A Gartner article states nearly 90% of HR leaders feel their organization has been ineffective or neutral at increasing diversity representation. To overcome that: Go beyond mentoring. Increase representation. Reframe talent processes.  Read article

Marlene Chism writes in "SmartBrief" that three rules can prevent conflict mismanagement: No blindsides. Stop avoiding. Understand your culture. Read article

Any organization can get decision rights right if its leaders will give the matter enough attention and focus, according to a Deloitte Insights article by Tiffany McDowell and David Mallon. Getting it right, according to the authors, depends largely on a small set of factors. Their research shows that organizations with high organization design maturity: Simplify and clarify decision rights across the organization. Establish strong, transparent accountability for decisions made. Align individuals in decision-making groups to a common mission. Encourage distributed authority. Prioritize the customer voice in decisions. Click for article

Only 14% of employees strongly agree their performance reviews inspire them to improve, according to a Gallup article. Among Gallup findings, when managers provide weekly vs. annual feedback, team members are: 5.2 times more likely to strongly agree they receive meaningful feedback. 3.2 times more likely to strongly agree they are motivated to do outstanding work. 2.7 times more likely to be engaged at work. Click for article

A new McKinsey & Co. report says companies that want to keep their employees need to be more flexible.  The company's recent study of more than 35,000 workers with spouses or live-in partners in various professional sectors found that 89 percent of women and 70 percent of men are part of a dual-career couple (DCC) — meaning both partners have jobs. The couples come from all racial and ethnic groups and span all income levels. "Companies can do more to base promotions and top-executive-hiring decisions on output rather than input to ensure equity for employees in DCCs," the report states. "Too many companies mistake quantity (as in the number of hours an employee spends on the job) for quality (reflected in the employee’s output)." The report explains that companies can help employees in DCCs succeed and feel fulfilled at home and work by ensuring these employees have access to professional development and career advancement, support for maintaining work–life balance, and sponsorship opportunities. Specifically, companies can take the following actions: Provide supportive managers and ensure equitable growth opportunities, especially for lower-level workers.  Encourage ambition by making top positions seem feasible.  Create a culture that encourages work–life balance.  Ensure consistent access to sustainable sponsorship.  Click for report