The emphasis on growth and development in the workplace is reaching great peaks. According to the LinkedIn 2019 Workforce Learning Report, 94% of employees say they would stay at a company longer if it invested in helping them learn.
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The responsibility of managing people doesn't lie solely on the shoulders of the HR team, and HR wouldn’t expect managers to work alone in these areas. While we understand this idea in theory, we aren’t doing a good job of practicing it in reality.
It is important to ensure that as people work toward goals, they realize that there is a difference between expertise and opinion. Keep in mind the words of John F. Kennedy: “Too often, we enjoy the comfort of opinion without the discomfort of...
To keep up in a dynamic, competitive world, companies from a range of industries have started investing in HR performance systems that bring performance management to the platform employees are most comfortable with: their mobile devices.
Texting is great when you need to convey information, confirm a plan, check in on a status or send a warm reminder photo of home. But supervision by text, email or smoke signal doesn’t cut it.
How well do people across your organization treat each other? When I ask clients and keynote attendees this question, the answer is all too common: More than 60% say, “Not very well.”
It’s odd that in this day and age, when we discuss mental health so openly, we miss discussion of the impact of long-term stress when dealing with toxic people. Long-term stress impacts performance.
No one has perfect communication skills; some just keep trying, while others stay the same in their place of comfort over courage. Be the person who tries! Here are some tips to use as a leader for some of the more challenging types of conversations.
The more of your team members you can engage, the more successful your organization will be. The high-performing learning organization adapts more quickly to a constantly changing business environment and leads – rather than follows – the market.