Return-Path: Delivered-To: ventas@daems-mx.com Received: from server.sistemasdemexico.com by server.sistemasdemexico.com with LMTP id 0K8SIl+Yn2IldScAe4sWzA (envelope-from ) for ; Tue, 07 Jun 2022 13:26:39 -0500 Return-path: Envelope-to: ventas@daems-mx.com Delivery-date: Tue, 07 Jun 2022 13:26:39 -0500 Received: from 223.165.117.136.jfk.braze.com ([223.165.117.136]:11206) by server.sistemasdemexico.com with esmtps (TLS1.2) tls TLS_ECDHE_RSA_WITH_AES_128_GCM_SHA256 (Exim 4.95) (envelope-from ) id 1nyduV-00BynD-BL for ventas@daems-mx.com; Tue, 07 Jun 2022 13:26:38 -0500 X-MSFBL: 0J+bxd0Bw+YWnIWXZsPHi7Eh5b7iRs4yAMLcWO6lymI=|eyJzdWJhY2NvdW50X2l kIjoiMTg3IiwiciI6InZlbnRhc0BkYWVtcy1teC5jb20iLCJ0ZW5hbnRfaWQiOiJ zcGMiLCJtZXNzYWdlX2lkIjoiNjI5YTMyOTg5ZjYyMzYxYzMyZjMiLCJjdXN0b21 lcl9pZCI6IjI2NjY5MyJ9 DKIM-Signature: v=1; a=rsa-sha256; c=relaxed/relaxed; d=learn.mail.monday.com; s=scph0521; t=1654626354; i=@learn.mail.monday.com; bh=aBL1Bzfo59oCO8rw2bI2X3b+3ODGi3JeXNVM2iySBW0=; h=Message-ID:To:Date:Content-Type:From:Subject:From:To:Cc:Subject; b=MchI0tX02MkNmimWPs/3eNljC0sokLyS2bO9hMvIsOLkQFlUKrTvQ/HIglgi9w/+u QV7eawDtbRbU1DjAQdJRqcYW535PYYJVyAMqnod7EOPJpue0orNemQA28bB5WoPqTk QZnfFZw1DPq8pFX3YL1El+0hzu0kN6661ucLZ2Ls= List-Unsubscribe: Message-ID: <23.3F.05945.2389F926@bm.mta1vrest.cc.prd.sparkpost> To: ventas@daems-mx.com Date: Tue, 07 Jun 2022 18:25:53 +0000 Content-Type: multipart/alternative; boundary="_----mDr1Cmgmr1+GtI5JhYA+uA===_FF/2F-05945-1389F926" MIME-Version: 1.0 Reply-To: no_reply@monday.com From: "monday.com research" Subject: How to effectively promote workplace transparency X-Spam-Status: No, score=4.2 X-Spam-Score: 42 X-Spam-Bar: ++++ X-Ham-Report: Spam detection software, running on the system "server.sistemasdemexico.com", has NOT identified this incoming email as spam. The original message has been attached to this so you can view it or label similar future email. If you have any questions, see root\@localhost for details. Content preview: Weekly news, tips & laughs :) - June 7, 2022 The monday.com ( " style= ) weekly monday’s take on the latest work trends - sent on Tuesdays Content analysis details: (4.2 points, 5.0 required) pts rule name description ---- ---------------------- -------------------------------------------------- 0.0 URIBL_BLOCKED ADMINISTRATOR NOTICE: The query to URIBL was blocked. See http://wiki.apache.org/spamassassin/DnsBlocklists#dnsbl-block for more information. [URIs: monday.com] 2.9 HELO_DYNAMIC_SPLIT_IP Relay HELO'd using suspicious hostname (Split IP) 0.0 TVD_RCVD_IP Message was received from an IP address -0.0 SPF_PASS SPF: sender matches SPF record 0.0 HTML_MESSAGE BODY: HTML included in message 0.0 HTML_FONT_LOW_CONTRAST BODY: HTML font color similar or identical to background -0.1 DKIM_VALID Message has at least one valid DKIM or DK signature -0.1 DKIM_VALID_AU Message has a valid DKIM or DK signature from author's domain 0.1 DKIM_SIGNED Message has a DKIM or DK signature, not necessarily valid -0.0 T_SCC_BODY_TEXT_LINE No description available. 0.0 LOTS_OF_MONEY Huge... sums of money 2.6 RDNS_DYNAMIC Delivered to internal network by host with dynamic-looking rDNS 0.0 T_MONEY_PERCENT X% of a lot of money for you -1.1 DKIMWL_WL_HIGH DKIMwl.org - High trust sender X-Spam-Flag: NO X-From-Rewrite: unmodified, no actual sender determined from check mail permissions --_----mDr1Cmgmr1+GtI5JhYA+uA===_FF/2F-05945-1389F926 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="UTF-8" Weekly news, tips & laughs :) - June=0A7, 2022= =0A=0AThe monday.com ( " style=3D ) weekly=0A=0Amonday=E2=80=99s take on th= e latest work trends - sent on Tuesdays=0A=0AInside this issue=0A=0A* Workp= lace