Employee Performance

These strategies from MIT SMR columnists can help leaders with challenges like disruption, burnout, and managing teams.

Hybrid work expert Brian Elliott says leaders can expect debate — and reap advantages — by understanding key trends.

Executives should be focusing on employee outcomes and accountability rather than performative in-office appearances.

An employee’s entrepreneurial pursuits can create challenges for managers, but it’s possible to turn them into a win-win.

Women who demonstrate leadership behaviors and traits are less likely than men to identify as leaders.

Organizations should help employees build the expertise that they’re hungry for — and that they need to be successful.

Moving laterally or even down a rung on your career path can pay off in the long term if you have a growth perspective.

Hybrid work presents trade-offs for organizations, and measuring its impact on productivity remains complex.

Companies find greater success with hybrid work schedules when they make in-person time count.

Overemphasizing output at the expense of employees’ skill development and long-term growth is short-sighted.

Gen Z — already adept at online communication — can model ways for hybrid teams to develop stronger digital connections.

Job crafting empowers workers to proactively transform jobs they have into jobs they want.

Age-related cognitive changes can hinder workers’ technology use, but these strategies can help managers support them.

Measuring and improving employee performance are different tasks most effectively addressed by two separate processes.

Researchers describe how having robots work alongside humans can help companies measure performance more accurately.

Research shows that organizations that reduce complexity can motivate employees to deliver a better customer experience.

Research finds that cultivating self-compassion at work may be key to boosting helping behaviors among employees.

Experiments show that four-day workweeks can help companies trim costs, retain employees, and boost worker well-being.

The author shares science-backed steps to help managers better structure meetings and build trust with direct reports.

Senior leaders and HR teams can take three key actions to help develop more effective managers in their organizations.