As industries advanced, the focus shifted from mere utility to productivity. This period, which spanned the mid-20th century, saw companies striving to maximize employee output. Techniques such as time-motion studies and efficiency-driven workflows became prevalent. Managers often measure success by how quickly and efficiently tasks can be completed. “During the productivity era, the goal was to squeeze as much output as possible from employees, often at the expense of their well-being,” Morgan explains.

While this era brought significant advancements in operational efficiency, it also highlighted the limitations of viewing employees purely as cogs in the machine. The intense focus on productivity led to burnout and job dissatisfaction, prompting companies to reconsider their approach to employee management.

Did you know 85% of employees perform better when they're motivated? Proper motivation boosts their performance significantly. Yet, many companies still miss the mark on effective motivation strategies. Here are a few ideas on how to motivate your team. pic.twitter.com/zKTH8qibNF

— Jacob Morgan (@jacobm) May 12, 2024

The Engagement Era: Fostering Happiness and Satisfaction

The next major shift came with the engagement era, which began in the late 20th century. Companies started recognizing that happy employees were more productive and less likely to leave. This period saw the introduction of initiatives aimed at boosting morale and job satisfaction, such as employee recognition programs, wellness initiatives, and opportunities for professional development. “The engagement era marked a turning point where companies began to see the value in making employees happy and invested in their roles,” Morgan notes.

However, while these efforts improved employee satisfaction somewhat, they often lacked a strategic, long-term focus. Many initiatives were seen as one-off perks rather than integral parts of the employee experience. This realization paved the way for the current phase in the evolution of employee experience.

The Experience Era: A Holistic Approach

Today, we are in the experience era, where we focus on creating a comprehensive, holistic approach to employee engagement. This involves looking beyond surface-level perks and addressing employees’ deeper needs and aspirations. Companies now strive to create environments where employees feel valued, supported, and motivated to grow. “Employee experience today is about creating a workplace where employees can thrive both personally and professionally,” Morgan emphasizes.

This era is characterized by a focus on meaningful work, opportunities for continuous learning, and a sense of belonging. Companies invest in initiatives that foster a positive organizational culture, provide clear career paths, and support work-life balance. “In the experience era, the relationship between employers and employees is more of a partnership, where both parties benefit from mutual growth and success,” Morgan adds.

The Future: Continuous Evolution and Adaptation

Looking ahead, the concept of employee experience will likely continue evolving as companies adapt to changing workforce dynamics and technological advancements. For instance, the ongoing shift towards remote and hybrid work models will require new strategies to ensure employees remain connected and engaged regardless of their physical location. Additionally, the increasing use of artificial intelligence and automation will present opportunities and challenges for enhancing the employee experience.

“The future of employee experience will be about continuous innovation and adaptation,” Morgan predicts. “Companies that stay ahead of the curve and prioritize the holistic well-being of their employees will be the ones that succeed in the long run.”

As the work landscape evolves, the focus on employee experience will remain a critical factor in attracting and retaining top talent, driving innovation, and achieving sustainable business success. The journey from utility to experience reflects a broader recognition of the value of employees as individuals with unique needs and aspirations, underscoring the importance of creating workplaces that truly support and empower their workforce.

Moving Towards Strategic Communication: Aligning with Business Goals

As businesses evolve in response to market demands and technological advancements, internal communication has shifted from a mere supportive function to a strategic imperative. This evolution underscores internal communicators’ need to align their efforts with overarching business goals, thereby contributing directly to the organization’s success.

Understanding the Business Strategy

To move towards strategic communication, internal communicators must first deeply understand the company’s business strategy. This involves comprehending the key objectives the organization aims to achieve, whether it’s expanding market share, enhancing customer satisfaction, driving innovation, or improving operational efficiency. “Communicators need to be as well-versed in the company’s strategic goals as the executive team,” says Jacob Morgan. “This knowledge allows them to craft messages and initiatives that directly support these objectives.”

By aligning communication efforts with business goals, internal communicators can ensure that every message, campaign, or initiative serves a clear purpose and drives the organization forward. This strategic alignment helps create a cohesive narrative that resonates with employees, making them feel part of a larger mission.

Shifting from Outputs to Outcomes

One critical shift in strategic communication is the focus on outcomes rather than outputs. Outputs, such as newsletters, emails, and events, are the tangible products of communication efforts. However, outcomes are the changes that result from these efforts, such as increased employee engagement, improved performance, and enhanced understanding of company goals.

“Measuring the success of communication should go beyond counting the number of newsletters sent or meetings held,” Morgan explains. “It’s about assessing the impact these communications have on employee behavior and attitudes.” For example, instead of simply noting that a town hall meeting was held, communicators should evaluate whether it enhanced employees’ understanding of the company’s strategic direction and motivated them to align their efforts accordingly.

Engaging in Continuous Feedback Loops

Internal communicators should establish continuous feedback loops to align communication with business goals effectively. This involves regularly gathering insights from employees about the effectiveness of communication efforts and making necessary adjustments. “Engaging in a dialogue with employees helps ensure that communication strategies remain relevant and impactful,” Morgan notes.

Feedback can be collected through surveys, focus groups, and informal conversations. By listening to employees, communicators can identify gaps in understanding, address concerns, and refine their approaches to better meet the workforce’s needs. This iterative process of feedback and adjustment ensures that communication remains dynamic and responsive to the evolving business landscape.

Developing Strategic Partnerships

Another essential aspect of moving towards strategic communication is developing strong partnerships within the organization. Internal communicators should collaborate closely with key stakeholders, including HR, marketing, and executive leadership. “These partnerships enable communicators to stay informed about strategic priorities and ensure that communication efforts are integrated with broader organizational initiatives,” says Morgan.

For instance, working with HR can help align communication efforts with employee development and engagement programs, while collaborating with marketing can ensure consistent messaging across internal and external channels. Engaging with executive leadership provides insights into strategic decision-making and helps communicators advocate for the role of internal communication in achieving business objectives.

Leveraging Technology for Strategic Impact

In today’s digital age, leveraging technology is crucial for enhancing the strategic impact of internal communication. Tools such as data analytics, employee engagement platforms, and collaboration software can provide valuable insights and streamline communication processes. “Technology allows communicators to tailor their messages, track engagement, and measure the effectiveness of their efforts in real-time,” Morgan explains.

By utilizing these tools, internal communicators can better understand employee preferences and behaviors, enabling them to craft more targeted and impactful messages. This data-driven approach enhances communication effectiveness and demonstrates the strategic value of internal communication to the broader organization.