trends=0A=0A* How to effectively promote workplace transparency=0A* Qu= otable news=0A* Question of the week=0A* Just for laughs=0A=0AWorkplace tre= nds=0A=0AFlexible work=0A=0AFor Musk, it=E2=80=99s 40 hours a week at the o= ffice or you=E2=80=99re out=0A=0ALast week, Elon Musk, the richest man in t= he world, sent memos=0Ato his staff at both SpaceX and Tesla demanding that= they spend a=0Aminimum of 40 hours a week at the office. Those who refuse= =3F=0AFired. Musk emphasized that he believes the more senior you are,=0Ath= e more visible your presence must be. This move comes at a time=0Awhere org= anizations around the world are grappling with the idea=0Aof becoming a ful= ly hybrid workplace or mandating a return to the=0Aoffice. With recent Forb= es data revealing that 97% of employees=0Adon=E2=80=99t want to return to t= he office full-time, many experts=0Abelieve these new requirements will cos= t SpaceX and Tesla a chunk=0Aof their employees who are willing to walk awa= y for greater work=0Aflexibility.=0A=0ACompensation=0A=0AMicrosoft plans to= nearly double its salary budget=0A=0AIn an effort to retain talent and hel= p workers cope with rising=0Ainflation, Microsoft plans to nearly double it= s budget for=0Aemployee salaries and raise the amount of stock compensation= for=0Asome workers by at least 25%. Changes will go into effect on July=0A= 1 and will mainly affect early to mid-level employees. The=0Aorganization= =E2=80=99s readiness to spend more on its employees follows=0Asimilar moves= by its key rivals like Google and Amazon. Late last=0Ayear, Google launche= d a new cash bonus plan that allows employees=0Ato receive significantly la= rger bonuses, and in February, Amazon=0Amore than doubled the maximum base = salary for its corporate=0Aworkers. All this reveals a trend among tech com= panies investing=0Amore in providing a rewarding experience for their emplo= yees.=0A=0ADiversity & Inclusion=0A=0AWhite house interns are finally getti= ng paid=0A=0AIn an effort to diversify the =E2=80=9Cleadership pipeline acr= oss the=0Afederal government=E2=80=9D, the White House released a statement= last=0Aweek announcing that, for the first time in history, it would=0Asta= rt paying its interns =E2=80=93 $750 a week to be exact. The funding=0Acome= s from a congressional spending bill President Biden signed=0Ainto law in M= arch, which allocated $4.5 million toward intern=0Apay. This announcement c= omes nearly five years after Congress=0Astarted paying its interns. Unfortu= nately, while the compensation=0Awas intended to increase candidate diversi= ty, a report from a=0Anonprofit called Pay Our Interns found racial and eth= nic=0Arepresentation in its internship program hasn=E2=80=99t really increa= sed.=0A=0AFollow monday insights=0ALinkedIn ( https://clicks.mail.monday.co= m/f/a/KqD_9ewnjtySh3kyf_BCfg~~/AAQRxQA~/RgRkgh0xP0QwaHR0cHM6Ly93d3cubGlua2V= kaW4uY29tL2NvbXBhbnkvbW9uZGF5LWluc2lnaHRzVwNzcGNCCmKaMpifYjYcMvNSE3ZlbnRhc0= BkYWVtcy1teC5jb21YBAAAALs~ ) for=0Awork-related knowledge, trends, laughs, = and insights =E2=80=93 we hope=0Athis page can serve as a space for deeper = understanding, open=0Adialogue, and thoughtful conversation.=0A=0AHow to ef= fectively promote workplace=0Atransparency=0A=0Aby monday.com ( " style=3D = )=0A=0AIn the world of work, business decisions have=0Along been made in th= e boardrooms behind closed doors, with the=0Alogic for such decisions rarel= y, if ever, disclosed. However,=0Atimes are changing and that practice isn= =E2=80=99t really working=0Aanymore. According to Slack's Future of Work st= udy, 80% of=0Atoday=E2=80=99s workers want insights into how decisions are = made at=0Atheir organization, and 87% of job applicants want transparency= =0Ain their future workplace.