If you don’t invest in risk management, it doesn’t matter what business you’re in, it’s a risky business. - Gary Cohn, American Business Leader IBM
2020 taught us two distinct things: organizations are capable of adapting to monumental change, and identifying and eliminating risks must be a central focus for survival. A risk management plan does not need to be extensive and complex. It does, however, need to be approached with a proactive mindset rather than a reactive one.
I remember my mom would make sure I had a quarter in my pocket in case I had to make an emergency call while out with friends. The quarter obviously for the payphone. Do you remember using the payphone? How about when watching your first music video? MTV was a big thing back in the early 80s. Some of us can remember those firsts in our culture yet for some of our colleagues, that transition from “how it was” to “how it is” did not happen. It just always was.
Say what you want about 2020, but it forced each of us to push our personal and professional boundaries of accepting change and quickly adapting to our new reality. One of the greatest lessons we should take away from this year is that we are capable of accelerated change when forced to do so. We now know that we are capable of rapid change and it will be the norm in our professional lives moving forward. We now must embrace change more quickly than ever. With industry 4.0 and the Industrial Internet of Things (iIOT) on our doorstep, we have the opportunity to make the greatest leap forward in manufacturing in 2021 that we have seen in 50 years.
An original article byScott Cruz from Greensfelder.
On March 23, 2021, Illinois Gov. J.B. Pritzker signed into law Senate Bill 1480, the Employee Background Fairness Act. This impacts certain Illinois employers because it imposes new reporting and registration requirements concerning employee demographics and pay under the Illinois Business Corporation Act (IBCA) and the Illinois Equal Pay Act (IEPA), and creates new whistleblower anti-retaliation protections under the IEPA. The amendments take effect immediately.
Knowledge transfer for new employees is often the bottleneck to effective and efficient onboarding and can be a major source of downtime when the right knowledge is unavailable on-site. The RealWear HMT-1 provides solutions to these problems, and more, in an intuitive and safe way.
Imagine this: you are on a beautiful bike ride, miles away from any sign of civilization – you may be a casual biker, or you belong to the bikepacking community (people who go on remote bike trips for days or weeks at a time). The essential devices that keep you safe and connected are in a dire state: a cell phone is on the verge of dying, lights are dead, your external battery pack is running low on juice. What do you do?
Written by Michael Taylor, Mechanical engineer and project manager at NIST MEP.
Now that you’ve taken time to investigate the idea on implementing stay interviews to help retain your workforce, to the next step is to explore the types of skills you will need as an interviewer. Being a successful leader includes holding meaningful conversations - a skill that requires effort and practice. Instead, there are a handful of proven skills that transform the ordinary into extraordinary.
2020 tested companies’ agility and adaptability to the unforeseen. The fortunate companies that were able to keep their doors open, have been learning day by day what is needed to survive and thrive in the future.
One essential piece continues to be pertinent – employees. Employees are the ones who are continuing to generate revenue, produce quality goods, and satisfy customers. Being reminded of this, it is critical to retain those skilled workers during these possible trying times. So, ask yourself, how can you truly make each individual employee a priority? – Through conducting stay interviews.