In conclusion, moving towards strategic communication requires a fundamental shift in how internal communicators approach their role. By aligning their efforts with business goals, focusing on outcomes, engaging in continuous feedback, developing strategic partnerships, and leveraging technology, communicators can drive meaningful change and contribute to the organization’s success. As Jacob Morgan aptly puts it, “When internal communication is strategically aligned, it becomes a powerful tool for achieving business objectives and fostering a cohesive, engaged, and motivated workforce.”

Fostering Human Connection: Beyond Digital Channels

In an age of ubiquitous digital communication tools, fostering genuine human connection within the workplace is more important than ever. While technology can enhance efficiency and facilitate communication, it can never fully replace the nuances and depth of face-to-face interactions. As companies strive to create the ultimate employee experience, balancing digital tools with opportunities for real, meaningful human connections is crucial.

Creating Spaces for Interaction

Physical spaces play a significant role in fostering human connection. Modern offices are increasingly designed to encourage spontaneous interactions and collaboration. Open-plan layouts, communal kitchens, and comfortable breakout areas allow employees to engage in informal conversations, brainstorm ideas, and build relationships. “Designing workspaces that promote interaction can significantly enhance the sense of community and belonging among employees,” says Jacob Morgan. “It’s about creating environments where people feel comfortable and inspired to connect with one another.”

In addition to physical spaces, organizing regular in-person events such as team-building activities, social gatherings, and workshops can strengthen employee bonds. These events offer a break from the routine and provide a platform for employees to interact in a relaxed, informal setting. Whether it’s a casual coffee chat or a company-wide retreat, these moments of connection contribute to a more cohesive and engaged workforce.

The Role of Leadership

Leadership plays a pivotal role in fostering human connection within organizations. Leaders who prioritize open communication, empathy, and approachability set the tone for the entire company. “When leaders actively engage with their teams and demonstrate genuine interest in their well-being, it fosters a culture of trust and connection,” Morgan explains. Leaders can promote human connection by regularly holding town hall meetings, open-door sessions, and one-on-one check-ins. These interactions allow employees to voice their opinions, share feedback, and feel valued. Moreover, leaders who model vulnerability and authenticity encourage employees to bring their whole selves to work, creating a more inclusive and supportive environment.

Encouraging Peer-to-Peer Connections

While leadership is crucial, peer-to-peer connections are equally important in building a strong organizational culture. Encouraging employees to form bonds with their colleagues can lead to higher levels of job satisfaction, collaboration, and overall well-being. Companies can facilitate these connections through initiatives such as mentorship programs, employee resource groups, and cross-functional projects.

Mentorship programs, for instance, pair employees with experienced colleagues who can offer guidance, support, and career advice. These relationships can be incredibly valuable, providing employees with a sense of direction and purpose. Similarly, employee resource groups centered around shared interests or backgrounds create a sense of community and belonging, fostering connections among diverse groups of employees.

Blending Digital and Human Interaction

While the importance of human connection cannot be overstated, digital tools still play a vital role in modern workplaces. The key is to blend digital and human interactions effectively. “Technology should be used to complement, not replace, human connection,” Morgan emphasizes. For example, video conferencing tools can facilitate virtual face-to-face meetings, allowing remote teams to connect and collaborate effectively. Social platforms within the workplace, like Slack or Microsoft Teams, can also enhance communication and camaraderie among employees. These tools enable real-time conversations, idea sharing, and quick problem-solving, making it easier for teams to stay connected and engaged.

However, it’s essential to strike a balance and ensure that digital communication doesn’t overshadow the need for personal interactions. Encouraging employees to occasionally step away from their screens and engage in face-to-face conversations can prevent digital fatigue and promote a healthier, more connected work environment.

The Future of Human Connection in the Workplace

As organizations continue to navigate the evolving work landscape, the emphasis on fostering human connection will remain a cornerstone of employee experience strategies. The future workplace will likely see a hybrid approach, combining the best of digital and in-person interactions. Companies that succeed in creating environments where technology and human connection coexist harmoniously will be well-positioned to attract, retain, and engage top talent. “The ultimate goal is to create a workplace where employees feel connected, valued, and motivated,” Morgan concludes. “By prioritizing human connection, companies can build stronger, more resilient organizations that thrive in an ever-changing world.”

Enhancing Communication with Frontline Workers: Reaching the Unreachable

Communicating effectively with frontline workers—those who do not sit at desks and are often on the move—poses unique challenges. These employees, whether nurses, factory workers, retail staff, or delivery drivers, are integral to the success of any organization. Ensuring they are informed, engaged, and connected requires a tailored approach that acknowledges their needs and circumstances.

Understanding the Frontline Experience

To enhance communication with frontline workers, it’s essential to understand their daily routines and the challenges they face. Unlike their desk-bound counterparts, frontline employees may have limited access to traditional communication channels such as email and intranets. This means that messages need to be concise, clear, and delivered through channels that are readily accessible to them. “Spending time in the field and observing the daily work of frontline employees can provide invaluable insights,” suggests Jacob Morgan. “It helps communication teams tailor their strategies to meet the unique needs of these workers.”

For instance, a factory worker might benefit from digital signage placed in common areas. At the same time, a retail employee might prefer updates via a mobile app that they can check during breaks. Companies can craft more effective communication strategies by understanding where and how these employees consume information.

Leveraging Mobile Technology

Mobile technology has become a game-changer for reaching frontline workers. Mobile apps designed for employee communication can provide a centralized hub for updates, schedules, training materials, and more. These apps can send push notifications to ensure critical information reaches employees promptly, regardless of location. “Mobile apps are an excellent way to bridge the communication gap with frontline workers,” says Morgan. “They offer a convenient and efficient way to stay connected and informed.”

Additionally, leveraging messaging platforms such as WhatsApp or SMS can be particularly effective. These tools are familiar to most employees and can deliver information quickly and directly. For example, a daily SMS update might include key announcements, reminders, or safety tips, ensuring frontline workers are always in the loop.

Empowering Line Managers

Line managers play a crucial role in communicating with frontline workers. They are the direct link between the organization and its employees and can deliver messages more personally and immediately. Training line managers to be effective communicators is essential for enhancing communication with frontline staff. “Line managers should be equipped with the skills and tools they need to relay important information clearly and consistently,” Morgan emphasizes. “Their role is pivotal in ensuring that frontline workers feel informed and engaged.”

Regular team meetings or huddles can effectively allow line managers to share updates, address concerns, and foster a sense of community among their teams. These meetings provide two-way communication, allowing frontline workers to voice their opinions and feedback, which can be relayed back to higher management.

