Author Archives: Dan Weaver

Building an Exceptional Management Team

The success of an organization depends on many factors, few of which hold more importance than the strength of its management team. Human Resources are the main players in shaping and nurturing effective leaders, from pinpointing possible candidates to continuous monitoring and improvement. Ahead, we will discuss the vital steps HR must take to build and maintain the best management team possible.

Finding Potential Managers:

  • Assess Performance: First, evaluate performance data to identify those who perform strongly in their roles. High performers often display characteristics that signal they may make successful managers such as being proactive, being effective problem-solvers, and being good team players.
  • Interview Potential Leaders: One-on-one interviews with employees are a great way to assess their leadership potential. Knowing more about their career goals, willingness to take on more responsibilities, and ability to face challenges can provide helpful insight on their ability to lead.
  • 360-Degree Feedback: Utilize a 360-degree feedback system to gain insights from a variety of members of the organization, regardless of level. This wide-ranging approach provides a more complete view of a potential candidate’s positive managerial traits.

Training Future Managers:

  • Leadership Development Programs: Provide leadership development programs that offer training in skills that are vital for management including effective communication, efficient decision-making, successful conflict resolution, and strategic thinking. Make any adjustments necessary to match your organization’s particular needs and values.
  • Mentorship and Coaching: Pair possible managers with mentors or coaches within the organization who have the necessary management experience. This creates an excellent learning environment, letting future managers gain helpful insights and guidance from seasoned leaders.
  • Cross-Functional Exposure: Diverse experiences in the workplace are a great way for managers to learn adaptability, a vital management trait. Promote this by encouraging employees to work on cross-functional projects or take on temporary roles outside their department.

Finding External Hires vs. Promoting Internally:

  • Competency-Based Recruitment: For external hires, it’s important to focus on competencies that fit the organization’s values and goals. Identify candidates who not only have technical skills, but also display leadership potential and cultural alignment with the company.
  • Promoting from Within: Internal promotions should be performance-based and backed up by an impressive track record of success. Keep things fair by using a clear process so that employees understand the criteria for promotion.

Monitoring and Supporting Current Managers:

  • Performance Reviews: Give regular performance reviews to current managers, and while doing so emphasize both quantitative and qualitative measures. Analyze their ability to motivate workers, face challenges, and fit with organizational goals.
  • Consistent Feedback: Provide ongoing feedback to managers, acknowledging successes while also addressing areas for potential improvement. This approach helps managers stay on task while developing their leadership skills.
  • Professional Development Opportunities: Provide many learning opportunities for managers to stay current on industry trends and best practices for management. This improves their skills while also reinforcing the organization’s commitment to their career advancement.

Management teams can’t become great without the support of Human Resources. By pinpointing potential leaders, offering helpful training, making smart decisions with external hires and promotions, and consistently monitoring and nurturing acting managers, HR can build a strong leadership foundation that greatly uplifts the organization.

Nurturing Wellness in the Digital Age

Virtually no individual in the workforce today is immune to the rapid advancements in technology that are currently occurring in 2024. Between artificial intelligence, augmented reality, tools for hybrid work environments, and more continuing to develop at an unprecedented rate, organizations are facing fresh challenges in promoting the well-being of their workers. Human Resources professionals must play an important role this year in ensuring that the workforce remains healthy, happy, engaged, and productive.

  1. Embrace Technology for Wellness: Technology does not need to be a detriment when it comes to employee well-being. HR can use the latest digital tools advantageously to shorten processes, help communication, and foster a flexible work environment. By adopting technologies like AI-powered wellness apps, virtual mental health support, and platforms for teams, companies can create a digital environment that supports employees’ overall wellness.
  2. Balance Connectivity and Boundaries: While technology improves connectivity, it’s important to maintain a balance between connection and respect for personal boundaries. HR should educate about expectations regarding work after hours and email etiquette while encouraging employees to take breaks to prevent burnout. Establishing a culture that values work-life balance in the digital age is essential for employee well-being in the long run.
  3. Remote Work: Remote work has been a growing trend for years, and it continues to influence the workplace. It is up to Human Resources to acknowledge the specific challenges remote work can cause such as isolation, difficulties with work-life balance, and the fatigue. Helpful methods to address these challenges include virtual team-building activities which can build a strong remote culture, as well as providing resources for managing stress from working remotely.
  4. Digital Wellness Training: With technology evolving so quickly, continuous learning is essential. HR’s response should include providing training programs that arm employees with skills for navigating the digital landscape without difficulty. In addition to technical skills, digital wellness training is paramount for helping employees regulate screen time, improve focus, and minimize negative impacts of technology on mental and physical health.
  5. Mental Health Support: The digital realm comes with a heightened awareness of mental health, amplified by endless connectivity and information overload. Implementing mental health programs, counseling services, stress management workshops, and resources for promoting positivity should be a top priority for Human Resources.

