They’ve outsourced the worst parts of their jobs to tech. How you can do it, too.; The Washington Post, January 20, 2026

 Danielle Abril, The Washington Post; They’ve outsourced the worst parts of their jobs to tech. How you can do it, too.

"Artificial intelligence is supposed to make your work easier. But figuring out how to use it effectively can be a challenge.

Over the past several years, AI models have continued to evolve, with plenty of tools for specific tasks such as note-taking, coding and writing. Many workers spent last year experimenting with AI, applying various tools to see what actually worked. And as employers increasingly emphasize AI in their business, they’re also expecting workers to know how to use it...

The number of people using AI for work is growing, according to a recent poll by Gallup. The percentage of U.S. employees who used AI for their jobs at least a few times a year hit 45 percent in the third quarter of last year, up five percentage points from the previous quarter. The top use cases for AI, according to the poll, was to consolidate information, generate ideas and learn new things.

The Washington Post spoke to workers to learn how they’re getting the best use out of AI. Here are five of their best tips. A caveat: AI may not be suitable for all workers, so be sure to follow your company’s policy."

Your employees may be leaking trade secrets into ChatGPT; Fast Company, July 24, 2025

 KRIS NAGEL , Fast Company; Your employees may be leaking trade secrets into ChatGPT

"Every CEO I know wants their team to use AI more, and for good reason: it can supercharge almost every area of their business and make employees vastly more efficient. Employee use of AI is a business imperative, but as it becomes more common, how can companies avoid major security headaches? 

Sift’s latest data found that 31% of consumers admit to entering personal or sensitive information into GenAI tools like ChatGPT, and 14% of those individuals explicitly reported entering company trade secrets. Other types of information that people admit to sharing with AI chatbots include financial details, nonpublic facts, email addresses, phone numbers, and information about employers. At its core, it reveals that people are increasingly willing to trust AI with sensitive information."

Want the legal right to ignore your boss outside working hours? Learn from the French; The Guardian, August 23, 2024

 Alexander Hurst, The Guardian; Want the legal right to ignore your boss outside working hours? Learn from the French

"Every August, the same set of transatlantic memes about work and holiday circulate on social media. The European is depicted as out of the office with a strict attitude towards switching off and not responding to clients (“I’m away camping for the summer – please contact me as of 2 September”) while for the American there is no such luxury (“I’m in the hospital – I’m so so sorry for the 30-minute delay in getting back to you!”)...

Since 2017, French labour law has included the “right to disconnect” – a measure the UK government is now also considering. The law, which applies to companies with more than 50 workers, obliges businesses to clearly define normal working hours and set out policies around work communications negotiated with employees, andallows workers to be unreachable, or to not reply, when work is over. Other European countries, including Belgium, Spain and Italy, have since followed suit.

Sarah Wachter, communications manager at a Paris-based fintech company, says that at her workplace “there is so much encouragement not to respond after hours”, which she attributes to “a combination of knowing it’s the law and knowing that people support it. I feel 100% in my rights to disconnect every weekend, in the evenings, when I’m sick, on vacation. I feel no pressure to answer my emails or other work communications.”

In contrast, Sabina, a 29-year-old American currently working remotely from Paris, told me that she was seeking a transfer to her company’s European office – in part because she was fed up with the expectation that she would always be available."

Australian employees now have the right to ignore work emails, calls after hours; Reuters, August 26, 2024

Lewis Jackson, Reuters; Australian employees now have the right to ignore work emails, calls after hours

"Is your boss texting you on the weekend? Work email pinging long after you've left for home?

Australian employees can now ignore those and other intrusions into home life thanks to a new "right to disconnect" law designed to curb the creep of work emails and calls into personal lives.

The new rule, which came into force on Monday, means employees, in most cases, cannot be punished for refusing to read or respond to contacts from their employers outside work hours."

Ethics Week set for Nov. 6-12; University of North Georgia, November 3, 2023

  Denise Ray, University of North Georgia; Ethics Week set for Nov. 6-12

"The University System of Georgia (USG) will promote Ethics Week from Nov. 6-12 with the University of North Georgia (UNG) offering various events focused on ethical awareness. It serves as a reminder to employees of the importance of an ethical culture and UNG's year-round commitment to compliance with USG policies, as well as state and federal laws.

UNG promotes a culture of excellence by bringing awareness to its core values of integrity, student-focus, excellence, engagement, and service.

