Management

If you run a team, you know the power of motivation. Yes, you likely hired people who are very self-motivated and want to succeed for their own satisfaction, but don’t discount what a little appreciation can do to boost someone up.

Is there a balancing act we need to have for implementing diversity and inclusion policies? Better put, is there such a thing as being too diverse?

The legal challenges of diversity in the workplace is an issue that every human resources professional needs to take control of to ensure optimal inclusion.

To answer the question of whether biotech is truly keeping up with diversity and inclusion today, the complicated answer is the movement is “ still in progress.”

In the United States, an organization’s culture has been at the forefront of talent attraction and employee engagement initiatives for more than a decade.

The key to retaining your employees is to keep them happy and fulfilled in their positions, but what is important to one person can be vastly different than that of another. So how do you retain your top talent?

Hiring top talent in the life sciences industry is extremely competitive, with 70% of employers increasing the number of open roles in their organizations in 2019.

In approaching this topic, BioSpace interviewed Brian Fagan, director of Human Resources for Regeneron, Wesley Burwell, director of Talent Acquisition & Development for Global Blood Therapeutics, and Tania Philipp, vice president of Human Resources for Tango Therapeutics, to get a sense of how they approach employee retention.

Here are the top three aspects of what workplace flexibility means for life sciences professionals. It can be productive if you do it in the best manner.

The amount of recognition workers receive can be linked to employee turnover rates.