Creating a Culture of Inclusivity

Ensuring frontline workers feel valued and included is crucial for their engagement and satisfaction. Communication strategies should be designed to make these employees feel like integral parts of the organization. Recognizing their contributions through regular updates, celebrating their achievements, and involving them in decision-making can significantly enhance their sense of belonging.

“For frontline workers to feel truly connected, they need to see that their voices matter,” Morgan explains. “Creating opportunities for them to provide feedback and share their ideas can foster a more inclusive and collaborative work environment.” This can be achieved through regular surveys, suggestion boxes, or digital forums where frontline workers can express their thoughts and suggestions.

Overcoming Language Barriers

In diverse workplaces, language barriers can further complicate communication with frontline workers. Providing multilingual communication materials and employing translation services can help ensure that all employees receive and understand important information. “Language should never be a barrier to effective communication,” Morgan asserts. “By offering materials in multiple languages, companies can ensure that all employees, regardless of their language proficiency, are informed and engaged.”

The Path Forward

Enhancing communication with frontline workers requires a multifaceted approach that combines technology, personal interaction, and a deep understanding of their unique needs. Organizations can create a more connected and engaged workforce by leveraging mobile technology, empowering line managers, fostering inclusivity, and overcoming language barriers. “Effective communication with frontline workers is not just about disseminating information,” Morgan concludes. “It’s about building a culture of trust, respect, and mutual understanding that empowers every employee to contribute their best.”

Embracing Artificial Intelligence: A New Frontier

Artificial Intelligence (AI) is revolutionizing the way organizations approach internal communications. No longer a futuristic concept, AI is now a practical tool that can enhance efficiency, personalize communication, and transform the overall employee experience. By leveraging AI, companies can streamline their internal communication processes and ensure that messages are delivered and resonate with their intended audience.

AI as an Efficiency Booster

One of the most significant benefits of AI in internal communications is its ability to boost efficiency. AI-powered tools can automate routine tasks such as drafting emails, scheduling meetings, and generating reports. For instance, natural language processing (NLP) algorithms can analyze vast amounts of text to identify key trends and sentiments, providing communication teams with valuable insights. “AI can take over the mundane tasks, freeing up internal communicators to focus on more strategic activities,” explains Jacob Morgan. “This shift allows for a more effective use of human resources, ultimately enhancing productivity.”

AI chatbots are another example of efficiency enhancement. These chatbots can handle a wide range of employee queries, from HR-related questions to IT support, providing instant responses and reducing the workload on support teams. By integrating AI chatbots into internal communication platforms, organizations can ensure that employees receive timely assistance, fostering a more responsive and supportive work environment.

Personalizing the Employee Experience

AI has the potential to personalize communication at an unprecedented scale. AI can tailor messages to individual preferences and needs by analyzing employee data. This means that employees receive information relevant to their roles, interests, and career goals. “Personalization is key to effective communication,” Morgan emphasizes. When employees feel that messages are directly relevant to them, they are more likely to engage with the content and take action.”

For example, AI can analyze an employee’s interactions with internal communications to determine the best time to send messages and the preferred format, whether email, mobile notification, or video. Additionally, AI can segment employees into different groups based on their roles, departments, or locations, ensuring that each group receives targeted and pertinent information. This level of personalization can significantly enhance the employee experience by making communication feel more intentional and considerate.

Enhancing Decision-Making with Data-Driven Insights

AI’s ability to process and analyze large datasets can provide communication teams with data-driven insights that inform decision-making. By leveraging AI analytics, organizations can better understand how employees interact with internal communications, which messages resonate the most, and where there might be gaps. “Data-driven insights are invaluable for refining communication strategies,” says Morgan. “They allow companies to make informed decisions that enhance engagement and effectiveness.”

For instance, AI can track and analyze internal newsletters’ open rates and click-through rates, identifying patterns and preferences. This information can then be used to optimize content, timing, and delivery methods, ensuring that communications are as effective as possible. Additionally, sentiment analysis tools can gauge employee reactions to specific communications, providing real-time feedback that can be used to adjust strategies on the fly.

AI and the Future of Internal Communications

As AI technology continues to evolve, its applications in internal communications are expected to expand. Future developments could include more advanced predictive analytics, which anticipates employee needs and preferences, and enhanced natural language generation, which creates even more sophisticated and human-like communication outputs. “The potential of AI in internal communications is vast,” Morgan asserts. “We are only beginning to scratch the surface of what this technology can do.”

Moreover, AI can play a crucial role in fostering innovation within organizations. By automating routine tasks and providing actionable insights, AI frees up internal communicators to focus on creative and strategic initiatives. This shift enhances productivity and encourages a culture of continuous improvement and innovation.

Are we really embracing the future of work or stuck in the past? The hybrid work model, suggested by experts like Stanford's @I_Am_NickBloom, proposes 3 days in-office, 2 days remote as the ideal mix. But how are leaders and teams adapting? Check out the full article here:…

— Jacob Morgan (@jacobm) May 10, 2024

Ethical Considerations and Challenges

While the benefits of AI in internal communications are clear, it is essential to address the ethical considerations and challenges that come with its implementation. Data privacy, algorithmic bias, and transparency must be carefully managed to ensure that AI is used responsibly and ethically. “Organizations must establish clear guidelines and practices to govern the use of AI in internal communications,” Morgan advises. “This includes ensuring that data is handled securely and that AI systems are designed and operated transparently.”

In conclusion, embracing AI as a new frontier in internal communications offers numerous opportunities for enhancing efficiency, personalization, and data-driven decision-making. As organizations navigate this new landscape, it is crucial to balance the potential benefits with ethical considerations, ensuring that AI creates a more engaging and supportive employee experience. “AI is not just a tool; it’s a game-changer,” Morgan concludes. “By harnessing its power, organizations can transform their internal communications and, ultimately, their entire employee experience.”

Embracing Trends: 2024 and Beyond

As we look ahead to 2024 and beyond, it is clear that the landscape of internal communications is undergoing a significant transformation. The trends discussed—from the integration of artificial intelligence to the strategic alignment of communication efforts with business goals—represent not just fleeting changes but fundamental shifts in how organizations engage with their employees. Embracing these trends is essential for any company aiming to foster a productive, engaged, and satisfied workforce.

Adapting to Technological Advances

One of the most profound changes is incorporating artificial intelligence into internal communications. AI’s potential to enhance efficiency, personalize communication, and provide data-driven insights is already being realized in many forward-thinking organizations. As AI technology continues to advance, its applications will become even more sophisticated, enabling companies to anticipate employee needs and tailor communications more precisely. For companies to stay competitive, it is crucial to remain at the forefront of these technological advancements, continuously exploring and adopting new tools and techniques.

