Workplace trends

Workers cheating on drug tests hits an all-time ‘high’

US employees are cheating on drug tests at the highest rate in over 30 years, according to Quest Diagnostics. Out of 5.5 million urine samples collected, 6,000 were flagged as substituted, more than a sixfold increase from the previous year, and an additional 25,000 were deemed invalid – up 45% from a year ago. Experts say this surge in drug test deception is likely fueled by the legalization of recreational cannabis use in many states. In some states like New York, where recreational marijuana is now legal, most companies are no longer allowed to test for the drug unless it’s federally mandated. Additionally, as drug laws continue to evolve and methods to deceive tests become more sophisticated, companies are finding it increasingly difficult to maintain drug-free workplaces.

As Ukrainian men head to war, women are taking their jobs

With the war against Russia still pressing on, Ukrainian women are increasingly stepping into positions traditionally held by men. The government has suspended laws that had previously barred women from working in hazardous conditions, leading major companies to train them in roles like electricians, locksmiths, and loader drivers. For many of these businesses, hiring more female workers has become a matter of survival. At the Ukrainian retail giant ATB-Market, for example, 30% of their male staff has been conscripted, while energy leader DTEK Energo has seen around 15% of its workforce head to the front. Despite the push for women to enter these new roles, however, barriers persist in Ukraine’s traditional society where women continue to shoulder an unequal share of childcare and unpaid domestic work.

The AI corner

OpenAI just got rid of its risk team

OpenAI has disbanded its Superalignment team, which was dedicated to understanding and preparing for the existential dangers of AI as well as ensuring the advanced technology wouldn’t go rogue. This decision came just days after the team leaders resigned, citing that the safety culture at OpenAI has been sidelined in the name of progress. The remaining members of the Superalignment team have since either left or been reassigned to other parts of the company. OpenAI had previously committed 20% of its computing power to the team’s efforts – which included addressing AI bias, discrimination, disinformation, addiction, and overreliance on AI – so the news has certainly sparked anxiety about the future safety of AI as it continues to evolve.

Thanks to AI, PCs are making a comeback

As software has predominantly moved to cloud computing centers over the last decade, the importance of personal computers has diminished. However, things might be changing, now that Microsoft has officially introduced a new kind of computer that’s specially designed for artificial intelligence. These new machines, dubbed Copilot+ PC, will run AI systems on chips and gear placed inside the computer, making them more private, personal, and fast. The laptops will also enable users to leverage AI for easier access to documents, files, emails, and browsed websites while automating tasks like editing photos and translating text. With Apple expected to follow suit next month by releasing its own personal AI computer, analysts believe the significance of laptops is about to be invigorated.

Building up future managers

By monday.com

When you manage a team, you need to be actively thinking about your employees’ growth and development paths. And while some may hope to advance as expert individual contributors, many will eventually want to become leaders like you.

However, as any experienced manager knows, wanting to be a manager isn’t enough to excel in the role. Certain leadership skills are simply essential, including having the strength and resilience to put your team members first and the maturity to recognize your accountability for their missteps. With 70% of the variance in team engagement determined by the manager, and more than half of surveyed workers quitting their jobs to get away from their bosses, per Gallup research, it’s clear that managers can profoundly influence employee retention and that not all people are equipped for managerial roles.

That’s where you come in. As a manager, it’s your responsibility to give your employees the tools and guidance they need to evolve into strong, qualified leaders. From helping them hone their strengths and spot their skill gaps to delivering meaningful feedback that will help them improve, to finding them opportunities to put their skills into practice, you play a key role in building your team members into strong future managers.

So, how do you help get them there?

Evaluate growth paths

First and foremost, it’s important to recognize that not everyone is meant to be a manager. Some of your strongest team members may lack certain qualities and traits – like the ability to empower others, lead with patience and empathy, ask the right questions, and balance multiple needs at once – that are fundamental to being effective leaders. In these cases, do your best to guide these employees to grow as individual contributors to ensure they still have meaningful and fulfilling career paths.

And in cases where you do see real managerial potential, it’s essential to align expectations with your team members, so that they really understand what the role entails. Make it clear that as a manager, you work for your team, and it’s your responsibility to help them reach their goals – when they succeed, they get the credit, and when they fail, you are accountable. If, after clarifying all of this, your employees still seem excited about this path, it’s a good indication that they could become great leaders.

Identify skill gaps

Try to identify the skills that your team members would need to develop in order to transition into a managerial position. Are they able to set strategic goals for projects? Can they think about the big-picture vision as opposed to just focusing on short-term goals? Do they seem hesitant when it comes to providing constructive feedback to others? Recognizing areas to grow and offering guidance when needed can help you pinpoint and tackle the specific leadership skills that your team members need to develop before they’re ready for a formal management position.

Practice delegating

Find ways for your team members to start practicing their managerial skills and taking ownership. Give them the chance to run group meetings and set agendas, lead large-scale projects and assign deadlines for key milestones, mentor new joiners, and delegate tasks themselves. And pay attention to how they handle these responsibilities. Are they providing clear instructions? Are they comfortable holding stakeholders accountable? Are they effectively offering their input at the right time? These experiences will enable you to offer relevant guidance and empower your team members to develop their leadership capabilities.

Assign cross-functional projects

Managers need to know how to collaborate with different kinds of people and navigate unfamiliar processes, so try to loop your team members in on projects that involve cross-team stakeholders. This way, you can expose them to various working approaches and problem-solving methods and enable them to hone their communication abilities. Doing so also presents a great opportunity for you to ask others for feedback on what it’s like to work with your team members so that you can provide your employees with well-rounded feedback on areas to improve.

Give direct, honest feedback

In order to help your team members become management-ready, you need to give them timely, honest, and authentic feedback. “Good job” or “I think you could have handled that differently,” doesn’t provide them with the direction or insights they need to improve, which is why it’s so important to reference specific areas where they’re excelling as well as where they seem to be missing the mark. Offer relevant examples, and when there are gaps, try to give them tangible suggestions for ways they could do better going forward. And remember, there’s a difference between giving critiques in a supportive way and trying to sugarcoat so much that you fail to actually provide any tangible feedback.

Water cooler chatter

A Japanese town is putting up an eight-foot barrier to block the view of Mount Fuji. The town, Fujikawaguchiko, has become overrun by tourists trying to get the perfect selfie with Japan’s most famous mountain. But with the tourists comes increased trash and traffic, and the people there have simply had enough.

OpenAI’s new virtual assistant sounds just like Scarlett Johansson, and she’s fuming. The actress had already rejected OpenAI’s request to use her voice for their AI assistant twice and is now demanding that the company disclose just how they developed the voice in question.

Question of the week

Last week’s answer: 80%

This week’s question: What percentage of employees consider quitting their jobs because of their manager?

Just for laughs

Gen Z candidate expectations – just showing up