Workplace, Teams, & Culture

Managers must thoughtfully navigate parental leave conversations to retain working parents and support their teammates.

Apply the objectives and key results model to align individual- and team-level goals with broader organizational aims.

Managers who seem to be delivering others’ messages rather than acting autonomously can lose credibility and authority.

VMware’s 10-year DEI effort set it up for long-term success. Three best practices for culture change were key.

Fifteen years ago, the author made predictions about what would happen in the future of work. How’d that turn out?

Measuring and improving employee performance are different tasks most effectively addressed by two separate processes.

Managers and their direct reports can use these strategies to take their one-on-one meetings to the next level.

MIT SMR’s top 2023 articles on workplace culture can help leaders build thriving organizations with engaged employees.

Enhance your leadership skills with MIT Sloan Management Review’s most-read articles of 2023.

Open innovation requires moving knowledge across divides. Organizational silos are the biggest barriers to success.

In this MIT SMR webinar, experts discuss why skill should be front and center in organizations’ talent strategies.

MIT Sloan Management Review’s winter 2024 issue includes strategies for better engagement with employees and customers.

This issue of MIT SMR focuses on sustainability, customer and employee engagement, and strategic planning.

Today’s student labor organizers will bring their employment expectations to future workplaces. Leaders should be ready.

Researchers have identified six best practices to help leaders better regulate their own and their teams’ emotions.

For leadership development programs to be more effective, providers and purchasers must focus more on desired impact.

Leaders can avoid labor disputes by communicating with employees and seeking their input in corporate governance.

Community colleges can be a valuable source of neurodivergent talent — a largely untapped pool in a tight labor market.

Employees in connector roles can bridge the gaps between departments that often thwart data science project success.

Small changes in how companies attract, recruit, and onboard new hires can deliver big diversity dividends.