Strengthening Human Connections

Despite the rapid technological progress, the importance of human connection in the workplace cannot be overstated. Digital channels, while convenient and efficient, should not replace the value of face-to-face interactions and meaningful conversations. As organizations navigate this digital era, finding a balance between leveraging technology and fostering genuine human connections will be key. Ensuring ample opportunities for employees to interact, collaborate, and build relationships will help maintain a cohesive and supportive work environment.

Strategic Alignment with Business Goals

Moving towards a more strategic approach to internal communications means aligning efforts with overarching business goals. Understanding the company’s mission, vision, and strategic objectives is the foundation for creating impactful communication strategies. By linking communication activities to business outcomes, internal communicators can demonstrate the value of their work and its direct contribution to the organization’s success. This strategic alignment enhances the effectiveness of communication efforts and ensures that employees are fully engaged and aligned with the company’s goals.

Reaching Frontline Workers

Reaching and engaging frontline workers remains a critical challenge for many organizations. These employees often do not have regular access to digital communication channels, making it essential to find alternative ways to keep them informed and connected. Innovative solutions can bridge this gap, such as leveraging line managers for verbal updates and conducting on-site observations to understand their unique needs. Ensuring frontline workers feel valued and included in the organizational conversation is vital for their engagement and productivity.

Looking Forward

As we move into the future, the trends shaping internal communications will continue to evolve. Companies proactively embracing these changes will be better positioned to create a dynamic, engaging work environment. “The key is to remain adaptable and open to new ideas,” says Jacob Morgan. “By continuously exploring new trends and technologies, organizations can create an employee experience that not only meets but exceeds the expectations of their workforce.”

In conclusion, the future of internal communications lies in a delicate balance between embracing technological innovations and maintaining human connections. Organizations can create a thriving, engaged, and motivated workforce by strategically aligning communication efforts with business goals, reaching out to frontline workers, and continuously adapting to new trends. As we look to 2024 and beyond, the ultimate employee experience is within reach for those willing to innovate and evolve.

A Vision Questioned Amid Layoffs

The memo’s revelation comes at a turbulent time for Google, characterized by successive waves of layoffs that have unsettled the workforce and raised questions about the company’s direction. The document lists several goals, one in particular—building a “Google that’s extraordinary for Googlers and the world”—striking a dissonant chord with employees. This sentiment was starkly contrasted by the atmosphere of uncertainty fueled by the company’s recent layoffs, which have diminished morale and sparked skepticism about the feasibility of its lofty ambitions.

Employee Sentiments and Leadership Credibility

The situation was brought into sharper focus by a viral LinkedIn post authored by a Google employee named Diane. In it, she criticized the company’s leadership and strategic direction. Her post resonated widely within and beyond Google, describing a pervasive atmosphere of cynicism and resignation among employees. Many, she noted, feel compelled to stay due to golden handcuffs—compensation that is too good to leave despite growing dissatisfaction.

Ken Coleman recently reflected on an internal Google memo that unearthed a changing corporate perspective rattling its workforce.

The Psychological Impact of Constant Restructuring

The continuous restructuring and layoffs at Google have created fear and speculation among those who remain. This environment often leads to decreased productivity and engagement, as employees no longer feel secure enough to invest extra effort into their roles and are uncertain about their future at the company.

Leadership’s Role and Responsibilities

The leaked memo and the reactions it provoked underscore a significant issue within Google—the gap between executive leadership and the company’s workforce. A vision that is not effectively communicated or believed to be shared by all layers of the organization can lead to disconnects and disengagement. Leadership at Google is now tasked with steering the company through technological and market challenges and rebuilding trust and alignment among its employees.

Strategic Priorities for a Tech Giant

Looking forward, Google’s strategy involves a delicate balance between pushing for innovation and managing the human elements of its operations. The company’s success in achieving its “extraordinary” vision for 2024 will largely depend on its ability to synchronize its technological ambitions with the needs and expectations of its workforce.

The unfolding situation at Google is a case study of the complexities of managing a large tech enterprise in an ever-evolving industry. It highlights the critical importance of transparent and inclusive leadership and the need for clear, compelling visions that resonate with and include the contributions of every employee. As Google continues to navigate its internal challenges, the tech world watches closely, recognizing that the outcomes will likely influence not just Google but the industry.

The AI Productivity Paradox

The promise of AI to enhance productivity harks back to the impacts of historical innovations like the steam engine and electricity. Recent studies highlight significant productivity boosts from AI integration, particularly in roles where automation can assume repetitive tasks, allowing human workers to focus on more complex responsibilities. For instance, AI assistants in customer service call centers have increased productivity by up to 14% on average. Interestingly, this technology seems to democratize productivity, disproportionately benefiting less skilled workers by equipping them with insights from the best in their fields.

Sebastian Siemiatkowski, CEO of the financial services giant Klarna, notes the profound efficiencies driven by AI in customer interactions. His company’s AI chatbots have drastically reduced the resolution time for customer queries, signaling a shift in how businesses may handle customer service in the future.

The Specter of Displacement

However, the integration of AI is not without its challenges. The primary concern is the displacement of jobs. As machines become capable of performing tasks traditionally done by humans—from driving trucks to writing essential news articles—widespread unemployment looms. Economists and policymakers are grappling with the potential for “permanent technological unemployment,” where the swift deployment of AI could make many jobs obsolete, exacerbating income and wealth inequality.

A recent video by CNBC examines the impact of AI on the workplace and how Congress is contemplating how to respond legislatively. 

Legislative Lag and Proactive Policies

The U.S. Congress has actively researched and assessed the risks associated with AI through numerous laws. Yet, experts argue that legislative bodies can scarcely keep up with the rapid evolution of technology. Proposals have been put forward to mitigate these risks, including innovative fiscal policies like robot taxes, which aim to tax the use of AI that displaces human workers. Such measures will buffer the budgetary impact on government revenues and provide a safety net for displaced workers. However, these taxes’ effectiveness and economic impact are subjects of heated debate among economists and business leaders.

Shorter Workweeks and New Economic Paradigms

Amid these discussions, some policymakers, like Senator Bernie Sanders, advocate for reducing the workweek to four days. They argue that the gains in productivity should benefit workers in the form of more time for personal pursuits rather than just increased profits for employers. This shift would represent a fundamental change in the American work ethos, which traditionally equates longer hours with greater productivity and success.

A Vision of the Future

Looking forward, the dialogue around AI is not just about integrating this technology into the current economic framework but about rethinking the framework altogether. Concepts like Universal Basic Income (UBI) are gaining traction as potential ways to ensure that the benefits of AI-driven productivity are distributed more equitably. Such a system could help cushion the economic shocks of technological disruption by providing basic financial security for all citizens, regardless of their employment status.

