The New Way We Work Por arte de portada

The New Way We Work

De: Fast Company
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  • Resumen

  • Fast Company deputy editor Kathleen Davis takes listeners on a journey through the changing landscape of our work lives. Each episode explores the future of work, including the state of remote and hybrid work amid the return-to-office battle; how AI will change the way we do our jobs; the status of gender equity and DEI efforts; rethinking career ladders and ambition; motivation and what makes work meaningful; and the progress on mental health and disability issues at work. And as if all that isn’t enough, she also shares practical advice for interviews, résumés, and salary negotiations, as well as the latest office jargon, just how useful personality tests really are, and more.
    © Fast Company Magazine | The New Way We Work
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Episodios
  • No one knows what’s in the fine print

    No one knows what’s in the fine print
    Jun 3 2024
    One in five American workers have signed a noncompete clause in their employment contract, and many likely had no idea what they were agreeing to. Noncompete clauses typically prevent workers from joining competitors for a certain period of time after their employment; and although many people only expect to see those restrictions only in high-level positions, they actually apply to a surprising number of jobs. Low-wage workers in fast-food service, nurses and other healthcare professionals, and even temporary Amazon employees have all found themselves bound by noncompete clauses that make it nearly impossible to find another job. Earlier this spring, the Federal Trade Commission (FTC) banned the use of noncompetes for most workers, prompting legal challenges from business organizations that will continue for many months. But if that ban goes into effect, the FTC believes it could raise wages by as much as $300 million. Evan Starr, an economist and professor of management and organization at the University of Maryland, studies noncompetes and believes the ban would also enable greater innovation, creativity, and entrepreneurship.
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    31 m
  • Figuring out your best office communication style

    Figuring out your best office communication style
    May 27 2024
    Should you send an email, or is Slack the better way to communicate with your colleagues? Is it ever okay to text a client? Can you use emojis with your boss—and if you can, should you? Communication at work can be really fraught and depends on the subject matter, your industry, your company culture, plus your individual style and preference. And given all that, there’s lots of room for mistakes and misunderstandings.In this LinkedIn Audio conversation with senior editors Lydia Dishman and Julia Herbst, we talked about navigating the world of workplace communication styles, and how to pick the best method for your particular situation.
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    30 m
  • Work is ableist

    Work is ableist
    May 20 2024
    According to the Centers for Disease Control and Prevention (CDC), 61 million adults in the United States have at least one disability, and for nearly half that population, the disability is invisible or at least not apparent. These conditions often don’t manifest in ways that are immediately evident to others—such as chronic pain, diabetes, autism, ADHD, learning disabilities, arthritis, and more. And although the Americans with Disabilities Act (ADA) was passed in 1990 to protect against discrimination, many employees or job candidates are reluctant or scared to disclose a disability for fear they wouldn’t be treated fairly or even get hired in the first place. And it seems many employers are clueless about what they’re doing wrong. So how can we make advocacy easier, open up opportunities, and build a world of work that works for everyone? Ludmila Praslova, a professor of psychology at Vanguard University, recently wrote about how her autism affected her onboarding experience at a new job. In her new book, ‘The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work,’ Praslova delves into the challenges of self-advocacy, disclosing a disability, and what employers need to change to create neuro-inclusive environments.
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    41 m
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