All too often, learning and development (L&D) organizations focus almost exclusively on creating great learning content. Instead, learning and development organizations should focus on improved performance as their measure of success.
For many managers, completing the annual performance review process brings a sigh of relief: ”So glad that’s over for another year!” Increasingly, though, leading organizations are phasing out the once-a-year review in favor of ongoing, informal...
In almost any context, misalignment leads to less than desired outcomes. Many organizations post their core values in prominent places but put little effort into ensuring employee alignment with — or even awareness of — them.
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.
Franklin Covey Co repurchased $10 million of its common shares from Knowledge Capital Investment Group at a price of $35.14 per share. Knowledge Capital held about 20% of Franklin Covey’s stock, stemming from its initial investment more than 20 years...
Successful leaders often learn great communication skills over time, but they often can’t codify what can make a difficult conversation easier to initiate. Having good performance conversations is a skill that can be learned and practiced.
NICE announced that its NICE Performance Management solution includes AI-driven analytics to foster employee engagement and improve organizational performance. The new capabilities precisely point supervisors to areas where performance can be improved.
If your company is not seeing growth in employee productivity, consider changing your performance evaluation system. Change your perspective, and evaluate employees based on the parameters mentioned above to inspire change and growth.
If it is apparent that there is a skills gap within the company, business leaders and managers are responsible for examining whether it is due to the work environment, employee behavior or leadership and then taking the correct measures to close it.
When is a skills gap not a skills gap? Probably more often than you think. Other factors might be at play that impact the efficacy of the skill. If you jump immediately to “skills gap,” you may miss underlying issues that continue to hamper your...