With The Great Resignation leaving companies scrambling to retain talent, and the talent pool continuing to shrink, companies that offer English language learning will have a competitive advantage in the job market — and a more diverse workforce.
Research indicates that over half of the global population will need to be reskilled by 2025. Amid these unprecedented times, an emergence of new skills has created an immediate need for reskilling, in hopes to secure company future growth.
Growing your people is accomplished in three distinct phases mapped on an S Curve of Learning that provides a common language for managers and employees to talk about career aspirations and progress.
As leaders deal with navigating a continuous global health concern — architecting work policies and managing employee well-being — they must also think about the needs of their employees, especially as it relates to career development.
Onboarding is the most critical stage to cultivating an employee's engagement within a company. Given the Great Resignation, it is more important than ever that organizations find ways to spark interest during onboarding.
In many cases, employers rely on external sources and third-party vendors to solve in-house issues, rather than their own employees. Read to learn more about how to encourage engagement and open dialogue between employers and their employees.
The idea of reskilling for in-demand jobs has become increasingly popular in today’s digital and rapidly changing economy. With that in mind, most middle-skill workers in search of a new job are looking in the field in which they already work.
Burnout is a reaction to prolonged or chronic job stress characterized by exhaustion, a loss of connection with work and feelings of reduced professional ability.
It is a strategic necessity for L&D leaders to commit to developing learners by imparting foundational skills and business acumen alongside their sense of self-awareness.
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