Milet

It’ll only be a couple of months before Ufotable’s Demon Slayer: Kimetsu no Yaiba returns for its third season . Season two received high marks when it came out, and its theatrical Mugen Train movie was a box office hit . Now as that season’s being nominated for awards in the anime community, studio Ufotable and Aniplex setting the stage for Tanjiro and friends’ next adventure.

Just before the weekend started, Aniplex released a new preview highlighting the primary villains of season three’s “Swordsmith Arc.” The trailer focuses on a group of demons known as the Upper Moons, who make up the most important half of the Twelve Kizuki, a group of demons who serve the demon king (and chief antagonist) Muzan Kibutsuji. During the previous season, Kizuki members Daki and Gyutaro were killed by Tanjiro and the other Demon Slayers, which caught the attention of the remaining Kizuki. In addition to the now dead siblings, the trailer highlights of the Upper Moons—Akaza, Gyokko, Hantengu, Kokushibo, and Doma.

Along with the Kizuku trailer above, Aniplex put out another trailer that featured some glimpses of the new season. But the main thing about that trailer is that the “Swordsmith Village” arc’s opening will be done by J-rock band Man With a Mission and singer Milet. Both of them have had their songs used for anime in the past; Mission’s “Raise Your Flag” and “Merry Go Round” were respectively used in Mobile Suit Gundam: Iron-Blooded Orphans and My Hero Academia’s second season five arc. As for Milet, her songs “Prover” and “Drown” were respectively used for Fate/Grand Order – Absolute Demonic Front: Babylonia and Vinland Saga . In fact, Mission’s own “Dark Crow” was the opening for the Vinland arc her song plays during the closing.

Demon Slayer’s third season will premiere on Crunchyroll in April. But for those living in Los Angeles, the first episode of the season will premiere at the Orpheum Theater on February 18.

Want more io9 news? Check out when to expect the latest Marvel , Star Wars , and Star Trek releases, what’s next for the DC Universe on film and TV , and everything you need to know about the future of Doctor Who .

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When it comes to introducing innovation and change using unfamiliar technologies, it’s no surprise that some leaders are bound to face potential challenges and pushback from some of their team members who prefer to stay in their comfort zone.

It’s normal for employees to be concerned about something they don’t fully understand, especially if they’re afraid to fail. Therefore, leaders should listen to understand their staff’s growing pains and come up with a variety of methods to make the learning curve fun and beneficial for everyone. To get them started, 14 members from Forbes Human Resources Council share their best practices to get employees on board and motivated about using the latest digital tools designed to make their workflow and daily team communications run smoother.

1. Implement The Tool Of ‘Gamification’

Helping employees adapt and adopt new technology is all about pace and agility. Apart from traditional tech training and change management methods, the technique of “gamification” works wonders with extraordinary business and talent outcomes. I have tested this among diverse generations of the workforce and have observed transformational outcomes with speed. – Christina Augustine , World Vision Canada

2. Choose A Multi-Service Software Platform

Organization leaders should pick a single technology tool that isn’t integrated with other HR software providers, covers everything from onboarding and payroll to retirement and empowers employees to own 100% of their data. By doing so, their teams will have the best chance of high adoption. This strategy allows employees to enter data just once and focus on value-added work, which increases engagement and makes them more productive. – Jennifer Kraszewski , Paycom

3. Build A Culture Of Innovation And Experimentation

Create an environment that encourages innovation and experimentation with new technologies. This can involve creating spaces to foster creativity and open dialogue, providing training on the latest technologies and encouraging employees to take risks and share ideas. Provide resources such as mentors and support systems to help employees learn how to use new technology. – Jonathan Romley , Lundi

4. Get Employees Excited About New Opportunities To Grow

Inspire, evoke and compel employees to embrace change. There is a human side to transformation. To evoke commitment and true adoption, you must secure buy-in. Connect the change to a deeper sense of purpose or a vivid new future. Bring the solution to life in creative, inspiring ways to help others see the benefits and new opportunities. Use storytelling, a new frame or a different medium to communicate in a more compelling way. – MJ Vigil , DispatchHealth