=0A=0AThe good news=3F According to a recent a= rticle in the Harvard=0ABusiness Review, workplace transparency is benefici= al to the work=0Aexperience of both employees and employers. In addition to= =0Aunifying team goals, transparency can improve morale and=0Aengagement, r= educe job-related stress, boost productivity and=0Aincrease revenue. And th= e best part=3F It costs nothing, so your=0AROI is bound to be high.=0A=0AWh= at is workplace transparency=3F=0A=0AWorkplace transparency means being ope= n with business=0Ainformation: data, roadmaps, strategies, challenges, succ= esses,=0Aand concerns. It's building a company culture in which employees= =0Ahave visibility into what is actually going on =E2=80=93 there are clear= =0Acommunication channels, teams are updated on changes in=0Areal-time, and= both the wins and the mistakes are shared upfront.=0A=0AHow can you build = a more transparent culture=3F=0A=0ATransparency must start at the top =E2= =80=93 as a manager, you need to=0Alead by example. Employees will look to = you for guidance on how=0Ato be transparent, so it=E2=80=99s essential to a= ctually practice what=0Ayou preach.=0A=0AEven when you don=E2=80=99t have a= ll the answers, share what you do=0Aknow. If strategies are changing, let y= our team know and be open=0Aabout why. When challenges arise, loop your emp= loyees in, and let=0Athem help identify creative solutions. Ultimately, tra= nsparency=0Acomes down to meaningful, regular communication.=0A=0AConduct r= egular all-hands meetings=0A=0AWhether it=E2=80=99s once a month or every q= uarter, set aside time to=0Abring your organization together and fill every= one in on what=E2=80=99s=0Agoing on. Allowing employees to submit questions= beforehand is a=0Agreat way to guide the conversation and identify what ga= ps in=0Ainformation need to be addressed.=0A=0AProvide thoughtful feedback= =0A=0AStaying transparent also means giving your team members feedback=0Aas= often as possible and ensuring that nothing comes as a shock=0Alater on. D= on=E2=80=99t wait for a formal evaluation to give employees=0Aguidance and = critiques. And, when something isn=E2=80=99t hitting the=0Amark, be sure to= explain why so that they have clarity on what=E2=80=99s=0Aneeded going for= ward.=0A=0AEncourage team members to share=0A=0ATransparency works both way= s. When your team members feel=0Acomfortable sharing that they think a proc= ess can improve or they=0Ahave an idea for an alternative strategy, your or= ganization will=0Abe better off. Not only because often those ideas can lea= d to=0Areal positive change, but because employees are more engaged and=0Am= otivated when they feel they have a voice. While you can=E2=80=99t=0Ainvolv= e everyone in every step, whenever possible, host=0Abrainstorming sessions,= ask for input, and consult your team.=0A=0AQuotable News=0A=0ARectal cance= r vanished in all 18 patients=0Awho took the same drug, according to a stud= y published in the New=0AEngland Journal of Medicine. Though the study was = small, experts=0Aare in awe that this may just be the first time in history= that a=0Atreatment has effectively thwarted cancer in every single=0Apatie= nt.=0A=0A=E2=80=9CI believe this is the first time this has=0Ahappened in t= he history of cancer=E2=80=9D=0A=0ADr. Luis A. Diaz Jr., Memorial Sloan Ket= tering Cancer Center=0A=0AIt=E2=80=99s officially been more than 100 days s= ince=0ARussia invaded Ukraine.=0A=0ARussian forces now control almost 20% o= f Ukrainian territory =E2=80=93=0Amore than double what it had controlled b= efore the war.