"Leading ethically means an individual does the right thing, even when no one is looking. At UNG, we strive to make it easy to do the right thing and hard to do the wrong thing," Jill Holman, director of internal audit, said. "We exist to enroll and educate students. Teaching ethical leadership in the classroom and through our actions is vitally important in promoting a culture of excellence. Join us this week in celebrating our ethical culture here at UNG."

How Understanding the Power of Empathy Makes You a Better Leader; Entrepreneur, August 9, 2022

Erik Bergman , Entrepreneur ; How Understanding the Power of Empathy Makes You a Better Leader

"The true goal of empathy is to focus on people's emotional experiences and build strong connections through this process. When someone shares their feelings or an experience that has impacted them, your goal as an empathetic person is to connect with that person's emotional experience and feel along with them. This can help you develop an understanding of why they act and react the way they do to various situations. But that shouldn't be your main focus when you have these vital interactions...

You can improve your empathy by implementing these practices into your everyday conversations with employees:

• Be curious: In order to connect with someone, you must be curious about their background, personal experiences, unique perspective and feelings. So, you have to ask questions. Spend less time focusing on what's going on in your life, and make room for others to tell you about their experiences or how they feel regarding a work conflict, a project or any personal issues they're facing outside of work. While you don't want to pry or invade their personal boundaries, you should check in with them regularly to open that door...

• Validate others' feelings: When your employee is telling you about a personal or professional experience that's affected them, you can let them know that you recognize and value how they feel. Verbally express this by saying "I would feel the same way" or a similar phrase. You can also use your body language to nod your acknowledgment or tilt your head to show that you're engaged in what they're saying. As you consciously practice these signals, they'll become more instinctive...

All of these steps show that you care about your employees and team members. Caring is a key element of empathy, because we can really only empathize with others when we also care about their well-being and success. But the goal of empathy is not to care performatively (caring for the sake of seeming like you care); the goal of empathy as a leader is to actually care for your team members, so you can connect with them and build strong relationships that help you reach goals together."

Office snacks might be dying off. Good.; Vox, May 5, 2022

Emily Stewart , Vox ; Office snacks might be dying off. Good. 

If your employer loves you, they should give you money, not a granola bar.

"I’m not saying office snacks are the devil. (And maybe I’m just the office snack grinch!) Of the ways companies try to get employees to work longer and harder and feel better about their jobs without having to do much, snacks are just a small factor. Some firms pay for dinner, but only if you stay until a certain time. Or they’ll put gyms and massages and dry cleaning services on the premises, which again, sure, fine, but maybe everyone would be fine just working out without their coworkers around, and leaving the premises to do so. And all of these perks shouldn’t overshadow what really makes a workplace good: good pay, reliable benefits, a safe environment. A couple of years ago, I talked to a Family Dollar worker who said corporate had sent her store cookies at the outset of the pandemic while the workers waited for sneeze guards. I think about it a lot.

If work-from-home and a dying tax deduction are the death of office snacks, it won’t be the end of the world. They were never that great in the first place."

Georgia Tech Introduces Code of Ethics; Georgia Tech, April 11, 2022

 Georgia Tech; Georgia Tech Introduces Code of Ethics

The Code of Ethics is a living document that is a tool to help employees navigate ethical decisions they may face.

"Georgia Tech’s Office of Ethics and Compliance is excited to introduce a Code of Ethics, a resource to support employees as they navigate decision making at Georgia Tech. The Code of Ethics is aligned with the Institute’s nine strategic values and a culture of ethics.

When developing the Code of Ethics, the Office of Ethics and Compliance assembled a working group of faculty and staff stakeholders to share their subject matter expertise and review content. They worked to make the document easy to understand, eliminating legalese whenever possible. The code also includes visuals, such as flowcharts and other graphics, to make it visually appealing and reader friendly.

“The Code of Ethics is not a rule book or a policy. It is a living document that is a tool to help employees navigate ethical decisions they may face,” said Sally Robertson, senior counsel in the Office of Ethics and Compliance. “And while it can't tell you what to do in every situation, it can provide a great starting point.”

Current employees are invited to attend the Code of Ethics Employee Celebration to be held Wednesday, April 13, from 11 a.m. to 1 p.m. on Tech Green. Attendees who download or obtain a hard copy of the Code of Ethics will receive a food truck voucher (limited to the first 100 attendees), a free t-shirt, or a free King of Pops popsicle (first come, first served as supplies last)."

What to do if you're struggling with your mental health at work; NPR, March 10, 2022

Jordan-Marie Smith, NPR; What to do if you're struggling with your mental health at work

"When you're not in the right headspace, being at work can be difficult. 

