Workplace, Teams, & Culture

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

Learn how open discussions and new quantitative measurement tools can strengthen inclusion efforts.

Managerial authority and hierarchy should be redesigned for business today, but they won’t disappear.

Leaders can use a free tool from Deloitte — HX TrustID — to gauge employee trust and devise strategies for improving it.

Managers can help employees turn fears into fleeting thoughts as opposed to permanent restraints.

Workplace toxicity leads to a host of negative mental and physical health outcomes, particularly for women of color.

Psychological safety isn’t enough for innovation. Managers need to create conditions for healthy debate.

Workaholic behavior can damage organizations and teams; managers can take steps to help employees attain better balance.

Giving employees flexibility is becoming crucial to reducing stress and building their confidence in the organization.

Employees who do their work without going above and beyond are often simply behaving rationally in response to unfair circumstances.

Mistakes and critical incidents can serve as learning opportunities and help build a culture of growth and innovation.

Before they can address workplace deviance, leaders need to recognize the role they may be playing.

Organizational experts offer leaders advice on how to make meaningful changes to increase employee engagement.

MIT SMR’s top articles of 2022 focused on employee engagement, toxic culture, and transformative leadership.

The lack of transparency in corporate philanthropy doesn’t serve companies or their stakeholders.

This issue of MIT SMR focuses on creating and managing successful, engaged teams in a pandemic-changed world.

Leaders are meeting employee demands for more flexible work arrangements amid culture and innovation concerns.

During times of crisis, managers should prioritize individualized consideration and building trust to support employees.

Externally focused x-teams can drive innovation, performance, and distributed leadership but require a shift in mindset.

Companies need to take steps to address the increasing levels of burnout among overloaded middle managers.