SHRM

In just a few short days the future of I&D meets the power of compliance. Join SHRM BLUEPRINT 2025 in Louisville for 3 days of insight, action & transformation. Hear from top voices: EEOC, OFCCP, Van Jones, Robby Starbuck & leading CHROs. Build a Legally Compliant, Workplace Unifying, and Business Accretive I&D strategy. Seats are going fast! Register NOW! https://shrm.co/lpxrwz

Delegation isn’t about letting go. It’s about leveling up. Great leaders know that doing it all isn’t a strength; it’s a ceiling. When done right, delegation builds trust, accelerates growth, and clears space for leaders to focus on what matters most: strategy, vision, and people. As Tamla Oates-Forney, CEO of SHRM Linkage, explains, “Delegating effectively is a thoughtful and deliberate process that drives real impact.” It’s about understanding your team’s skills, setting clear expectations, and creating opportunities for others to succeed, not just complete tasks. The article breaks down proven frameworks like the Eisenhower Matrix and the “5 W’s of Delegation,” showing how small shifts in clarity, communication, and trust can multiply performance across teams. Because the best leaders don’t measure success by what they control, but by what they empower others to achieve. Read how mastering delegation transforms leadership and team performance: https://shrm.co/4hnn7b.

JUST ANNOUNCED: Jackson O. Lynch, Found of Talent Sherpa joins top CHROs Rocki Rockingham of GE Appliances, Sean Woodroffe of Lincoln Financial, and SHRM Board Chair Betty Thompson as they reveal how they’ve turned inclusion into a driver of innovation and profitability. They will share proven methods for embedding accountability, data, and culture into every level of leadership. Throughout SHRM BLUEPRINT 2025, you will gain the tools to build an I&D strategy that is legally compliant, workforce unifying, and business accretive. The "Inclusion as a Strategic Growth Plan" session is where these pillars converge. This is the culminating session that ties all your learnings together. Here, inclusion theory transforms into a tangible, business-accretive strategy. This is your opportunity to see the pinnacle of SHRM BLUEPRINT's teachings in action. You will leave with a clear understanding of how an inclusive culture fuels resilience, performance, and long-term sustainability. Don't miss the insights that will shape the future of your organization. REGISTER NOW! #SHRMBLUEPRINT #Inclusion #HRStrategy

What if the key to stronger performance was right outside your window? Workplace design isn’t just about aesthetics. It’s about human behavior. Biophilic design, the science of connecting people with nature through space, light, and materials, is transforming how organizations think about productivity, well-being, and retention. Research shows that workplaces incorporating natural elements see measurable improvements: reduced stress, higher engagement, and even stronger recruitment outcomes. In one case, Amazon’s biophilic redesign led to a 15% drop in stress-related medical claims. As Nicole Craanen of The Biophilic Design Institute notes, this approach is “about having a deep understanding of human needs and addressing them in a way that resonates with people.” From natural light and greenery to regionally inspired design, biophilia isn’t a design trend. It’s a strategic investment in people metrics. Discover how HR leaders are using biophilic design to reshape the workplace experience: https://shrm.co/zu2bsb.

How Do Policies Shape Your Workplace?  From the halls of Congress to your office policies, every step matters. The Legislative, Executive, and Judicial Branches work together to enact, enforce, and interpret laws like Title VII, shaping the workplace practices we follow every day. This process funnels into practical policies and enforcement actions that directly impact your workplace. Want to dive deeper? Join us at SHRM BLUEPRINT 2025 in Louisville, KY, Oct. 26-29, to explore how these policies translate into real-world practices. LIMITED SEATS REMAIN! https://shrm.co/8940f9

Creating a safe and resilient workplace starts with preparation. HR leaders carry the responsibility of ensuring employees feel secure, supported, and prepared — even in the most difficult circumstances. This webinar is designed to move beyond awareness and into action, giving you the frameworks and tools to:   ✔️ Spot the early warning signs before risks escalate ✔️ Build clear policies and reporting channels employees can trust ✔️ Equip teams with training to respond effectively in critical moments ✔️ Provide care and support in the aftermath of an incident   This is about more than compliance. It’s about resilience, culture, and the well-being of your people. SHRM Knowledge Advisors will join the live webinar to answer your questions in real time.   Reserve your spot today: https://shrm.co/chr0bq.   Karla Baldini Paul Merritt Victoria A. Collar, MBA, SHRM-SCP, PMP Marc McElhaney, Ph.D.

Financial stress is reshaping the workplace and the data proves it. With costs climbing and pay growth lagging, employees are carrying heavier financial burdens than ever before. Yet fewer than half of organizations offer financial wellness programs that could ease that pressure, and drive measurable business impact. When employers help their people manage money, reduce debt, and plan for the future, the results go beyond personal well-being. They see stronger retention, higher engagement, and a workforce that’s more focused and productive. As Lorna Sabbia of Bank of America notes, 401(k)s and health insurance are now table stakes. Today’s employees expect employers to support their broader financial lives—and organizations that don’t will struggle to compete for top talent. Financial wellness isn’t a perk. It’s a performance driver. Read how HR leaders are rethinking ROI and re-centering financial wellness in the benefits conversation: https://shrm.co/uc5iap.

Workforce planning. Culture. Retention. Leadership. The challenges redefining HR in 2026 demand more than awareness—they demand action. At #SHRM26, you’ll gain the clarity, tools, and insight to lead your organization with confidence amid constant change. Join thousands of HR leaders driving what’s next for work. Register by Oct. 17 to lock in the preview rate and save your spot: https://shrm.co/vssj7a.

So many articles about trends of workers rebelling against RTO policies by coming in late, leaving early, “coffee badging,” stealing snacks, and “hushed hybrid” where they are due in the office but WFH anyway. Are these workers playing the long game or making short-sighted decisions? Perhaps the most intriguing aspect of this Harvard study is its heavy reliance on tech-sector roles. SHRM’s most recent Labor Economics Report shows that occupations in the tech sector—particularly those built around mathematical and computational tasks—face the highest risk of immediate displacement says Alexander Alonso, PhD SHRM-SCP. In fact, the proportion of jobs where at least half of all tasks, duties, and responsibilities are automatable continues to rise each year. Currently, nearly 32% of computer and mathematical roles are at risk of displacement, compared with just 15.1% of jobs across the total workforce. Of course, employers also weigh factors such as client preferences, cost-effectiveness, and regulatory constraints when deciding whether to automate. But the trajectory is clear—displacement is accelerating. Now imagine negotiating for flexibility today, only to find your role automated away within two years. Would you take a pay cut to work remote? HR professionals how are you handling this? https://lnkd.in/e2TdBc6s #shrm #AI #rto #AIHI #HR

A government shutdown doesn’t just halt Washington. It ripples across every sector of the economy. SHRM economists Andrea Medici and Sydney Ross break down how the October 1 shutdown could affect employers, workers, and business operations nationwide. 🔹 64% of businesses say a shutdown lasting 8–14 days would disrupt daily operations. 🔹 Nearly half (49%) anticipate it would impact their ability to meet annual financial goals. 🔹 If the shutdown extends beyond four weeks, those figures jump to 88% and 80%, respectively. From federal workers and contractors to small businesses waiting on loans, the effects grow more severe each day funding stalls. Explore SHRM’s full analysis and resource hub for insights on what this means for employers navigating an uncertain economy: https://shrm.co/1zkws9.