Navigating the AI Landscape

As AI advances, the challenge for the U.S. will be to navigate this uncharted territory with a balanced approach that fosters innovation while safeguarding against its risks. The ongoing debates in Congress, the experiments with new tax laws, and the exploration of reduced workweeks are all part of a broader effort to harness the benefits of AI while preparing for its potential disruptions.

In this rapidly evolving landscape, the ultimate question remains: Can the United States lead the way in AI innovation while ensuring its benefits are broadly realized across all segments of society? Only time will tell, but today’s decisions will undoubtedly shape tomorrow’s economic and social fabric.

With an aura of empathy and a natural talent for listening, Jagelski understands the nuanced challenges working parents face, having experienced them firsthand. She’s not just an executive; she’s a champion for parental support within one of the world’s leading tech conglomerates.

“I do think that I have the gift of listening to people,” Jagelski reflects on a Microsoft employee-focused video podcast. “And I think at the end of the day, that’s what people want: is to be heard.”

For Jagelski, her journey into parenthood and professional life intersected at a pivotal moment when she returned to Microsoft shortly after welcoming her first child into the world. The decision was fraught with excitement and apprehension, but one thing was clear: she needed a community of support.

“I always wanted to be a mom, but it’s hard,” Jagelski admits candidly. “Despite having an amazing team and an amazing leave, I returned ready. I wanted to work.”

And work she did with the vigor and determination characteristic of a Microsoft executive. Yet, as she soon discovered, the sprint of corporate life can quickly turn into a marathon, leaving even the most ambitious professionals gasping for breath.

“I wanted to sprint. And you can only sprint for so long until you fall down,” she reflects on the challenges of balancing career aspirations with the demands of parenthood.

During this period of introspection and self-discovery, Jagelski found solace in Microsoft’s commitment to supporting new parents through comprehensive maternity and paternity leave policies. This dedication to family values struck a chord with Jagelski, igniting a passion for empowering returning parents within the corporate landscape.

“I had a mentor that suggested, ‘Hey, why don’t you lean into the women of Microsoft?'” Jagelski recounts. “I really found my community there, and it gave me some support in returning to a corporate motion I didn’t have initially.”

Inspired by her own experiences and fueled by a desire to effect change, Jagelski embarked on a mission to revolutionize the workplace support system for returning parents. With the backing of Microsoft’s women’s initiatives, she spearheaded the launch of a return-to-work program within the Advertising Division—a grassroots effort aimed at providing parents with the resources, guidance, and mentorship needed to navigate the complex transition back into the workforce.

“I was given the opportunity to participate in the maternity program, which is a grassroots employee group created by women for other women in Microsoft,” Jagelski explains. “And we have now built that with, again, an amazing group of women, men, and caregivers across the company to support each other and to build communities in these individual organizations.”

The response was overwhelming. Parents, caregivers, and allies from across the company rallied behind Jagelski’s initiative, eager to lend their support and share their experiences.

“We put a call out to the community in Microsoft advertising and said, ‘Who would like to be a mentor, who has been through this and thinks that they have the insight to share and who needs support?'” Jagelski recalls. “And I think opening up the conversation was definitely opening a door.”

Indeed, what started as a simple conversation blossomed into a movement characterized by empathy, vulnerability, and solidarity. Through her tireless advocacy and unwavering dedication, Jagelski is not just reshaping Microsoft’s future of work but also paving the way for a more inclusive and supportive corporate culture—one where every parent feels heard, understood, and empowered to thrive.

“When you get vulnerable with others, it allows them to get vulnerable back,” Jagelski observes. “Other people will lean in, too, because you’re going to find your community.”

In Jagelski’s vision, vulnerability begets community, and community fosters resilience. Through her leadership and unwavering commitment to supporting returning parents, she’s not just redefining the narrative of parenthood in the workplace; she’s rewriting it altogether.

The streaming giant, renowned for its innovative approach to corporate governance, is considering removing the “freedom and responsibility” section from its cultural memo—a document often hailed as instrumental in shaping Netflix’s identity. Instead, the company is exploring language that would emphasize employee ownership of actions, pivoting away from an exclusive focus on freedom.

Discussions surrounding these changes occurred during Netflix’s annual business review meeting held in Los Angeles this week, where executives debated proposals aimed at streamlining and refining the culture memo for current and prospective hires. While some executives expressed reservations about the proposed alterations, the company is expected to consider feedback before finalizing the revamped language.

The brainchild of Netflix co-founder Reed Hastings, the “freedom and responsibility” mantra has been a cornerstone of the company’s success, empowering employees to exercise discretion in various aspects of their work life, from internal communication to decision-making processes. Hastings’ advocacy for a culture of trust and autonomy was so profound that he co-authored a book, “No Rules Rules,” extolling its virtues.

Central to Netflix’s cultural philosophy is the notion that employees are entrusted with significant agency, exemplified by policies such as unrestricted sharing of internal documents and a vacation policy simply urging employees to “take a vacation.” However, as Netflix has expanded rapidly in recent years, with its workforce swelling from 8,600 to 13,000 employees, the company has embarked on a reassessment of its cultural norms.

Proposed changes to the culture memo include incorporating language emphasizing the importance of hiring “unusually responsible” individuals while potentially removing references to avoiding “brilliant jerks.” Hastings, who remains executive chairman after stepping down as co-CEO last year, humorously remarked during the recent employee meeting that he hadn’t even passed away yet and they were already contemplating changes to the culture memo—a testament to Netflix’s commitment to ongoing evolution.

Notably, Netflix has already initiated measures to rein in employee freedom, particularly in response to heightened competition in the streaming market and escalating costs. Previously laissez-faire practices, such as managers’ discretionary salary decisions, have been replaced with formalized salary bands for certain roles while spending limits on company-related expenses have been introduced.

While many reports highlight the advantages of AI adoption, they often overlook the specific skills needed. In a rapidly evolving landscape filled with new AI breakthroughs and products, it’s crucial to identify the core fundamental AI skills with the highest return on investment.

Industry trends offer valuable insights into the most in-demand AI skills. As businesses increasingly rely on AI to boost productivity, skills in AI productivity tools are in high demand. From automating email responses to planning travel itineraries, AI tools are revolutionizing workflow efficiency. Reports indicate that 64% of businesses expect AI to enhance productivity, with many already experiencing significant gains.

Another critical focus area is misinformation and privacy. With concerns about AI-generated misinformation and data privacy rising, skills in combating misinformation and safeguarding privacy are essential. Learning to verify AI-generated content and implementing privacy measures are vital for individuals and businesses alike.