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

5. Communicate And Be Patient

Leaders need to communicate and demonstrate patience! Provide mandatory information and group training sessions, including “cheat sheet” handouts and build out of FAQs. More importantly, form a cross-departmental team of “new tech evangelists” during the deployment process. These individuals will be integral to espousing the benefits and talking through the tech platform during and after launch. – Maria Miletic

6. Explain The ‘Why’ To Employees

Think of Connect the Dots; it’s the kind of puzzle with a sequence of dots that when connected by a line reveals an object or image. Make that image the opportunity to perform any job more efficiently and effectively. Essentially, help your people get excited about adapting new tech by helping them understand the “why” or benefit to them for doing so. – Bryan Passman , Hunter + Esquire

7. Practice The Reverse Mentorship Scheme

The reverse mentorship scheme is a very effective learning strategy when it comes to acquiring digital skills. It pairs more experienced hires with recent graduates and enables a smooth, fun transfer of knowledge and provides great insights into how youth use technology in their day-to-day lives. The bonus is that the tables can turn and the mentee becomes a mentor and career sponsor. – Catalina Schveninger , Catalina S.

8. Write A Technology Guidebook

It all starts with explaining the “why.” A good technology ideally allows people to do their job better, faster and more efficiently. Once the “why” is clear, and it’s tied back to KPIs, one initiative that can help them is providing some additional handholding through a guidebook on how to learn. This can be done using technology without much effort. – Smarthveer Sidana , HireQuotient

9. Stand By Your Employees During The Learning Curve

Employees may often resist something because of their fear of the unknown and failure. So, it is important for the leaders to make them feel that the organizations will stand by them should there be any errors while the employees transition to the new technologies. These messages can be conveyed during the planned training programs to educate employees on the new technologies. – Prakash Raichur , Taghleef Industries

10. Call On Your Super Tech Users To Be Training Ambassadors

When adapting to new technology, it will be important to provide different learning opportunities based on an employee’s role through webinars, Q&A sessions, how-to documents and experiential learning. Identify super users in each department to help increase the learning and rate of adapting to the new technology. Providing contests or incentives for friendly competition could aid in adoption. – Sherry Martin , Government Administration

11. Launch A Seed Program For New Tech Testing

One way an organization can implement the adoption of new tech is to create a seed program. Through the program, the company can loan new technology to employees to try. After some period of time, the employee writes a report about the new tech, how it improved efficiency, how easily it was integrated and more. Assigning a mentor to the new product also provides expert support to the users so they have someone to turn to for help. – Gordon Pelosse , CompTIA, the Computing Technology Industry Association

12. Consider Your Employees’ Different Learning Styles

A holistic approach starts with securing buy-in, not only in launching the new technology but also in choosing the tech. Explain the “why,” what challenges the tech solves and how it will help the end user. Then move on to adoption. Provide pre-launch and post-launch (ongoing) training in different mediums catering to different learning styles. – Teresa Martins , Madison Logic

13. Make Learning Technology Fun And Useful

Make it fun and useful for your staff members. Show them quick tips and tricks that can save time and help people enjoy it so it’s not a burdensome process. Appoint one person on each team as the tech guru who can teach a helpful hint every day so that the team enjoys learning and has fun with it. – Rohini Shankar , Nations Benefits

14. Host A ‘Tech Week’ To Address Any Challenges

After conducting a survey of where the tech challenges are, companies should host a “Tech Week” with training sessions on how to successfully operate in those fields. A virtual setup may be most useful to allow persons to log on and see it in action. It allows persons to not hide in shame because of their lack of knowledge and also provides a non-distracting time slot to allow them to focus. – Tiersa Smith-Hall , Impactful Imprints, Training & Consulting

Whether you’re running a successful conglomerate or starting your first business, it always takes a reliable and trustworthy team to help any company meet its quarterly or annual goals. That is why it’s important to ensure that employees are on the same page as their leaders every step of the way. If not, it’s essential to find out where you are falling short in this area and how you can meet their needs and expectations more productively.

