It’s not uncommon for CHROs to have successors lined up for executives. But imagine if they had to do the same for the entire organization…

Well, if you ask Colin Klein, managing director and co-founder of learning and development platform Skills Copilot for Microsoft 365, HR leaders should have succession plans for every role. Recruiters, he said, often rely on external hiring to fill positions, but focusing on internal candidates can save time and money.

“What we’re really seeing is just a very small rarefied group of folks, typically the C-suite, who are included in that succession-based planning, whereas 95% of the rest of the company is not,” Klein told HR Brew. “Instead of always seeking for these unicorns, let’s create the unicorns internally.”

To that end, he suggested a skills-based approach to succession planning. By identifying successors based on employees’ skills, or the skills they have the aptitude to learn, rather than their titles, HR can have a variety of candidates ready to fill roles before they even open up.

Keep reading here.—MC

Implementing mental health programs can feel like a big, complex task. But it’s not a heavy lift with Calm.

Their content library provides immediate mental health support for your organization. It’s packed with more than 3,000 pieces of engaging, diverse, and culturally relevant content that helps your people sleep better, focus more, support stress, and live more mindfully.

Activating the program is quick and simple: You can get an immediate quote, and all employees have to do is download the app.

With advanced behavioral analytics, you can view your team’s progress and even customize, segment, and filter the reporting to uncover team-specific insights.

Mental health support has a 360-degree impact: It’s good for your employees, good for you, and good for your organization’s bottom line. Get more details on the Calm enterprise plan.

The job market has cooled down more than analysts originally expected this year, but that hasn’t stopped employees from looking for new opportunities.

More workers look to leave. Some 51% of US employees said they were watching for or actively seeking a new job when Gallup surveyed them in May. This represents the highest share of employees expressing a desire to leave their organizations since 2015.

The rising number of employees looking to leave can be explained in part by a period Gallup is calling “the great detachment,” said Ben Wigert, director of research and strategy, workplace management. Record low levels of job satisfaction, connection to the mission and purpose of their organization, and clarity of work expectations are “creating this detachment from the organization, where employees are struggling to navigate the changes and challenges of their everyday work alongside aligning what they do to mission and purpose,” Wigert said. At the same time, there are fewer job opportunities out there for these dissatisfied employees, and “they’re essentially feeling more discontent and stuck than ever,” he added.

How to prevent workers from leaving. Amid this period of heightened worker discontent, there are ways HR can try to prevent their employees from heading for the exit, Wigert said. Of the employees Gallup surveyed who voluntarily left their organizations within the past year, 42% said management could’ve done something to prevent their departure.

Keep reading here.—CV

Business leaders may be letting their guard down when it comes to protecting against AI risks.

A new report from PwC found that 58% of 1,000 US executives surveyed have carried out a preliminary accounting of risks around the use of AI in their companies. Only around one in 10 reported fully implementing 11 capabilities the firm identified as key to responsible AI, though 80% have made some progress.

On top of the dangers of unchecked AI itself, the lack of readiness could cause problems for companies, as new regulations like the EU’s AI Act, President Biden’s executive order, and California’s proposed AI safety bill start to mandate more guardrails. The findings also come as reports show businesses are running into other obstacles, from experimentation with AI to rollout.

What’s holding businesses back from investing in responsible AI?

Keep reading on Tech Brew.—PK

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