Furthermore, understanding its impact on employment is crucial as AI reshapes the job market. While AI has the potential to create new job opportunities, it also poses challenges for job displacement. Therefore, developing skills in AI interaction and prompt engineering—guiding AI to generate desired outputs—is essential for navigating the evolving job landscape.

Practical applications of AI skills, such as utilizing AI tools for research and content creation, demonstrate their transformative potential. Tools like ChatGPT and Harpa AI streamline tasks, allowing individuals to accomplish more in less time. By leveraging AI tools effectively, individuals like Sammy, a consultant, can enhance their productivity and deliver high-quality work efficiently.

Moreover, open-source AI models offer flexibility and control over data privacy, a critical consideration in today’s data-driven world. Fine-tuning models and implementing privacy-enhancing techniques empower individuals to harness AI’s full potential while safeguarding sensitive information.

Looking ahead, AI-supported roles such as AI engineering, data analysis, and AI product development are expected to grow in importance. Therefore, acquiring technical AI skills through programs like Lonely Octopus can provide a competitive edge in the job market.

In conclusion, mastering AI skills is paramount for maximizing productivity, quality of life, and career prospects in the age of AI. Individuals can unlock new opportunities and thrive in an AI-driven world by staying informed about industry trends and developing essential AI skills.

According to a scathing report by Fortune, TikTok shareholders risk losing their entire holdings if they dare to criticize the company in any way. This includes both current and former employees, who could see their Restricted Stock Units (RSUs) revoked for speaking out against TikTok or its practices.

The revelation has sent shockwaves through the tech industry, with critics questioning TikTok’s commitment to free speech and transparency. TikTok, which has positioned itself as a champion of Americans’ right to free expression, now finds itself under scrutiny for stifling dissent and silencing its own employees.

The issue has caught the attention of industry observers and social media users alike, with many expressing outrage over TikTok’s heavy-handed approach to employee rights. Techmeme, a prominent tech news aggregator, highlighted the story on Twitter, drawing widespread condemnation of TikTok’s actions.

Responding to the backlash, some Twitter users expressed disbelief and concern over TikTok’s use of the non-disparagement clause. Many questioned the fairness of such a policy and called for greater transparency from the company.

While TikTok has yet to issue a formal response to the controversy, the company may face mounting pressure to reconsider its stance on the non-disparagement clause. As the debate rages on, all eyes will be on TikTok and its handling of this latest scandal.

In a landscape where transparency and accountability are increasingly valued, TikTok’s use of a non-disparagement clause raises troubling questions about corporate culture and the balance between protecting company interests and fostering open dialogue. As stakeholders and observers await further developments, the debate over TikTok’s approach to employee rights and free expression is likely to intensify in the days and weeks ahead.

Amidst the controversy, Patrick Spaulding Ryan, a former lead technical program manager at TikTok, is putting the company’s non-disparagement clause to the test. Ryan, who owns tens of thousands of company shares, filed a complaint with California’s Department of Industrial Relations’ Retaliation Unit after TikTok failed to include him in its latest program to buy back shares from current and former employees.

Ryan alleges that TikTok excluded him from the buyback offer because he criticized the non-disparagement clause on LinkedIn. If successful, his complaint could have far-reaching implications for shareholder law and corporate accountability.

As TikTok navigates this latest crisis, it faces mounting pressure to address concerns about its treatment of employees and its commitment to free expression. The outcome of Ryan’s complaint could shape the future of employee rights in the tech industry and beyond, making it a case to watch closely in the months ahead.

1. Invest in Work Mobiles

Rather than allow your employees to complete their work tasks from any old device, you should consider investing in special work mobiles for them. This will enable them to keep their work documents and communications on one device. This can prevent distractions while ensuring that your business’s data and information goes no further. 

When you are looking for a reliable work mobile for your staff, you should find one that is smart, offers a great range of compatible software applications, and is durable so that it can withstand the challenges of everyday life. You may also discover that providing a mobile phone for your employees boosts their morale and allows them to maintain an improved work-life balance. 

2. Look at SASE Security Solutions 

If your team is increasingly scattered between remote and mobile work, you need to take measures to improve the security of your business from afar. You can do this by investing in SASE security solutions. These solutions will allow you to stop worrying that the majority of your IT infrastructure is not within a single physical office. This is because they can move your security solutions to your network edge and ensure that they are well-integrated. This will help your team enjoy an excellent user experience when accessing your network remotely and enable them to use all your business apps without any faults. This means that you should look around for an SASE solution that can suit you. 

3. Limit Their Usage 

Although you might be happy for your employees to work in any way that suits them, you might be concerned that the use of mobile devices in your workplace or from home could lead to data breaches and leaks, especially if your employees decide to forward content or take photographs of sensitive information. 

By allowing your employees to use their mobiles, you might find that you do not know where your information is going or who can see it. In this case, you should limit where your employees can use their mobiles around your workplace, and you might also restrict how much they can access these phones to check that they do not have a negative impact on your company. 

4. Communicate With Your Employees

As well as looking after their health, when your employees are working from their mobiles, you also need to find ways to stay in communication with them. You can do this by downloading a great mobile communication app that has been designed with commercial ventures in mind. These could help you instant message or video call your employees whenever you need to, ensuring that you can check in with them regularly. 

But the key thing to understand is that online courses aren’t solely changing the world of education, but are also having a major impact on business industries, like eCommerce and digital product sales. These Internet-driven educational opportunities are shaping the way digital products are sold thanks to the fact that they bring with them benefits to both businesses and consumers alike. This reigns true in a range of ways, all of which are worth a closer look.

1.  Online Education is Making New Opportunities Accessible to All

Thanks to online education, gone are the days when you had to attend one of a handful of specialized schools in order to pick up a particular or niche skill set. Now, it’s possible to get a robust education in practically anything if you know where to look, all from the comfort of your own home.

Case in point: wholesale real estate investing. As individuals are now pursuing this real estate investing method at a higher rate, they need specialized knowledge and insight on top of their existing real estate education.

Now, thanks to online courses including educational mentorship programs, leaders like Real Estate Skills are getting more people successfully into the wholesale mix. It has quickly ballooned into a popular investment strategy, particularly in the wake of the COVID-19 pandemic when record demand met low inventory and the types of low interest rates the market hadn’t seen in decades.

2.  Preparing the Next Generation of Workers

By far, one of the biggest ways that online courses are changing eCommerce and digital sales has to do with how they’re adequately preparing the next generation of workers for the shifts that are about to happen in these industries.

