Culture

Andrew Barnes, a presenter at MIT SMR’s Work/23 symposium, answers questions about reducing the length of the workweek.

The full video of an MIT SMR symposium looks at how the pandemic has changed the way we work.

Learn how to build a culture that attracts top talent and boosts retention.

In this Q&A, Amy Ihlen of ADP discusses how connected cultures enhance engagement and inclusion.

Organizations can leverage a skills-based approach to culture change to speed the process and address real challenges.

Supportive behavior among employees is key to engagement, but men’s social investments reap more benefits than women’s.

Improving employees’ mental health and well-being requires managers to first recognize and address their own challenges.

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

Employers must recognize that women are 41% more likely to experience toxic culture in the workplace than men are.

MIT Sloan Management Review’s spring 2023 issue examines organizational structure, innovation, and employee well-being.

Historically siloed HR teams should collaborate to proactively support employee thriving and mental health.

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

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

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.

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

MIT SMR and BCG research team members discuss a recent artificial intelligence study at the Web Summit conference.

Many organizations keep spinning their wheels with sensitivity training. There’s a better way to address systemic bias.

Fostering a culture where character is valued equally alongside competence can result in better decisions and outcomes.

Many people are wary of workplace friendships, but the benefits of forming connections outweigh the potential risks.