Whether it's depression, burnout, anxiety or something else, struggling with your mental health while you're waiting tables or sitting behind a desk can disrupt your life and your job. 

But there's a stigma to taking time off to care for your mental health that's not present with physical health. The mindset is, "Just work, work, work, push through it and get to the other end and deal with it," says Jody Adewale, a Los Angeles-based psychologist and medical advisor for the mental health advocacy foundation, Made of Millions. 

Addressing your mental health needs is important — and human. "It's not a character flaw or a character defect or a sign of weakness," says Adewale. "It's something that everyone I think on this planet will experience at one point or another in their life."

Life Kit asked mental health professionals how to spot an issue and what the options are when you do. 

While we know there's no such thing as the perfect job, there are tools for both employees and managers to make work a better place to be...

Resources

Here's a non-exhaustive list of resources for workplace mental health:

• The CDC offers a wealth of resources, including a glossary of terms and suggestions for managers.
• Did you know you can train in mental health first aid? Here's where to find training and mental health aid resources. 
• Made of Millions is a global mental health advocacy group that offers lots of training and resources. Here's their letter to your manager, and here's their global directory of resources.
• Not 9 to 5 is a global non-profit focusing on mental health advocacy in the foodservice and hospitality sectors. Their website offers a lot of great workplace mental health resources.
• Here's a breakdown of how to implement psychological safety in the workplace, from ShiftCollab, a therapy collective

16 Tips To Transform Employee Performance Evaluations In 2022; Forbes, January 24, 2022

Forbes; 16 Tips To Transform Employee Performance Evaluations In 2022

"As hybrid and remote work solutions continue to become the new norm throughout the Covid-19 pandemic and beyond, many business leaders are rethinking how to adjust what used to be an in-person employee annual review process now that there are more people working from home on a regular basis. 

In December 2021, Psychology Today reported that organizations are now more likely to implement systematic, frequent (rather than annual), and shorter reviews that are focused on productive feedback, guidance and coaching to help their staff members make better decisions.

Depending on how your department managers choose to conduct their employee performance evaluations, a streamlined approach may be a better fit and beneficial for all parties involved. Below are 16 ideas that Forbes Human Resources Council members have put in place to transform employee evaluations in their organizations."

Q&A: How Empathy Makes for Effective Leadership; HR Exchange Network, January 3, 2022

Francesca Di Meglio , HR Exchange Network; Q&A: How Empathy Makes for Effective Leadership

"The next generation of leaders must have empathy. Life is hard, and the pandemic made it harder. So, kindness and heart are becoming more important than even practical skills like accounting. Many employees are facing tremendous pressure, and now HR leaders are responding. Mental health and wellness are top priorities of organizations aiming to recruit and retain top talent. 

As a result of this shift, employers are recognizing the need for softer skills in hires. Recently, Maria Leggett, director of Education at MHI in Charlotte, North Carolina, spoke to HR Exchange Network about the importance of empathy in leadership. Leggett will be hosting a session at the online event HR and the Future of Work, which takes place February 22 to 24, 2022. 

HREN: Why is empathy vital to leadership? Why has it come to the forefront now?

ML: There is room for kindness. Now more than ever, we need kindness in the workplace. With the talent shortage and remote work, employees have more and more career options. As a result, managers need to be more people-focused and incorporate empathy and kindness into their leadership approach.

Empathy is about understanding. Having compassion allows us to see different points of view and perspectives. Employees want to be more than just "seen." They want their managers to know that they work hard and accomplish a lot while having a life outside of work. When managers connect and collaborate with their teams effectively, they learn more about their strengths and skills and get the most out of their interactions with their teams. Empathy helps facilitate that.

HREN: How do you teach or help managers to be empathetic?

ML: Slow down, ask questions, listen more, and be authentic. When people hear more and talk less, they can be open to different perspectives and respond more appropriately to situations.  While managers may have to deliver feedback that is not always positive, people are more likely to receive the input when delivered with empathy and genuine authenticity.  

COVID has allowed people to be more authentic as they worked out of their homes, allowing people to see a personal side and providing people space to be their whole self. That won’t change when things get back to a more stable state. COVID has demonstrated that people can still show up and accomplish great work, even with a chaotic personal life. No one has time for someone to be micro-managing, uncompromising, and lacking empathy. Empathy is changing the fabric of our work culture."