The use of concepts like artificial intelligence and cloud computing were already present in eCommerce, but the COVID-19 pandemic acted as an accelerant that supercharged trends like these. They’re big, structural changes that are going to eliminate some jobs and create entirely new ones, the latter of which it has already started to do.

This type of disruption always requires people to learn new skills, be it by way of up-skilling, re-skilling, or something else entirely. Online courses are already helping enormously to that end, teaching people how to coexist with things like automation and teaching them what they need to know to function in the more technical roles that have already started to appear.

Another recent study indicated that in 2021 alone, more than 20 million new users registered for at least one online course from Coursera. That is equal to the growth in online education for the three full years prior to the pandemic. Reasons like this go a long way towards explaining “why”.

3.  Online Courses are Leveling the Playing Field

The rise of eCommerce giants left many smaller, often local businesses and suppliers at a disadvantage. Now, thanks to online courses and education, the pendulum is finally swinging back in the opposite direction. For a (relatively) low up-front cost, smaller businesses can pick up the skills they need to adequately compete with their larger counterparts. They don’t have to outspend them, but rather outthink them.

With the right education it is possible for even individuals to generate 24/7/365 income, all without worrying about opening up a physical store in their area. Anyone can build a brand and sell to customers globally, while still pricing and shipping their products in a competitive way.

But most importantly, online courses give people the opportunity to embrace one of the most important trends of the modern era: a truly personalized customer experience. No business is too small to offer the personalized level of care and attention-to-detail that the modern consumer demands. You just have to leverage the right technology and have the skills and education necessary to make it happen.

That is perhaps the single biggest benefit that online courses provide to both consumers and entrepreneurs working in the world of eCommerce and digital product sales today.

Online Courses are Changing the Way We Think About eCommerce

In an overwhelming number of sectors and spaces, online courses are changing the way we think about eCommerce and digital product sales The education that you can pick up quickly and efficiently is invaluable, to the point where both businesses and individuals can leverage it to grow their sales and reach the largest possible audience at the exact same time.

Tim Mapes, Chief Marketing Officer of Delta Airlines, recently discussed how Delta uses its army of employees in its marketing:

All 85,000 Employees Are Brand Ambassadors

One of the dynamics of being in this role of Senior Vice President and Chief Marketing Officer of Delta Airlines for ten years, when I think the average used to be 23 months, is the fact that Delta is such a values-driven organization and values transcend time. Marketing’s role within Delta is really seen to be everybody’s role. I have the opportunity to serve as Chief Marketing Officer, but 85,000 people are all brand ambassadors.

All 85,000 members of the company are selling, they’re promoting, they’re providing a brand experience in what they do each day. That’s very much conscious on our part. We share that view with everybody that we’re all having a net impression. I say often within the company, everything communicates.

Whether the flight attendants are happy, whether the coffee works, whether the lavatory is clean on the plane, whether the flights operate on time, all of that in your customer experience is a part of the net impression you have on your impression of Delta at the end of the day.

Delta is Using Data to Drive the Customer Experience

When you carry 185 million passengers a year and we know where you’re going when you’re going, whether you’re a Sky Club member, whether you have the American Express co-branded credit card, all of that data is resident in Delta.

Taking that in and knitting it together horizontally, not just so that we in the loyalty program can know that you as a Diamond flyer prefer to sit on an aisle seat and like gin and tonics,  but also that the last three flights you took had your bag misdirected, so we’re able to say up or down what type of experience are we delivering.

Prosperity Coming Out of the Roots of Austerity

I think one thing that’s fascinating about Delta is you’re talking about a 90-year-old company that nonetheless in the last 10 years has experienced the best in the worst year in the history of the company. So 9/11 2001 you’ve got obviously all the fallout and the impact of that on travel and then experiencing record profits more recently.

We’ve been paying our employees profit sharing in excessive of a billion dollars a year each of the past four years so even in a short decade of time you’re seeing prosperity coming out of the roots of austerity and problems.

Delta CMO: How Cool is That…

I grew up watching really two programs that I can consciously recall. One was Mr. Rogers. People think about puppets and silliness and kind of milk toast Mr. Rogers bless his heart. The transcendent qualities that he taught in terms of respect and that you’re special just the way you are, from a hospitality perspective and a diversity and inclusion, he was way ahead of his time. In a way, with kindness and grace that the company and all of our world would do well to have more of today.

The other was Bewitched because I got to watch Darrin, and this as a kid, but he just looked like he was having fun in advertising with a great social life and great personal life. I just thought wow,  advertising art that actually generates commerce. How cool is that…

LastPass experienced a data breach last year that went from bad to worse as more details emerged. The company is eager to improve security in the wake of the incident, and is forcing users to upgrade their passwords as part of that effort. Mike Kosak, Senior Principal Intelligence Analyst, outlined the company’s new policy.

You may have noticed that lately we’ve been asking our customers to make some changes to their LastPass accounts. These changes include requiring customers to update their master password length and complexity to meet recommended best practices and prompting customers to re-enroll their multi-factor authentication (MFA), among others. All of these changes are intended to help make our customers more secure, and we want to share additional context about the evolving cyber threat environment that’s driving these requests so customers can better understand WHY these changes are important. To do this, we’ll address some of these recent changes, and explain what threats are driving them, and how these updates are designed to help.

Kosak emphasized that the 12-character password policy already existed, but is now mandatory.

LastPass’ new master password length requirement is just one part of a progressive set of initiatives designed to help our customers better protect themselves from current and emerging cyber threats. Historically, while a 12-character master password has been LastPass’ default setting since 2018, customers still had the ability to forego the recommended default settings and choose to create a master password with fewer characters, if they wished to do so. By now enforcing a minimum 12-character master password requirement, along with the PBKDF2 iteration increases we delivered earlier this year, we are proactively helping our customers create stronger and more resilient encryption keys for accessing and encrypting their LastPass vault data.

The move is a welcome one, and will hopefully help LastPass subscribers keep their sensitive data secure.

Cruise’s troubles began in late October when one of its vehicles hit a pedestrian that had already been struck by another hit-and-run driver. The incident caused California to suspend the company’s authorization to operate its self-driving cars in the state, citing “an unreasonable risk to public safety.” The company followed suit by pausing all driverless operations.

According to CNBC, Cruise has confirmed plans to lay off 900 of its employees, or roughly 24%.

“We shared the difficult news that we are reducing our workforce, primarily in commercial operations and related corporate functions,” a Cruise spokesman told the outlet in a statement. “These changes reflect our decision to focus on more deliberate commercialization plans with safety as our north star. We are supporting impacted Cruisers with strong severance and benefits packages and are grateful to the departing employees who played important roles in building Cruise and supporting our mission.”

