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Both employees and managers perform better when they receive regular feedback, and employees state that they desire more feedback from their bosses, leading many organizations to get rid of their annual employee performance reviews or supplement them with more regular forms of employee feedback, like employee self-assessments.
Many employers are struggling to fill jobs in the current economy, so they’re looking to upskill their employees in future years. If you want your organization to remain competitive, you’ll want to do the same.
We often talk about how employees want more challenging opportunities and flexibility in the workplace, but we usually don’t take a close look at how their mobility also benefits employers.
Leaders and managers of an organization are often ill-prepared for their roles. In fact, according to a Career Builder survey cited in a Forbes article, 58% of managers said they didn’t receive any management training at all.
Yesterday’s post outlined why Millennials are burned out at work, and as you can infer, burned-out employees negatively impact organizational productivity, profit generation, engagement, and innovation.
In an increasingly service- and skill-driven economy, talent acquisition, development, and retention are immensely important for companies that want to stay competitive in the long run.
Business etiquette is probably more important now than it was a few decades ago, and it is certainly far from irrelevant or elitist. Experts also agree that etiquette training needs to be tailored to a new generation of professionals right now. Continue reading to learn more about why.
According to Gartner research, companies are currently spending an average of $1,200 per employee on training per year, and 86% of business leaders think that employee development is critical to driving business outcomes moving forward. And this is no surprise when you consider how quickly L&D is becoming the most innovative department inside any organization.
According to research highlighted by Inc., the top reason employees leave their current companies is because those companies aren’t offering them career advancement or promotional opportunities.
In a previous post, we discussed Paul Petrone’s recent LinkedIn research, which focused on the skills companies need most in 2019. He splits them into two categories; soft skills and hard skills.