Category: Learning & Development
Employees are valuing career development more than ever—it’s a sign that the company is willing to invest in their future. How are businesses approaching training today? What are their pain points, and what topics are being addressed in training?
One of the most obvious ways companies reward great service is through promotion. Moving a hardworking, loyal, and capable person into a position of greater authority is a clear sign to that employee, as well as the entire organization, that you value what he or she brings to the table.
In a previous post, we discussed the benefits of setting corporate goals to help achieve long-term strategic initiatives. But, setting goals and achieving them are two different things. Here, we’ll provide some basic tips and strategies for setting and achieving corporate goals.
Companies spend considerable amounts of money on training their employees. According to one expert, large companies with 10,000 or more employees spend $13 million per year on employee training on average; companies between 1,000 and 9,999 employees spend $3.7 million per year on average; and small companies with fewer than 1,000 employees spend $290,000.
When grooming employees for a future in company management positions, one of the most critical concepts to instill in them is effective time management. Even the most competent employees from a technical or intellectual standpoint can end up falling short in the long run if they can’t manage their time effectively.
Allegations of sexual assault and harassment in the workplace have gained increasing attention since the recent #MeToo movement. But even before the recent uptick in focus on such allegations, these issues have posed many challenges for employers and HR professionals.
In two previous posts, we discussed the topic of proactive and reactive help based on insights from management professor, Russell Johnson.
We have all been in situations at work when we could use some assistance from others. It could be a formal management position where you are delegating work to subordinates or an effort that requires input or action from others within your team or even a cross-functional project that requires assistance from other departments or […]
In a previous post, we discussed the difference between proactive and reactive help in the workplace. Proactive help is when someone actively seeks out opportunities to assist coworkers, while reactive help is when someone provides assistance only after being asked.
As human beings, we’re often drawn to the idea of helping others. Whether it’s volunteer work, contributing to charities, or helping a neighbor in need, pitching in to help someone else in our community, however that community is defined, strengthens our sense of community.
America’s workforce is increasingly diverse along a number of axes. Companies are leveraging this diversity by putting more and more emphasis on diversity and inclusion initiatives to help boost their bottom lines. But, companies that strive to promote diversity in their workforces need to be aware of the specific needs and expectations of the groups contributing […]