Talent Management

Our Nursing Satisfaction Index reveals why nurses burn out and leave their jobs — and how 200 health systems stack up.

Hear nurses’ views on burnout and job satisfaction, along with advice for health care leaders, in this video from MIT SMR.

Robust appraisal systems make pay transparency an opportunity to improve performance rather than a compliance burden.

Leaders make three primary mistakes when facing pushback. Consider these five guidelines to better respond.

Research finds that managers who want to create better job roles can use an effective new assistant: ChatGPT.

Management experts share advice for leaders on talent and AI challenges in this video.

Some workplace policies, practices, and interactions can make confident performers start to doubt their own competence.

HR teams must prepare for generative AI’s effects on workers’ job roles, training, and access to information.

A presenter at an MIT SMR symposium answers questions about using skills, not degrees, as the benchmark for hiring.

Two presenters from MIT SMR’s Work/23 symposium answer leaders’ questions about helping employees chart their own paths.

Executing strategy requires understanding your critical roles and putting your best people in them.

A presenter from MIT SMR’s Work/23 symposium answers questions about resilience and self-efficacy.

A presenter at an MIT SMR symposium answers questions on how gender, age, and race can affect career advancement.

Seven ways managers can support their teams amid instability to help workers maintain a sense of control and motivation.

Explore MIT Sloan Management Review’s top 10 most popular articles of the year so far.

Employers should set the expectation and the example of clear communication with current and prospective employees.

Learning needs to be personalized, presented in a hybrid manner, and focused on transferable skills.

LinkedIn data shows that a skills-first talent strategy can improve employee hiring, upskilling, and retention.

New organizational structures are needed to coordinate a workforce that includes external workers and even technologies.

When organizations invest in learning and development, the benefits extend beyond individual employees to their teams.