Showing your employees that you care about them and are interested in addressing any obstacles they are facing in the workplace encourages them to participate and openly share ideas about improving their current work culture environment for the better.

To share more on the most effective ways for managers to gain better insights into employee engagement—or lack of it—10 Forbes Human Resources Council members discuss other ideas leaders can try.

1. Conduct Employee Surveys Regularly

Tying employee engagement survey results to regrettable attrition trends can help managers and executives better understand which employees may be thinking about leaving the company and how the management team can create a more supportive and inclusive workplace, especially for historically underrepresented groups. – Raghu Gollamudi , Included

2. Go On An Active-Listening Tour

Every leader should frequently engage in an active-listening tour where they can also ask their employees open-ended, probing questions. Doing so signifies to the team that leaders are interested in their opinions and are excited about implementing changes that increase their engagement. Increase trust and engagement by asking for their help in creating change. When employees feel that management leaders are invested in their opinions and perspectives, they become more engaged. – Alexandria Brown , The HR Hacker

3. Talk With Your Employees To Assess Their Needs

Managerial communication and interest are the foundation for insights into employee engagement. Scheduling regular employee-manager one-on-one meetings is the definitive way to understand employee engagement through multiple lenses such as employees’ expectations, employees’ needs to perform work, work product and output alignment and assessment. Leaders should also ask their employees if they are engaged in their work and feeling fulfilled and purposeful. – Courtney Berkholtz , The Ray Life

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Demonstrate Authentic Leadership

A common pitfall new managers make is creating transactional relationships with direct reports and colleagues in which little to no personal information or experiences are shared. Employees won’t share how they truly feel if feelings and experiences have never been part of the conversation. It is possible to be authentic and professional. This creates trust and openness. – Jennie Walker , DeEtta Jones & Associates

5. Focus On Building A Strong Team Relationship

Build strong relationships with your team members. This is best done through regular feedback and open dialogue. Setting clear expectations and creating a sense of purpose are also important factors for employee engagement. Additionally, providing incentives, recognition and career growth opportunities can help create an atmosphere in which employees feel valued and motivated to perform. – Jonathan Romley , Lundi

6. Be Conscious Of Employee Behavior Patterns

Good managers pick up on signals from employee behavior patterns and a deviation can suggest to them when it’s time to take a deep dive and do some investigating. The most effective way is through anonymous surveys and one-on-one lunches. Let employees know that you hear them. – Smarthveer Sidana , HireQuotient

7. Put Away Your Biases And Be Open To Other POVs

It’s tempting to project our bias, behaviors and reactions onto others and make workplace decisions based on our experiences. However, the problem is that our employees’ needs can be different from our own. To better understand and respond to engagement opportunities, consider hosting roundtable meetings or focus groups. This can help management capture the points of view, feelings and beliefs to inform meaningful action that will build trust. – MJ Vigil , DispatchHealth

8. Guide Managers Through The Survey Data Analysis

Engagement surveys are key, but simply distributing them to managers without context can be ineffective. The sheer amount of information in reports can be daunting to someone who does not work with these reports regularly. It is up to the people team to guide managers by reviewing manager-level reports with them one-on-one and ensuring key takeaways are highlighted and focus areas are identified. – Teresa Martins , Madison Logic

9. Encourage Participation And Questions

Anonymous surveys are the first step, period. After that, invite employees to speak up in more casual forums for discussion: town hall meetings, employee resource groups, Slack channels, one-on-ones and more. Encourage participation by distributing agendas ahead of time, using moderators for challenging topics and leading with transparency. Acknowledging that an employee posed a great question here or there doesn’t hurt either. – Ursula Mead , InHerSight

10. Be Present And Supportive

Continuous listening tours can and should include employee pulse surveys, regular town halls as well as one-on-ones between managers and employees. If leaders are present and carefully listening—not waiting to talk—they will learn more about what makes their team members tick, what is meaningful to them and how they can support and fuel their engagement and connection to the team and more broadly throughout the business. – Maria Miletic , Maria Miletic