=0A=0A=E2=80=9CWe have defended Ukraine for 100 days=0Aalread= y. Victory will be ours=E2=80=9D=0A=0AVolodymyr Zelenskyy, Ukrainian Presid= ent=0A=0AQuestion of the week=0A=0ALAST WEEK=E2=80=99S ANSWER: Oslo=0A=0AT= his week: What percent of workers are fully remote=3F=0A=0A#outlook=0Aa{pad= ding:0;}body{margin:0;padding:0;-webkit-text-size-adjust:100%;-ms-text-size= -adjust:100%;}table,td{border-collapse:collapse;mso-table-lspace:0pt;mso-ta= ble-rspace:0pt;}img{border:0;height:auto;line-height:100%;outline:none;text= -decoration:none;-ms-interpolation-mode:bicubic;}p{display:block;margin:0;}= =0A96 .ogf{width:100% !important;} * @media only screen and=0A(min= -width:563px){.pc100{width:100%!important;max-width:100%;}.pc50{width:50%!i= mportant;max-width:50%;}.pc0{width:0%!important;max-width:0%;}.xc524{width:= 524px!important;max-width:524px;}.xc500{width:500px!important;max-width:500= px;}}=0A.moz-text-html=0A.pc100{width:100%!important;max-width:100%;}.moz-t= ext-html=0A.pc50{width:50%!important;max-width:50%;}.moz-text-html=0A.pc0{w= idth:0%!important;max-width:0%;}.moz-text-html=0A.xc524{width:524px!importa= nt;max-width:524px;}.moz-text-html=0A.xc500{width:500px!important;max-width= :500px;} u+.emailify=0Aa,#MessageViewBody=0Aa,a[x-apple-data-detectors]= {color:inherit!important;text-decoration:none!important;font-size:inherit!i= mportant;font-family:inherit!important;font-weight:inherit!important;line-h= eight:inherit!important;}span.MsoHyperlink{mso-style-priority:99;color:inhe= rit;}span.MsoHyperlinkFollowed{mso-style-priority:99;color:inherit;}u+.emai= lify=0A.glist{margin-left:0!important;} @media only screen and=0A(max-width= :563px){.emailify{height:100%!important;margin:0!important;padding:0!import= ant;width:100%!important;}u+.emailify=0A.glist{margin-left:25px!important;}= td.x{padding-left:0!important;padding-right:0!important;}br.sb{display:none= !important;}.hd-1{display:block!important;height:auto!important;overflow:vi= sible!important;}.ht-1{display:table!important;height:auto!important;overfl= ow:visible!important;}.hr-1{display:table-row!important;height:auto!importa= nt;overflow:visible!important;}.hc-1{display:table-cell!important;height:au= to!important;overflow:visible!important;}div.r.pr-16>table>tbody>tr>td{padd= ing-right:16px!important}div.r.pl-16>table>tbody>tr>td{padding-left:16px!im= portant}}=0Ali{text-indent:-1em;} New York ( " style=3D )=0A= =0A34 W 14th St ( " style=3D )=0A=0ANY, NY, 10011, USA ( " style=3D )=0A=0A= Tel Aviv ( " style=3D )=0A=0A6 Yitzhak Sadeh St ( " style=3D )=0A=0ATel Avi= v ( " style=3D ), 6777506, Israel=0A=0A This=0Aemail was sent to you rega= rding your=0Adaems-mx.monday.com ( " style=3D )=0Aaccount.=0A=0AIf you wish= to no longer receive emails from us you can=0Aunsubscribe ( https://clicks= .mail.monday.com/f/a/XCLMyBdq3fbx4NdY0eQv-A~~/AAQRxQA~/RgRkgh0xP4QuAWh0dHB= zOi8vbGlua3MubW9uZGF5LmNvbS9icmF6ZS11bnN1YnNjcmliZT90b2tlbj1leUpoYkdjaU9pSk= lVekkxTmlJc0luUjVjQ0k2SWtwWFZDSjkuZXlKMUlqb2lNVEU0T0RBMU1qa2lMQ0pqYVdRaU9pS= XlNREEyTmpCa01pMHdNR1V4TFRRd1lXVXRPR1JtTWkwNE1XWTVaVGRpTjJGaU1USWlMQ0pqYmlJ= NkluSmxjM1Z5Y21WamRGOTBhR1ZmYlc5dVpHRjVYMmx1YzJsbmFIUnpYM2RsWld0c2VWOHdOekE= yTWpJaUxDSnBZWFFpT2pFMk5UUTJNall6TlRKOS5SMzU3Zm1KN2d2d0RNQ0JDdm5iRWNibkc0Zm= 5WdTNraEJGQ3V3MkpCRXFJVwNzcGNCCmKaMpifYjYcMvNSE3ZlbnRhc0BkYWVtcy1teC5jb21YB= AAAALs~ ). --_----mDr1Cmgmr1+GtI5JhYA+uA===_FF/2F-05945-1389F926 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="UTF-8" =0A=0A=0A=0A=0A=0A= =0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A
Weekly news, tips & laughs :) -=0A
=0A
=0A<= /tr>
=0A=0A=
=0A
=0A
=0A
=0A
3D""=0A
=0A
= =0A
=0A
=0A<= /table>=0A=0A
=0A
=0A
=0A
=0A

