On April 30, the Society for Human Resource Management (SHRM) quoted Dan Messeloff in its article, “When and How Employers Should Respond to Employee Activism.” Already a defining feature of today’s workplaces, more than 80 percent of employers anticipate an increase in employee activism over the next few years.

Commenting on the role of an employer’s human resources department in managing dissent, Dan said, “HR can serve as a liaison between employees and company leadership by explaining how management feels to employees and explaining how employees feel to management. … It’s especially important to have protocols in place for what to do if you disagree with the activism.”

Read the article here.