What’s keeping HR up at night? The Great Resignation and much more; Human Resource Executive, January 24, 2022

Kathryn Mayer, Human Resource Executive; What’s keeping HR up at night? The Great Resignation and much more

"All the turmoil of recent years has employees re-evaluating their lives and work,” Jezior says, explaining that more than half of the workforce says the pandemic has them reevaluating their priorities and a third say it’s causing them to consider changing careers.

Furthermore, burnout and other stresses have soared as a result of COVID-19 and its associated challenges, with employees working longer hours, taking less time off, forgoing vacations and dealing with a loss of work-life balance as boundaries blur when they are working remotely.

“The pandemic was the straw that broke the camel’s back,” Jezior says. “Employee burnout was simmering long before the pandemic, and now it’s boiled over. [More than half] of working Americans say they are burnt out at work, and that’s just an unsustainable situation for employers who want to keep their workers. Also, employees now have more leverage on salary and benefits, and they often are willing to go to the highest bidder.”"

Your Company's Diversity Efforts Need to Include Learning Differences; Time, January 10, 2022

FRED POSES , Time ; Your Company's Diversity Efforts Need to Include Learning Differences

"There’s no denying that the past two pandemic years have been uniquely challenging for managers and employees alike. But amid all the upheaval Covid has brought to our working lives, it’s also sparked two trends that, taken together, signal a moment of real change for workers with thinking and learning differences.

The first is companies’ increased commitment to diversity, equity, and inclusion (DEI). Despite the fact that one in five people in the United States is born with ADD, ADHD, dyslexia, or other atypical abilities, they’ve often been left out of discussions about DEI. But when an organization can honestly reflect on how its systems prioritize some groups over others—on whose needs get elevated and whose needs get sidelined—it creates new space for those with learning differences to make themselves heard."

Warren Buffett Says These Often Ignored Traits Separate Successful Leaders From All Others; Inc., January 18, 2021

Marcel Schwantes, Inc.; Warren Buffett Says These Often Ignored Traits Separate Successful Leaders From All Others

"2. Value your employees' whole being.

I have found that leaders of the best organizations value the whole person -- their emotional, mental, physical, and even spiritual well-being -- to achieve outstanding business outcomes. The evidence overwhelmingly asserts that a more humane and human-centered approach to leadership will produce great results.

3. Lead with empathy.

An empathetic leader is important in keeping employees engaged. Empathetic leadership involves investing in the individual contributors on the team and listening and acting on employee needs. However, if managers are not trained to understand how to recognize and respond to these needs, it can negatively impact employee engagement."

What Do I Do if My Employer Does Something I Can’t Abide?; The New York Times, June 12, 2020

Roxane Gay, The New York Times; What Do I Do if My Employer Does Something I Can’t Abide?

You have to calibrate the difference between dumb and unacceptable, what you can live with and what you cannot.

"You have to pick your battles. You have to calibrate the difference between stupid and unacceptable, what you can live with and what you cannot. Because you work for a newspaper that will always publish a range of content, some of which you agree with and some of which you do not, you also have to calibrate the difference between disagreement and disgust.

That’s the tidy answer that doesn’t really force you to make the difficult decision. But now, more than ever, with so much at stake, we have to be willing to make difficult decisions. We have to be willing to make ourselves uncomfortable in service of what’s right. When the Minneapolis police officer Derek Chauvin kept his knee on George Floyd’s neck for nearly nine minutes, three of his co-workers stood by and did nothing. When a police officer in Buffalo shoved a 75-year-old man to the ground, dozens of his co-workers walked past that fallen man, bleeding from his ear. They did nothing.

Most situations in which you object to your employer’s conduct won’t be so extreme. But something terrible happened in this country, something that has happened with horrifying frequency. Each time we think maybe this time, something will change. For a few days or even a few weeks, change seems possible — and then we all get comfortable again. We forget about whatever terrible thing once held our attention. A new terrible thing happens. We get outraged. It’s a vicious cycle, but it is one we can break. When your employer does something that violates your ethical code, when it does something that endangers employees or the greater community, you have to ask yourself if you are going to do nothing — or get angry, vent and hold your employer accountable in whatever ways you can. I am, perhaps, simplifying the choices you can make, but maybe doing the right thing is far simpler than we allow ourselves to believe."

Life during lockdown might be much better if technophobia hadn’t held back innovation; The Washington Post, April 30, 2020

Jason Feifer , The Washington Post; Life during lockdown might be much better if technophobia hadn’t held back innovation

"Now that much of the world is in lockdown, relying on technology that many viewed with worry and suspicion mere months ago, the consequences of that fearfulness are coming into focus...