June 7, 2022

=0A
=0A
=0A=0A
=0A
=0A
=0A
=0A=0A=0A= =0A
=0A
The monday.com weekly

=0A
=0A

monday=E2=80=99s= take on the latest work trends - sent on Tuesdays

=0A
=0A
=0A=0A
=0A
=0A
=0A= <= /tbody>
=0A
=0A
=0A
=0A
=0A
= =0A
=0A
=0A=0A=0A=0A
=0A

Inside this issue

=0A
=0A
    = =0A

  • Workplace trends

    • =0A
  • How to effectively promote workplace transparency=0A
  • Quotable news
    • =0A
  • Question of the week
    • =0A
  • Just for laughs

    =0A

    • =0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A=

Workplace trends

=0A
=0A
=0A
=0A=0A
=0A=0A
=0A
=0A
=0A=0A
=0AFlexible work

=0A

 

=0A=

For Musk, it=E2=80= =99s 40 hours a week at the office or you=E2=80=99re out

=0A

 

=0A

Last week, Elon Musk, the richest= man in the world, sent memos to his staff at both SpaceX and Tesla demandi= ng that they spend a minimum of 40 hours a week at the office. Those who re= fuse=3F Fired. Musk emphasized that he believes the more senior you are, th= e more visible your presence must be. This move comes at a time where organ= izations around the world are grappling with the idea of becoming a fully h= ybrid workplace or mandating a return to the office. With recent Forbes dat= a revealing that 97% of employees don=E2=80=99t want to return to the offic= e full-time, many experts believe these new requirements will cost SpaceX a= nd Tesla a chunk of their employees who are willing to walk away for greate= r work flexibility.

=0A

 

=0A

Compensation

=0A

Microsoft plans to nearly double its salary budget

=0A

 

=0A

In an effort to retain talent and= help workers cope with rising inflation, Microsoft plans to nearly double = its budget for employee salaries and raise the amount of stock compensation= for some workers by at least 25%. Changes will go into effect on July 1 an= d will mainly affect early to mid-level employees. The organization=E2=80= =99s readiness to spend more on its employees follows similar moves by its = key rivals like Google and Amazon. Late last year, Google launched a new ca= sh bonus plan that allows employees to receive significantly larger bonuses= , and in February, Amazon more than doubled the maximum base salary for its= corporate workers. All this reveals a trend among tech companies investing= more in providing a rewarding experience for their employees.

= =0A

 

=0A

Diversity & Inclusion=

=0A

 =0A

White house in= terns are finally getting paid

=0A

 

=0A

<= span style=3D"mso-line-height-rule: exactly; font-size: 16px; font-family: = Roboto,Arial,sans-serif; font-weight: 700; color: #333333; line-height: 26p= x;">In an effort to diversify the =E2=80=9Cleadership pipeline = across the federal government=E2=80=9D, the White House released a statemen= t last week announcing that, for the first time in history, it would start = paying its interns =E2=80=93 $750 a week to be exact. The funding comes fro= m a congressional spending bill President Biden signed into law in March, w= hich allocated $4.5 million toward intern pay. This announcement comes near= ly five years after Congress started paying its interns. Unfortunately, whi= le the compensation was intended to increase candidate diversity, a report = from a nonprofit called Pay Our Interns found racial and ethnic representat= ion in its internship program hasn=E2=80=99t really increased.