In closing, technology will not cease to impact the way we work any time soon. It is up to HR to ensure that employee well-being is always a top priority. This can be done by embracing the advantages of technology, establishing boundaries, acknowledging remote work difficulties, developing training programs, and promoting positive mental health to create a work environment that prospers in the digital age.

Employee Safety: A Top Priority This Holiday Season

As we enter the holidays there is a clear sense of anticipation in the air, especially after a difficult period marked by COVID-19 and other challenges. Since this is the first holiday season post-pandemic, many people will be eager to reconnect with coworkers, friends, and family in person. However, human resources professionals face an important responsibility – ensuring that safety remains a major priority during the festivities (without ruining the fun).

Effective Ways to Lower Health and Safety Risks:

  1. Communication: HR must make employees aware of safety guidelines. Encourage open conversations about comfort levels and any concerns individuals may have. Clear communication will promote a stronger commitment to safety.
  2. Flexibility: Offer flexible work arrangements throughout the season, such as remote work or tailored schedules. This will greatly assist team members in balancing professional and personal obligations while minimizing exposure to risks.
  3. Virtual Options: The pandemic being over doesn’t necessarily mean we need to say goodbye to virtual events. Encourage virtual alternatives for office parties and activities that can be engaging and inclusive. This lets employees participate while also prioritizing safety.
  4. In-Person Event Safety: HR should work with event organizers to guarantee compliance to health and safety protocols. Offer optional health resources like hand sanitizers and masks to mitigate illness risk as well as fun alcohol-free beverage options (like holiday-themed mocktails) to ensure workers can stay safe while still being festive.
  5. Wellness: Wellness programs to support employees’ physical and mental health are absolutely vital, especially during the holiday season. Consider providing stress management training and mental health resources while encouraging a healthy work-life balance to keep spirits up.
  6. Reporting: Establish clear protocols to report instances where employees don’t feel well or if they test positive for an illness. This will help the HR team address possible outbreaks and stop diseases from spreading.

Let the Good Times Roll:

While safety is important, it should not come at the expense of having fun. HR can find creative ways to foster a sense of joy and festivity in the workplace while avoiding dangers commonly associated with the holidays. Organize games, contests, or themed events that employees can enjoy safely, with options to participate virtually if possible.

In closing, this holiday season is an important time for HR professionals to promote employee well-being. By addressing possible risks, communicating well, and encouraging a safe environment, HR can feel confident that employees can enjoy the festivities while staying safe and healthy this year.

Advice for New Commuters

If you’ve found yourself commuting to work all of a sudden, this can be a daunting new daily trek. The transition from the comforts of working from home to navigating a busy commute can be a major adjustment. Here, we’ll explore the challenges of stressful journeys to work, and provide valuable advice on how to deal with them.

  1. Understand Commuting Stress: Commuting stress is a common challenge that many employees face that can considerably impact job satisfaction. Lengthy amounts of time spent in traffic or crowded public transportation can lead to stress, frustration, and tiredness.
  2. Plan Ahead: The trick to smoother commutes lies in good planning. Research alternative routes and modes of transportation that may be less crowded or time-consuming. Try different departure times as well to find the best schedule possible. This not only saves time but also helps reduce worries associated with the unknown.
  3. Make the Most of Commute Time: Instead of viewing your commute as wasted time, consider turning it into an opportunity to do certain tasks, like listening to audiobooks that can help your career. You can also use this time to relax by practicing mindfulness and preparing for the day ahead.
  4. Create a Comfortable Commute: Personalizing your space can make a tough commute more enjoyable. Small comforts like reading a good book or listening to your favorite music can greatly help turn your trip into something you look forward to.
  5. Stay Connected: A long commute can be a great time to stay connected with family, friends, or coworkers. A quick call or message can help you feel more connected, making your commute feel like valuable time instead of a chore.
  6. Implement Self-Care: A stressful commute can take a toll on your physical and mental well-being. Practice positive self-care by getting enough sleep, eating healthy foods, and engaging in regular exercise. Feeling healthy and well-rested can greatly ease stress associated with a tough work trip.
  7. Flexibility: If interested, explore the possibility of flexible work arrangements with your employer. Organizations are increasingly recognizing the importance of employee satisfaction and should be open to supporting a better work-life balance.

