Starting next year, Washington's paid family leave premium rate will be 0.92%, up from the current 0.74% rate.

In today’s relentless workplace, tackling burnout among leaders is a pressing reality. Here are some practical strategies to help build a supportive and resilient work environment.

A popular analogy compares our goals to rocks in a jar: put the big rocks (your most valued goals) in the jar first, or else the smaller (less important) rocks will take up all the space. But goals aren’t rocks; in fact, they’re more like balls of soft clay that require molding as much as prioritizing. To better mold your goals to your stage in life and what’s important to you, work through a four-step process that breaks your goals into values and definitions of success. The flexibility this molding facilitates will not only help you understand what’s really important to you, but will allow you to change and adjust your goals over time.

Passion has long been championed as a key to workplace success. However, scientific studies have found mixed results: On the one hand, some studies find evidence that passionate employees tend to perform better, while other research has documented null or even negative effects on performance. What’s the root of these inconsistent findings surrounding passion? And how can we reap the benefits of passion without falling prey to its downsides? Through a series of studies with more than 1,000 employees from the U.S. and China, researchers shed light on these questions by showing that passion is associated with overconfidence in our own performance. Although this passion-driven overconfidence is not necessarily harmful — and in certain contexts, it may even be helpful — their findings suggest that managers should take steps to mitigate the potential negative consequences of the overconfidence that may go hand in hand with passion.

Ever wondered how some people always seem to make the right decisions, whether in business or personal life? What if you could unlock the secrets to their

Developing and sustaining a motivated, productive, and highly engaged workforce means your employees must be measured on how they demonstrate the organization’s values.

The mantra for human effectiveness is “communication, communication, communication”. But without setting explicit expectations, communication on its own isn't enough.

As hybrid working becomes more and more widespread, one of the biggest difficulties that has emerged is how to manage individual performance when some people are in the office more than others.

The mantra for human effectiveness is “communication, communication, communication”. But without setting explicit expectations, communication on its own isn't enough.

The frantic pace of always-on culture needs to slow down.

Technologies and organizations should be redesigned to intermittently isolate people from each other's work for best collective performance in solving complex problems.

Leading a nonprofit can be an isolating and exhausting experience, so preventing burnout is key to an organization’s long-term success.