= =0A
=0A
=0A<= div class=3D"xc500 ogf c " style=3D"font-size: 0; direction: ltr; display: = inline-block; vertical-align: middle; width: 100%;" align=3D"left">=0A
=0A
=0A=0A
=0A=0A
=0A
=0A
=0A
=0A

=0A=0A
= =0A
=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A 3D""=0A
=0A
=0A
=0A<= !--[if mso | IE]>=0A=0A
=0A
=0A
=0A
=0A=0A
=0A
=0A=
=0A
<= p style=3D"display: block; margin: 0;" align=3D"left">Follow monday insights LinkedIn for work-rela= ted knowledge, trends, laughs, and insights =E2=80=93 we hope this page can= serve as a space for deeper understanding, open dialogue, and thoughtful c= onversation.

=0A
=0A=0A
=0A=0A
=0A=0A=0A
=0A
=0A
=0A
=0A
=0A

=0A=0A
=0A
=0A=0A
=0A=0A
=0A
=0A
=0A
=0A=
=0A

How to effectively promote workplace trans= parency

=0A

by monday.com

=0A
=0A
=0A
=0A=0A
=0A
= =0A
=0A
=0A
= =0A
=0A
=0A

In the wo= rld of work, business decisions have long been made in the boardrooms behin= d closed doors, with the logic for such decisions rarely, if ever, disclose= d. However, times are changing and that practice isn=E2=80=99t really worki= ng anymore. According to Slack's Future of Work study, 80% of today=E2=80= =99s workers want insights into how decisions are made at their organizatio= n, and 87% of job applicants want transparency in their future workplace.

=0A

 

= =0A

The good news=3F According = to a recent article in the Harvard Business Review, workplace transparency = is beneficial to the work experience of both employees and employers. In ad= dition to unifying team goals, transparency can improve morale and engageme= nt, reduce job-related stress, boost productivity and increase revenue. And= the best part=3F It costs nothing, so your ROI is bound to be high.=

=0A

 

=0A

What is workplace tra= nsparency=3F

=0A

&nbs= p;

=0A

Wo= rkplace transparency means being open with business information: data, road= maps, strategies, challenges, successes, and concerns. It's building a comp= any culture in which employees have visibility into what is actually going = on =E2=80=93 there are clear communication channels, teams are updated on c= hanges in real-time, and both the wins and the mistakes are shared upfront.=

=0A

 =0A

How can you bu= ild a more transparent culture=3F

=0A

 

=0A

Transparency must start at the top =E2=80=93 as a manage= r, you need to lead by example. Employees will look to you for guidance on = how to be transparent, so it=E2=80=99s essential to actually practice what = you preach.

=0A

 = ;

=0A

Even when you d= on=E2=80=99t have all the answers, share what you do know. If strategies ar= e changing, let your team know and be open about why. When challenges arise= , loop your employees in, and let them help identify creative solutions. Ul= timately, transparency comes down to meaningful, regular communication.

=0A

 

=0A=

Conduct regular al= l-hands meetings

=0A

= Whether it=E2=80=99s once a month or every quarter, set aside t= ime to bring your organization together and fill everyone in on what=E2=80= =99s going on. Allowing employees to submit questions beforehand is a great= way to guide the conversation and identify what gaps in information need t= o be addressed.

=0A

=  

=0A

Staying transparent also means giving your team me= mbers feedback as often as possible and ensuring that nothing comes as a sh= ock later on. Don=E2=80=99t wait for a formal evaluation to give employees = guidance and critiques. And, when something isn=E2=80=99t hitting the mark,= be sure to explain why so that they have clarity on what=E2=80=99s needed = going forward.