In closing, commuting to work can present challenges, but nothing that can’t be managed. With the right mindset and techniques, you can change this routine from a stressful experience into a productive period of time that you may even grow to look forward to.

The Great Return: Heading Back to the Office

Recent research has shown that more and more employees are returning to the office. This shift is driven by many factors such as a desire for social interaction, the need for a better workspace, and wanting to maintain a work-life balance. Ahead, we’ll discuss this sudden return to the office and how Human Resources can manage it effectively.

Why The Return?

  1. Social Interaction and Teamwork: While remote work offered flexibility, many employees found themselves missing the human interactions that were once normal. The office provides a place for communicating, sharing ideas, and working face-to-face with colleagues which can improve creativity and team productivity.
  2. Separating Work from Home: The line between work and personal life blurred during remote work for many, causing stress. Returning to the office lets employees physically leave their work behind at the end of the day, creating a healthier work-life balance.
  3. Workspaces: Returning to the office ensures access to the best equipment, a quiet workspace, and a professional environment conducive for productivity which may be difficult to find in a home-office environment.
  4. Learning Opportunities: Many remote employees missed chances to learn from experienced colleagues in the office. In-person training can be essential for career growth, and workers are recognizing the benefit of these interactions.
  5. Culture: The office environment often plays a vital role in impacting a company’s culture. For many workers, connecting with their organization’s values and sense of belonging is best experienced in the office.

How HR Should Manage The Great Return

As employees return to the office, HR plays an important role in coordinating a seamless transition while acknowledging any concerns that employees may have. Here are some helpful strategies:

  1. Communication: Ensure employees feel comfortable sharing concerns they have about returning to the office. Conduct surveys and hold focus groups to gather feedback and adjust your approach as needed.
  2. Hybrid Availability: While returning to the office has its advantages, remote flexibility is still beneficial and may be preferred by some employees. If possible, offer hybrid work options that allow employees to split their time between the office and working from home.
  3. Safety: Maintaining a safe workplace should always be the top priority. Strive to ensure all health guidelines are adhered to while providing resources for mental health support for employees experiencing stress and anxiety over returning to the office.
  4. Training: Offering programs that help employees adjust to the changes and develop skills to thrive in the office environment can be very helpful. This could include workshops about communication and teamwork.
  5. Rebuild Company Culture: As workers return to the office, it’s important to rebuild and maintain the company culture that may have faded while folks were away. Team-building activities, social events, and mentorship programs can be a great way to build camaraderie.
  6. Technology: Certain technology can help guarantee a smooth transition between remote and office work. This includes video conferencing software, collaboration tools, and cloud-based systems that support a hybrid work environment.
  7. Performance Management: As the work landscape shifts and employees return to work, performance evaluation methods should be adjusted accordingly. Clearly state expectations for both remote and in-office employees while providing regular feedback.

The return to the office is a major shift in today’s work climate, resulting from a need for social interaction, quality workspaces, and a more favorable work-life balance. HR plays an important role in overseeing this transition by promoting communication, flexibility, safety, and a healthy company culture. If managed right, The Great Return will result in a more positive environment for many employees.

Strategies for Navigating the Hybrid Work Terrain

Thanks to the rise of remote work, the manner in which work teams operate has changed. COVID-19 lead to a widespread emergence of remote work arrangements – but now, as some return to the office while others prefer to remain working remotely, many teams are facing an atypical work terrain. Managing such diverse teams can present unique challenges for HR, but with the right strategies, you can bet that your hybrid team will remain engaged, connected, and productive. Here are some effective ways to manage teams when some members work remotely while others are in the office:

  1. Promote Inclusivity

A key challenge in managing hybrid teams is ensuring that remote and in-office employees feel equally valued and included:

  • Encourage open communication: Digital tools and platforms can facilitate regular communication between team members. Schedule virtual meetings that let remote employees participate actively and share their ideas.
  • Equal access to resources: Ensure that both remote and in-office team members have access to the same resources, information, and opportunities for professional development.
  • Recognize remote contributions: Reward the achievements and contributions of remote employees the same way you would for those in the office. Highlight their achievements during team meetings and celebrate their efforts publicly.
  1. Set Expectations

Clarity is vital when managing hybrid teams. Establish clear expectations for work hours, availability, and performance standards:

  • Define work hours: Regardless of their location, remote employees should understand when they are expected to be available for meetings. Flexibility is important, but having some core hours can help synchronize teams effectively.
  • Use project management tools: Project management software can help assign tasks, set deadlines, and track progress. This allows individual and team performance to be monitored regardless of physical location.
  • Outline a remote work policy: A comprehensive remote work policy that clearly explains expectations, guidelines, and the tools required for remote employees to perform their roles well.
  1. Encourage Team Building and Social Interaction

Promoting team cohesion is essential for hybrid teams:

  • Virtual team-building: Organize virtual team-building activities like online games, trivia, or challenges. These can be a fun way to help remote and in-office team members bond.
  • Hybrid meetings: When hosting team meetings or events, allow both remote and in-office employees to participate using video conferencing tools. This way, everyone can contribute and engage in communications.
  • Social channels: Create dedicated social channels on your company’s communication platform for informal social interactions like sharing personal updates and celebrating birthdays or work anniversaries.
  1. Invest in Technology

Leverage technology to bridge the gap between remote and in-office team members:

  • Collaboration tools: Use collaborative software to facilitate real-time communication, document sharing, and project management.
  • Video conferencing: Invest in high-quality video conferencing tools for clear communication during meetings and promote a sense of connection among teams.
  • Virtual whiteboards: Use virtual whiteboards for brainstorming and collaboration, allowing remote employees to actively participate in the creative process.

In closing, managing hybrid teams composed of remote and in-office employees requires an inclusive approach. By developing the right culture, setting clear expectations, promoting team building, and utilizing technology, you can create a harmonious work environment where all team members are engaged, motivated, and working effectively together regardless of location.

Promoting Harmony in the Workplace

In the modern workplace where a wide spectrum of personalities can be found, it is almost inevitable that occasionally opinions will clash. While healthy arguments can lead to positive change, unresolved issues can harm your team’s ability to remain productive and engaged. Human Resources is key in promoting harmony at work and turning conflicts into learning moments. Ahead, we’ll discuss adversarial work relationships, their consequences, and how HR can take the proper steps to foster a harmonious work environment.

Understanding Adversarial Relationships

Negative relationships in the workplace tend to come about when people clash over differences in beliefs, priorities, or personal chemistry. If these conflicts go unresolved, the resulting tension can hurt communication and employee morale, thus slowing productivity. Noticing the signs and taking action early helps HR to create an efficient and effective solution.

The Wide Effects of Adversarial Relationships

The impact of adversarial relationships can be robust, touching every part of the organization:

  1. Productivity: When employees become hyper-focused on conflicts, productivity is affected negatively.
  2. Morale: Toxic relationships can harm the overall mood at work, leading to increased turnover and dissatisfied employees.
  3. Work Culture: A dark work atmosphere can rattle the organizational culture, disturbing impressions of internal and external stakeholders.
  4. Stifling Change: Good communication fuels innovation. Adversarial relationships, however, stunt collaboration and the sharing of ideas.
  5. Image and Legal Concerns: In extreme cases, unresolved conflicts can escalate to the point where there can be harassment or discrimination issues. This can harm the organization’s image and cause legal problems.

HR’s Habits for Harmony

Human Resources holds the keys for restoring harmony to a workplace in disarray:

  1. Effective Communication: Create an open-door policy, encouraging employees to share concerns and ask HR any questions they have. Communication is vital to preventing and resolving adversarial situations.
  2. Relevant Workshops: Coordinate seminars that show conflict resolution methods, listening skills, and positive communication.
  3. Mediate: Mediation techniques are a great way to facilitate constructive discussions during conflicts. Professional mediators can guide conversations toward positive solutions.
  4. Diversity and Inclusion: Celebrate diversity and inclusion, encouraging a positive culture that values differences.
  5. Clarify Policies: Clearly communicate conflict resolution policies while setting expectations and explaining the consequences of damaging behavior.
  6. Team-Building: Organize activities that promote teamwork and bolster interpersonal relationships.
  7. Model Leadership: Ask managers to model proper workplace behavior, demonstrating good communication and conflict resolution practices.
  8. Check-ins: Engage in check-ups with employees to identify issues and prevent escalation of conflicts.
  9. Feedback: Make arrangements so employees can anonymously share feedback or report concerns.

In Closing

Any veteran HR professional will tell you that achieving workplace harmony is truly an art that must be mastered. By effectively identifying, reacting to, and resolving conflicts, HR can promote a positive environment where workers are productive and engaged, fueling the organization’s success.