Cruise’s issues illustrate the challenges automakers are having cracking the driverless market.

Tipped workers are an exception to US minimum wage laws and often receive a fraction of that amount for their hourly wage. According to the Chicago Tribune, the Windy City has become the first to eliminate that exception, requiring tipped workers make at least the minimum wage.

”The ordinance embodies Chicago’s values of uplifting working people and addressing systemic inequities in the restaurant and hospitality industry, which, in turn, will create a better economic future for tipped workers and our city,” said Mayor Brandon Johnson. “Many of the people who are standing in support with us today, these are heads of households and anchors of communities who are finally receiving a bit more of the respect and dignity that they deserve.”

The move has been a controversial one, with opponents saying it will prohibitively drive up labor costs for small business, or cause people to stop tipping as much in response.

“The sky maybe is going to fall in when we pass this ordinance, but the sky didn’t fall in when we fought for and won a $15 minimum wage,” said Alderman Daniel La Spata. He went on to list other pro-labor ordinances that critics warned would be catastrophic. “The sky keeps on not falling. … Somehow I have a feeling that the sky is not going to fall today either.”

According to BleepingComputer, Sony Interactive Entertainment sent a notice to both current and former employees to inform them that a data breach compromised their information.

We are writing to you as we believe you are a former employee of Sony Interactive Entertainment (“SIE”) or are a family member of a current or former employee of SIE. We want to provide you with information about a cybersecurity event related to one of our IT vendors, Progress Software, that involved some of your personal information. This event was limited to Progress Software’s MOVEit Transfer platform and did not impact any of our other systems. Please read this notice carefully, as it provides information on what happened and what we are doing, as well as information on how you can obtain complimentary credit monitoring and identity restoration services

Sony says the breach was the result of a MOVEit vulnerability.

On May 31, 2023, Progress Software announced a newly discovered vulnerability in its MOVEit file transfer platform, which is used by SIE and thousands of other enterprises around the world. On May 28, 2023, before Progress Software announced the vulnerability and we became aware of it, an unauthorized actor used the vulnerability to download some SIE files stored on our MOVEit platform. On June 2, 2023, SIE discovered the unauthorized downloads, immediately took the platform offline and remediated the vulnerability. An investigation was then launched with assistance from external cybersecurity experts. We also notified law enforcement

The company knows what data was accessed, but that information is censored in the publicly available copy of the notice.

IBM released its Institute for Business Value Research Insights. The company says that “AI won’t replace people—but people who use AI will replace people who don’t.”

AI and automation are creating a new division of labor between humans and machines. The World Economic Forum (WEF) predicts this evolution will disrupt 85 million jobs globally between 2020 and 2025—and create 97 million new job roles. This radical shift is ushering in a new age. We call it the age of the augmented workforce—an era when human-machine partnerships boost productivity and deliver exponential business value.

IBM says the WEF’s research shows that some 44% of worker skills will be disrupted over the next five years, up 9% from the organization’s last five-year projections.

Executives in our survey estimate that 40% of their workforce will need to reskill due to implementing AI and automation over the next three years. That translates to 1.4 billion of the 3.4 billion people in the global workforce, according to World Bank statistics.

What sort of reskilling? On average, 87% of executives expect job roles to be augmented, rather than replaced, by generative AI. That figure is closer to three-quarters in marketing (73%) and customer service (77%)—and more than 90% in procurement (97%), risk and compliance (93%), and finance (93%). 6 Intriguingly, STEM skills are plummeting in importance, dropping from the top spot in 2016 to 12th place in 2023. As the need for technical acumen has increased more broadly, many leaders may now see these skills as table stakes.

Looking to the future, executives are more focused on developing people skills, with time management and prioritization, collaboration, and communications topping the list.

AI has sparked fears across industries that the technology will take people’s jobs. IBM and WEF’s research is at least encouraging that AI may be poised to co-exist alongside human workers, albeit with some reskilling on the part of humans.

According to Business Insider, Zoom has told employees that individuals working within 50 miles of an office must work from the office at least two days a week.

“We believe that a structured hybrid approach – meaning employees that live near an office need to be onsite two days a week to interact with their teams – is most effective for Zoom,” a company spokesperson said. “As a company, we are in a better position to use our own technologies, continue to innovate, and support our global customers.”

“We’ll continue to leverage the entire Zoom platform to keep our employees and dispersed teams connected and working efficiently,” the spokesperson added.

The reversal by a company that has been at the forefront of the remote work revolution is a stunning development, especially at a time when research is showing that RTO mandates have been a costly disaster for most companies. In addition, research increasingly shows that most employees are more productive and work more from home than in the office.

According to Business Insider, New Zealand nonprofit, 4 Day Week Global conducted a pilot program with companies in the US, UK, and Australia. The program was designed to determine what, if any, benefits there were from transitioning to a four-day workweek.

The pilot program’s results were rather enlightening, with company revenue increasing by 15%. What’s more, despite employee work intensity dropping, overall efficiency was up, as was employee satisfaction. In fact, one-third of employees said they were less likely to leave their job as a result of the change.

The study, conducted over an entire year, is one of the most comprehensive such studies, giving companies plenty of long-term data in support of a four-day work work.

“A concern we frequently hear is there’s no way the results from our six-month trials can be maintained, as the novelty eventually must wear off, but here we are a year later with benefits only continuing to grow,” said Dale Whelehan, CEO of 4 Day Week Global. “This is very promising for the sustainability of this model, and we look forward to tracking companies’ experiences well into the future.”

As Insider points out, at least one US lawmaker is using the study as impetus for permanent change in the American workforce.

“4 Day Week Global’s latest study make the urgent need for my Thirty-Two Hour Workweek Act overwhelmingly clear,” Rep. Mark Takano said in a statement. “The four-day workweek can be implemented with positive impacts on workers and businesses, and this extensive study bolsters the employee feedback from shorter trial studies. The four-day workweek is here to stay.”

Generative AI is poised to revolutionize multiple industries, with many experts predicting software development will be one of the most heavily impacted. In fact, Nvidia CEO Jensen Huang recently proclaimed that “everyone is a programmer,” thanks to AI.

In spite of being one of the leading companies pioneering generative AI, with its Bard chatbot, Google is telling its own employees not to rely code generated by Bard, according to Reuters:

Asked for comment, the company said Bard can make undesired code suggestions, but it helps programmers nonetheless. Google also said it aimed to be transparent about the limitations of its technology.

Google’s stance illustrates the challenges companies face adopting technology that is still very much in its infancy.