（编者注：今天的文章是由赞助商 我们的克罗诺斯朋友，人力资源管理和人力资本管理云解决方案的领先供应商。克罗诺斯已推出 employee contact-tracing capabilities for their customers at no additional charge. Check out their COVID-19 Resource Center for details. Enjoy the article!)
Every year, The Workforce Institute at Kronos publishesa list of global workforce predictions。其中一个大胆的预测，该集团2020年由曾与管理员工积极性的事。这是实际的预测（一月发布回）。我会让你决定如何在目标它一直至今。
Guidelines, ground rules, and guardrails (oh my!)：处理政治话语，行动，并在分裂倍的雇主和雇员的关系。在全球经济和政治动荡的时候，雇主必须确定他们将如何在工作场所管理争议和分歧的潜在动力。全球员工积极性和若隐若现的政治选举的风潮将挑战，即使是最强的企业文化。组织精益成更正式的多样性，平等和包容的战略 - 建立在职场文化基础，福斯特尊重，开放和信任 - 而建立的话语和行为，在工作的指导方针和基本原则将是更适合的，以保持一个富有成效工作场所。企业领导人可能会被要求设置为从顶部文明和宽容的基调。
Over the past few weeks, Kronos, together with its new family at Ultimate Software following the closing of what’s being touted as a ‘merger like no other,’ has been a leader in the discussion about diversity and inclusion in the HR space. They’ve taken a stand to support equality, end racial injustice, and systemic racism. They’ve recognized the historical significance of Juneteenth and made it a company‐wide holiday for the now 12,000 global employees. They’ve celebrated the recent U.S. Supreme Court ruling on Title VII of the Civil Rights Act that says employment discrimination on the basis of sexual orientation and gender identity is illegal.
此外，本周，克罗诺斯和Ultimate宣布股权在工作委员会（EWC）的形成。该小组将包括思想领袖和实践者谁将会一起工作的理解和发展科学托换多样性，平等，包容，和归属感。他们已经创建a social room on LinkedIn任何人谁是有兴趣学习和促进工作中的平等和包容。检查出来，当你有一个时刻。
The reason I wanted to mention recent statements and activism from Kronos and Ultimate is because, if you go to their Facebook pages or LinkedIn accounts, you’ll see employees (who call themselves Kronites and UltiPeeps) are chiming in and saying how proud they are to work for a company that stands for something. This isn’t new. Employees want to work for organizations that they can be proud of.
If you’re looking for some additional reading on how your organization can support employee activism, here are a few articles from The Workforce Institute specifically focused on the subject.
Workforce Institute advisory board member Dan Schawbel wrote that more than a third of employees have spoken up to support or criticize their employer’s actions over an issue that affects society. In addition, almost half of Millennials have spoken out about issues as well as 27% of Baby Boomers. Research is telling us that employees are most encouraged to do their best work when they feel their ideas, projects, and contributions are valued by the organization and its mission.
According to a 2019 SHRM survey, more than half of Americans feel that discussions of politics in the workplace have become more common. The same survey indicated that 42% had been involved in a political argument, and 1 in 10 say they’d personally experienced differential treatment because of their political views or affiliation. Dr. Chris Mullen, director of HCM strategic advisory services at Kronos and the该研究所劳动力的新的执行主任, said it’s time for employers to step in. “Employers need to find a way to meet both sides in the middle. It might behoove employers to develop training to help employees better understand how to interact with one another on such polarizing topics such as the election. The bottom line is that all efforts should aim to promote mutual respect and civility among employees.”
While this story happened a few years ago, it’s a very relevant example of employee activism. Market Basket is a privately held and wildly popular grocery chain with approx. 25,000 employees. When their beloved CEO was ousted as a result of a power struggle, employees rallied behind him, demanding his return and, in some cases, losing their jobs in return for their activism. And customers started backing the well‐organized employee outreach that was driven largely through social media.
一个我们看到员工的积极性发挥企业文化作用的原因是因为员工希望知道他们的工作是某处的股份价值和信仰。他们想知道，the organization they work for要支持社区。12