Inflation’s Impact on Compensation: A Guide for HR Professionals

The relationship between inflation and compensation is a strong link that greatly impacts every organization. HR professionals have the important responsibility of assisting teams through challenging economic times to ensure that compensation remains competitive. So, how exactly does inflation affect compensation, and how should HR respond?

Understanding the Connection:

Simply put, inflation refers to the general cost increase of goods and services as time goes on. As it rises, the purchasing power of money goes down, making it more costly for organizations and individual people to keep their standard of living. Understandably, this creates challenges for HR professionals working to provide fair compensation for employees.

Effects of Inflation on Compensation:

  1. Real Wage Difficulties:

When inflation rates overpower wage increases, employee wages decrease. When this phenomenon occurs, even employees receiving pay raises will witness devaluation due to rising prices. This can lead to lower job satisfaction and higher turnover if employees feel they are struggling financially.

  1. Effect on Benefits:

Inflation can also cause issues for benefits including retirement and health insurance. The cost of providing these benefits can rise, which may lead to adjustments needing to be made or employee cost-sharing.

  1. Trouble with Recruitment and Employee Retention:

Since inflation affects the cost of living, job candidates may opt for positions with more desirable compensation packages so their standard of living can remain the same. Even current employees may start looking into other job options if it will lead to higher compensation. HR must keep a close eye on market trends to attract and retain the best talent.

How Can HR Professionals Fight Inflation?

  1. Consistent Compensation Reviews:

Inflation rates change, so a flexible compensation strategy is vital. Regular market analyses can shed light on how your company’s compensation packages compare to others within your industry. Using that information to make the proper adjustments will make your wages and benefits as competitive as possible, even in difficult economic times.

  1. Embrace Variable Pay Structures:

Utilizing variable pay strategies like performance-based incentives and bonuses are a smart move during periods of inflation. Workers will be inspired to improve their performance while the organization can make the proper adjustments based on performance outcomes.

  1. Promote Money-Free Perks:

Inflation may make it difficult at times to provide decent raises. Supplementing compensation with non-financial perks like flexible schedules, training opportunities, or additional time off can positively impact employee satisfaction and retention.

  1. Communication is Key:

Keeping employees in the loop about the link between inflation and their compensation as well as the measures the company is taking to remedy the issue is a must. Engaging in open communication can promote trust and respect between employees and managers.

  1. Employee Well-Being:

Worries over increased costs can have a negative effect on the morale of employees. Workshops and resources to help employees with finances can be a great way to ease stress and improve employee satisfaction.


Inflation’s effect on compensation can cause challenges, but the right preparation and techniques can make even difficult economic times manageable. By consistently evaluating compensation, utilizing variable pay structures, and promoting good communication practices, we can feel confident that workers will remain engaged and satisfied no matter what inflation brings.

Pros and Cons of Implementing Artificial Intelligence in the Workplace

Artificial Intelligence (AI) has emerged as a major game-changer in today’s already rapidly-changing world. In the HR landscape, AI can hold significance in enhancing efficiency, automating mundane tasks, and improving decision-making processes. However, it is vital to look at the pros and cons of integrating AI in the workplace to ensure a balanced approach, which we have outlined below.

Pros of Using Artificial Intelligence in the Workplace:

1. Better Efficiency and Accuracy:

AI can help lighten the load by assisting with time-consuming tasks like resume evaluation, sourcing candidates, and early interviews. This allows HR professionals to spend time on more strategic activities that require a human touch, leading to a more efficient and productive workplace.

2. Decision Making Assistance:

AI can process lots of data, producing valuable insights to assist HR with decisions. By evaluating employee data, performance metrics, and engagement surveys, AI can identify trends, patterns, and areas for improvement. This approach lets HR professionals make informed choices that can positively impact the organization and its employees.

3. Recruitment and Onboarding Efficiency:

AI chatbots and virtual assistants provide immediate support to job applicants, guiding them through the application process and answering questions. Additionally, during onboarding, AI can take care of paperwork and create personalized training content while providing assistance to new hires in real-time.

4. Enhanced Employee Experience:

AI can be utilized to develop personalized training and development plans for employees based on an individual’s skill gaps and career goals. By providing customized recommendations for training classes, mentorship, and career-growth paths, AI allows employees to gain new skills and feel more valued while giving them room to grow.

