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I write about people @ work, their motivations, triumphs, tragedies, gut wrenching strife and struggles and their heartwarming stories of winning against odds.

Do you know if you are a giver or taker, maze or a map, island or a bridge, rainbow or a cloud? Explore this and more with the only question worth asking yourself about 2020.

Photo by Joshua Earle on Unsplash

The only question worth asking yourself is; Did I like the version of me that showed up in 2020? Did it make me happy, give me joy and fulfillment?

2020 has been a year like no other, a year of curveballs, paradoxes, enormous challenges, and unprecedented crises. We all react differently to crises. Staring into the snow, in the warm glow of the fireplace, I am reflecting on the year gone by. So many questions rush to my mind, and I try to be honest with myself as I think; Who am I in a crisis? How do I show…

How does Return to Work survey data correlate to employee engagement and resilience?

Return to work infographic

Future of work is hi-flex

95% of employees want some control over how, when and where they work

Source: Workplace Intelligence and Savanta, Inc. survey Feb 2021

80% of employees want some form of hybrid work

Source: Microsoft 2021 Work Trend Index

70% of employees want to work remote for at least 2 days/week

Source: Stanford SWAA March 2021

75% of employees would give up at least one workplace benefit or perk for the freedom to choose their work environment

Source: Workplace Intelligence and Savanta, Inc. survey Feb 2021

Remote work is effective

87% of employees found remote working same or better than expected

Source: Stanford SWAA March 2021

80% of employees reported same or higher productivity working remotely

Source: Stanford SWAA March 2021

67% of employees view remote work as a benefit or extra pay

Source: Stanford SWAA March 2021

Compared to one year ago, 39 percent of people in our study said they are more likely to be their full, authentic selves at work

Source: Microsoft 2021 Work Trend Index

“People who interacted with their coworkers more closely than before — by meeting their children and pets over video, or even sharing a cry — not only experienced stronger work relationships (+12%), but also reported higher productivity (+23%) and better overall wellbeing (+9%)”

Source: Microsoft 2021 Work Trend Index

The Case for Change

Engagement — Globally, employee engagement decreased by 2 points to 20% in 2020

Source: Gallup 2021 global workplace study

Resilience — Only 15% of workers globally are Highly Resilient

Source: ADP Research Institute Global Workplace Study 2020

Stress — 43% of global employees (57% in US & Canada) experienced stress during a lot of the previous day

Source: Gallup 2021 global workplace study

Burnout — Burnout is widespread — 54% of workers said they are overworked, 39% said exhausted

Source: Microsoft 2021 Work Trend Index

The Great Resignation — 41% of those surveyed said they’re mulling leaving their jobs

Source: Microsoft 2021 Work Trend Index

Flex or Quit — 54% would consider quitting their job if not given some form of flexibility in where and when they work

Source: Gallup 2021 global workplace study

Data is clear

People are speaking up

Is your company listening?

Surely we can and must do better

Join our mission to humanize work, cultures and leadership by signing up!

Web: Just Human | Not Resources

The fundamental questions on how flexible and who decides are at the root of the debate.

return to work infographic
Created by

Over the last month, we have seen a wide variance in responses from companies as they plan for their employees to return to the workplace post pandemic.

There are 4 types of companies emerging in this debate and they differ on 2 key aspects:

  1. How they define flexibility
  2. Who decides on the degree of flexibility — Does the company define where and when they want their people to do work out of, or does the employee decide on the flexibility they need.

These responses have ranged from the dogmatic to the progressive.

1. The Stuck

The conversations in these companies center around


Employees and employers seem to be on 2 different pages of 2 completely different books when it comes to return to work (place).

On one hand, companies are struggling to articulate why they need people in an office, what work (if any) did not get done due to remote work, especially in light of strong results.

On the other hand, People are hurting and not feeling heard.

We have an opportunity to listen to what people want, try experiments, and pilots to see what works, and use a more data based approach to reimagine the future of work, and create sustainable work solutions that help people do their best work.

The pandemic has tested us in many ways, and I would contend that…

A year of pandemic lockdowns, remote work and inescapable reflections. This is our story.

Photo by Author

“Do we ever want to go back to our life before the pandemic?”, we ask ourselves on an especially snowy evening. It was a question that would not leave us alone and came up increasingly more often with a greater sense of urgency every time. Fast forward a year later — we have left our jobs, moved across the country to a tiny, quaint, ocean side town, with a population smaller than our office building, and are taking a year off. This is our story.

As we were embarking on this journey and talked to colleagues and friends, we realize…

What should you do if your colleague tears up?

Photo by Luis Galvez on Unsplash

3 different brilliant talented inspiring women leaders cried in my office,… in the same week. The reasons for their tears were as different as the women themselves. But each one of them, as their eyes welled up with tears, felt terrible about “letting emotions get the better of them”, and they apologized profusely. Why did they need to apologize?

We have grown up in a corporate world where emotions, especially negative ones are taboo, at work. It is a world that just couldn’t embrace the whole human, and struggled to deal with the heart that came along with the human…

An annual tradition to manufacture hope, when it isn’t easy to find

Photo by Ricardo Gomez Angel on Unsplash

10 years ago, I started sending new year messages to people I didn’t know.

That first year, I wasn’t in the best place, and I was worried that I would carry my unhappiness and frustration into the new year. I was out of ideas, and inspiration. After a few days of moping, I figured there might be others in the same boat as me. So I forced myself to sit at the computer, and manufacture hope. It was difficult, it seemed like everything I wrote in the new year message had a dark side or a sting in the tail…

Shaping the future of people @ work

I love a challenge. So I chose a profession where no two days could possibly be alike, i.e., human resources!

I am endlessly fascinated by people, organizations, and their path to greatness. The triumphs, the failures, the obstacles, the gut wrenching strife and struggles, the heartwarming stories of winning against odds — all of it. I love helping organizations and people be their best, by unlocking hidden potential, leading them to achieve ‘impossible’ goals.

Two decades, Fortune 500 companies, and some globe trotting later, I am as fascinated by the dynamics of people in organizations today, as I was when…

Year of the Human? Year of Reimagining Leadership and DEI? Year of Rethinking Sustainable Work and Workspaces?

Photo by Pixabay on

Staring into the abyss of a crisis, forces us to reevaluate our priorities and how we live. 2020 was that kind of a year, for all of us, all at once. Did it make us rethink our world, how we coexist, how we are shaping the future, and the choices we are making?

Are these on your mind too?

Year of the Human

We had a unique window into our colleagues lives, their challenges and joys. Who we are, at home and at work, have never been more blended, than they are today. The compartmentalization of our lives fell apart, as our worlds collided…

Photo by Christina @ on Unsplash

Ok, here’s the real deal. Hiring is a conscious action. We are NOT sleepwalking through hiring decisions, driven by our unconscious biases.

Every decision we make on the road to a final selection, is a conscious choice to either be inclusive or not. We have an opportunity, and a responsibility, to be intentional and deliberate about each of these micro- decisions, that leads up to the final hiring decision.

We have to tackle some common myths, before we get to these micro-decisions.

Myth 1 — We need to lower our standards to hire diverse talent

Reality — NO! You don’t…


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