When your business has under ten employees, chances are your training budget is next to nothing and time allocated for training is non-existent.
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Forget titles. Millennials already consider themselves to be a leader in the workplace. While they may not have risen through the ranks to the C-suite – yet – the millennial generation is redefining what it means to be a leader in today’s workplace.
No matter what your organization’s current goals are, developing a structured mentorship program is a powerful way to improve employee performance and bring your company closer to its objectives.
Let’s face it, adopting new knowledge and skills on the job can be quite challenging, especially when employees are continually asked to upskill to meet the demands of the changing workplace.
I was recently asked who inspires me in my career as I participated in a panel discussion. I named two women who are both noteworthy, local citizens in the Raleigh-Durham area - Pat Nathan, the founder of Dress for Success/Triangle, and Sheila Hale Ogle,...
Knowledge transfer is the process by which experienced employees share or distribute their knowledge, skills and behaviors to the employees replacing them.
Most organizations struggle with achieving sustained behavioral change as a result of training.
Self-serving, narcissistic, lazy and entitled; these are just a few terms that are used to describe millennials. While they’ve only been in the workforce for roughly 10 years, millennials have already received a bad reputation.