Communication is key. Whether verbal or nonverbal, you communicate with everyone you meet and it can mean a lot, especially with those we work with.
Companies are very much alive, and they need to be nurtured to evolve and develop alike other living things. In order for growth to happen change must be introduced. When change is introduced, the potential for growth is limitless.
Employee feedback is one of the most important (and most under-appreciated) aspects of running a business or managing a team. When overlooked and done improperly, it can result in low employee engagement, which will affect recruitment and retention. So, if it’s so important, how do so many of us let it go to the back burner?
You’ve heard the news. When it comes to hiring a new employee, you have maybe a month to impress and engage them into your organization. In fact, though nearly a third of new hires are seeking new employment within the first 6 months, up to 20% of turnover happens in the first 45 days.
Interviews are not easy. For a candidate, they are stressful and filled with maddeningly pointless questions. For the interviewer, they can be so rote it’s impossible to remember which question goes with which candidate and can be tough to keep everyone’s names straight!
There was a time when work was all about the 9-5, cubicles and working for that corner office (potentially with a window). Moving down the hall was as much about knowing the right people as it was having the right skills, and obtaining those skills was generally something an individual had to seek on their own. The organization may have hoped to have talented employees, but the inspiration to gain and build on that talent wasn’t necessarily something management concerned themselves with.
Even companies that train employees and make training readily available to employees often find that much of the resources allocated to training are wasted. They are finding that there’s no measurable or positive correlation in terms of better employee contributions or productivity. It’s because supporting training isn’t enough. Training must be planned and properly managed if it’s going to be successful.
Do you want to become “the greatest” at performance reviews? Or better yet, do you want to reach the point when you can proclaim, in the words of the late, great, Muhammad Ali, “I’m not the greatest, I’m the double greatest”?
Ah, the employee development program. Many employers seem to have a love-hate relationship with this concept as they want the results but likely don’t have the time to invest in it. In a recent survey, an astounding 75% of Millennials reported they would consider leaving their jobs if they felt there were no real opportunities to grow professionally. So if you haven’t found the time to invest in employee development programs, it may be time to start. Get started with a few tips from the pros:
Turn your company into a productivity powerhouse with this secret benefit that your employees actually want!
Developing your employees and turning them into learning machines that will benefit your company from now until the future is kind of a no-brainer. But surprisingly, not every company focuses the attention they should on employee development or on-the-job learning. Here is a great list of statistics that prove why, when and how you should start bringing employee development into the workplace.