Cons of Using Artificial Intelligence in the Workplace:

1. Bias and Fairness:

AI processes are only as good as the data that trained them. If the data used to train AI algorithms contains bias, it can lead to discrimination with regard to recruiting, evaluating performance, and giving promotions. HR professionals must be confident that AI systems are designed in a way that minimizes bias.

2. Job Displacement Concerns:

AI in the workplace may cause certain tasks to be automated, possibly leading to employees losing their jobs. HR must address these concerns by offering necessary training to affected employees to ensure a seamless transition so the workforce is not negatively impacted.

3. Where’s the Human Interaction?

AI, while impressive, will never replace human interaction. Workers may feel discouraged when dealing with AI, longing for the personal touch that only a human can provide. Ensuring harmony between AI and human interaction is extremely important in maintaining a positive workplace.

4. Worries over Data Privacy:

It is also important to note that AI relies on sensitive employee data in order to function well in the workplace. HR must promote strong data privacy practices to keep employee information safe, as well as complying with data protection regulations when using AI in HR operations.

Artificial Intelligence definitely has a lot of potential for assisting with HR processes. From improved efficiency to decision making, AI can enhance an organization’s productivity and employee experience. However, HR professionals must be aware of the potential negatives of AI including bias, job loss, and privacy fears. By taking a practical approach and using AI in harmony with human intelligence, organizations can utilize this technology while promoting a positive work environment.

Top 10 Best Jobs of 2022

Welcome to 2022 – it’s a brand-new year, and with that comes a new batch of careers that have made their way to the forefront with the changing times.

U.S. News recently released their report announcing the best jobs of 2022, based on a variety of factors like demand, work-life balance, and pay. Unsurprisingly, many healthcare jobs topped the list – but they were also accompanied by some careers you may not expect. Here are the top 10 best jobs of the new year ahead of us:

1. Information Security Analyst

That’s right, the top job of 2022 is not a healthcare job. Turns out, COVID-19 is not the only invisible threat we will have to contend with this year – cyberattacks run rampant as well, which can put sensitive data at risk of being breached. Luckily for us we have Information Security Analysts, who are responsible for developing security measures to keep our information safe.

2. Nurse Practitioner

The top healthcare job on the list was nabbed by none other than Nurse Practitioner, a position that requires a few more years of education than a Registered Nurse. Nurse Practitioners have many of the same responsibilities as Physicians, such as giving physical exams, prescribing medications, and analyzing lab tests.

3. Physician Assistant

The next career on the list, another healthcare job, is Physician Assistant. Physician Assistants work alongside Physicians and can carry out many of the same duties as them including illness diagnosis, conducting procedures, and developing treatment plans. They assist with surgeries as well.

4. Medical and Health Services Manager

Another healthcare-related career high on the list that deals more with the management side of things is Medical and Health Services Manager. Those who choose this career path will be tasked with coordinating, planning, and directing many of the essential operations that are needed in order to keep healthcare organizations running.

5. Software Developer

An increasingly more important job as technology gets more advanced, it’s no surprise to see Software Developer on this list as we head further into the future. Software Developers create and maintain the programs that we have come to rely on that exist on our phones, tablets, laptops, televisions, watches, exercise equipment…the list goes on and on. Needless to say, the demand for Software Developers won’t be going down anytime soon.

6. Data Scientist

As the need for good data interpretation and analysis becomes more vital for organizations, the more the demand for Data Scientists increases. With the assistance of technology, Data Scientists utilize their knowledge of programming and statistics to draw helpful conclusions from vast amounts of collected data.

7.  Financial Manager

Through the years, financial tools have become more complex – therefore, Financial Managers have become more marketable than ever. Financial Managers are charged with handling finances within an organization by developing financial reports, projecting profits, and ensuring financial compliance with the law.

8. Statistician

Another job that signifies the importance of data in today’s world, Statisticians create experiments for the purpose of gathering data, analyzing that data, and then using their findings to draw important conclusions that can help organizations make smart decisions. While similar to Data Scientists, Statisticians typically do not need programming skills.

9. Lawyer

Few are strangers to this age-old profession, which is responsible for providing representation and counsel to clientele that could range anywhere from individuals to entire organizations. Lawyers can work for a variety of entities including private practices, businesses, or the government.

10. Speech-Language Pathologist

Since communication has always been and will always be crucial, it makes perfect sense that this career has made the top 10 list. Speech-Language Pathologists use speech therapy to improve the lives of many different people including children with speech difficulties and those struggling to communicate following an accident or medical emergency.

It’s a new year with new hopes, new dreams, and a new set of in-demand careers. Here’s to a happy and healthy 2022!