=0A

&n= bsp;

=0A

= Encourage team members to share

=0A

Transparency works both ways. When your team mem= bers feel comfortable sharing that they think a process can improve or they= have an idea for an alternative strategy, your organization will be better= off. Not only because often those ideas can lead to real positive change, = but because employees are more engaged and motivated when they feel they ha= ve a voice. While you can=E2=80=99t involve everyone in every step, wheneve= r possible, host brainstorming sessions, ask for input, and consult your te= am.

=0A
=0A
=0A
=0A=0A
=0A=
=0A
=0A<= tr>
=0A
=0A
= =0A

=0A=0A
=0A
=0A=0A
=0A
=0A
=0A=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A

Quotable News=

=0A
=0A
=0A=0A=0A
=0A=0A
<= /tr>
=0A
=0A
=0A

R= ectal cancer vanished in all 18 patients who took the same drug= , according to a study published in the New England Journal of = Medicine. Though the study was small, experts are in awe that this may just= be the first time in history that a treatment has effectively thwarted can= cer in every single patient.

=0A
= =0A
=0A=0A
=0A
=0A
=0A<= /tbody>
=0A
=0A

=E2=80=9CI believe this is the first time this has h= appened in the history of cancer=E2=80=9D

=0A

Dr. Luis A. Diaz Jr., Memorial Sloan Kettering Cancer Center

=0A
=0A
=0A
=0A=0A=0A
=0A
= =0A
=0A
=0A
=0A<= div style=3D"font-family: Roboto,Arial,sans-serif; font-size: 16px; line-he= ight: 24px; color: #000000;" align=3D"left">=0A

It=E2=80=99s officially been more than 100 = days since Russia invaded Ukraine.

=0A

Russian forces now control almost= 20% of Ukrainian territory =E2=80=93 more than double what it had controll= ed before the war.

=0A=0A
=0A=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A

=E2=80=9CWe have defended Ukraine for 100 days already. Vict= ory will be ours=E2=80=9D

=0A

Volodymyr Zelenskyy, Ukrainian Pre= sident

=0A
=0A
=0A
=0A=0A
= =0A
=0A
=0A
=0A
=0A
=0A<= p style=3D"border-top-width: 1px; border-top-color: #9d9d9d; border-top-sty= le: solid; font-size: 1px; width: 100%; display: block; margin: 0px auto;">=

=0A=0A
=0A
=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A

Question of the week

=0A=
=0A
=0A
=0A=0A
=0A=0A
=0A
= =0A
=0A
=0A
=0A
=0A
=0A
=0A

LAST WEEK=E2=80=99S ANSWER: Oslo

=0A<= p style=3D"display: block; margin: 5px 0 0;">This week: What percent of workers are fully remote=3F

=0A
= =0A
=0A
=0A=0A
=0A
=0A=0A
=0A
=0A
= =0A
=0A=0A=0A=0A=
=0A
3D""=0A
=0A
=0A
=0A=0A=0A=0A=0A=0A=0A= =0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A
=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A=0A
=0A
=0A
=0A
=0A
=0A
=0A
=0A<= !--[if mso | IE]>=0A
= =0A
=0A= =0A=0A=0A=0A=0A
=0A
=0A

Tel Aviv

=0A

6 Yitzhak Sadeh St=

=0A

T= el Aviv, 6777506, Israel

=0A
=0A
=0A
=0A
=0A
=0A=0A
=0A

=0A=0A
=0A=0A
=0A
= =0A
=0A=0A
=0A
=0A

This email was sent to you regarding your daems-mx.monday.com account.

=0A

If you wish to no longer receive emails from us y= ou can unsubscribe.

=0A
=0A
=0A
=0A=0A
=0A
=0A
=0A
=0A=
=0A
=0A
=0A=0A
=0A
3D""=0A
=0A
=0A=0A
=0A
3D""=0A
=0A
= =0A=0A
=0A
=0A
=0A
=0A=0A
=0A
3D""=0A
=0A
=0A=0A
=0A
3D"==0A<= /td>
=0A
=0A=0A
=0A
=0A
=0A=0A
=0A
=0A=0A=0A=0A=0D=0A3D""=0D=0A=0A --_----mDr1Cmgmr1+GtI5JhYA+uA===_FF/2F-05945-1389F926--