Too bad so many bosses once resisted allowing employees to work from home — even though research has found that remote workers are more productive, take shorter breaks, take less time off and stay with their companies longer. That resistance inevitably limited the marketplace for video tools, leaving only a few options available when the pandemic crisis struck.

Unfortunately, that’s how things tend to go with new technologies. Fear leads to smaller markets, reducing investment by innovators.

This story has repeated itself across time and culture...

How will we handle the next wave of innovation? That will be our greatest collective challenge. The pessimists will surely have something to say. It would be good to think back to this moment, recalling the many ways that feared technologies came to be seen as a blessing. Then we can encourage something that really does improve lives. It isn’t resistance to change. It’s change."

COVID-19 and Trade Secrets: Is Your Business Prepared to Protect its Trade Secrets While Your Employees Work From Home?; National Law Review, March 25, 2020

Sheppard Mullin Richter & Hampton LLP., National Law Review; COVID-19 and Trade Secrets: Is Your Business Prepared to Protect its Trade Secrets While Your Employees Work From Home?

"In response to the COVID-19 outbreak, many businesses (particularly those in states or cities under “stay home” orders) have implemented a work-from-home (“WFH”) directive for employees.  It is important for businesses to address the security of their trade secrets in this new environment in order to reduce the risk of misappropriation.  It is also important to reduce the risk that the trade secret status of information will be lost based on a failure to take reasonable steps to protect its secrecy.  This article addresses some steps your business can consider taking to protect trade secrets accessible by employees who are now working at home.  Even if your business had a WFH policy before the COVID-19 outbreak, it should be re-visited in light of the current circumstances flowing from a pandemic during which all or most of your workforce may be operating on a WFH basis.  For example, what was once a “no trade secrets may be taken home” policy may be impossible in the current climate.

The following are a few potential steps for consideration to protect trade secrets in the hands of employees working at home:"

‘The Algorithm Made Me Do It’: Artificial Intelligence Ethics Is Still On Shaky Ground; Forbes, December 22, 2019

Joe McKendrick, Forbes; ‘The Algorithm Made Me Do It’: Artificial Intelligence Ethics Is Still On Shaky Ground

"While artificial intelligence is the trend du jour across enterprises of all types, there’s still scant attention being paid to its ethical ramifications. Perhaps it’s time for people to step up and ask the hard questions. For enterprises, it’s time to bring together — or recruit — people who can ask the hard questions.

In one recent survey by Genesys, 54% of employers questioned say they are not troubled that AI could be used unethically by their companies as a whole or by individual employees. “Employees appear more relaxed than their bosses, with only 17% expressing concern about their companies,” the survey’s authors add...

Sandler and his co-authors focus on the importance of their final point, urging that organizations establish an AI ethics committee, comprised of stakeholders from across the enterprise — technical, legal, ethical, and organizational. This is still unexplored territory, they caution: “There are not yet data and AI ethics committees with established records of being effective and well-functioning, so there are no success models to serve as case-studies or best practices for how to design and implement them.”"

Seven Bold Leaders Reveal How Ethical Leadership Is A Boon To Business; Forbes, October 14, 2019

Bruce Weinstein, Forbes; Seven Bold Leaders Reveal How Ethical Leadership Is A Boon To Business

"Ethical leadership in a business benefits the bottom line. It’s also a boon to the people who work for the organization and the people it serves.

The relationship between ethical conduct and benefits is one of the themes of this year’s Global Ethics Day. The Carnegie Council for Ethics in International Affairs created this event nine years ago to provide an “opportunity for organizations around the world to hold events on or around this day, exploring the meaning of ethics in international affairs.”

Last year, I observed Global Ethics Day in this column by asking 20 leaders what “ethics” meant to them. Each provided a one-sentence summary. This year we’re stretching out a bit. I asked seven leaders to provide a concrete example or two of how ethical leadership benefits businesses, employees, clients and communities.

Here’s what they said."

Inside Facebook's 'cult-like' workplace, where dissent is discouraged and employees pretend to be happy all the time; CNBC, January 8, 2019

Salvador Rodriguez, CNBC; Inside Facebook's 'cult-like' workplace, where dissent is discouraged and employees pretend to be happy all the time

"Former employees describe a top-down approach where major decisions are made by the company's leadership, and employees are discouraged from voicing dissent — in direct contradiction to one of Sandberg's mantras, "authentic self."...

"All the things we were preaching, we weren't doing enough of them. We weren't having enough hard conversations. They need to realize that. They need to reflect and ask if they're having hard conversations or just being echo chambers of themselves.""