Practical HR Tips, News & Advice. Updated Daily.
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?
For many worldwide, forced isolation and the elimination of normal recreation and social activities mean more time to focus on long-ignored action items, meaning it’s time to revisit and revamp the to-do list. In general, many people maintain running lists of to-dos to track their open obligations.
Early impressions are crucial in any relationship, and work is no different. For better or worse, staff’s first impression of a team member, subordinate, or supervisor can have a significant and lasting consequence.
For most businesses, many employees are working from home because of COVID-19. This new environment calls for upskilling, as many employees are in need—and are eager for—training on new tools, apps, and soft skills. It also should require putting diversity and inclusion (D&I) at the heart of the conversation.
Learn how to keep team members engaged and energized on conference calls!
Months into the COVID-19 pandemic, millions of employees are still working remotely, with no immediate end in sight. Some major employers like Microsoft, Target, and Deloitte have extended their remote work policies to mid-2021 or announced plans to maintain them on a permanent basis.
Every company needs leaders, and senior managers should continuously be on the lookout for those with the potential to one day take on a leadership position within the company. Identifying leaders when there is an open leadership position is too late.
Virtually all managers have experienced situations in which an employee failed to follow instructions. While there are certainly cases in which an employee was simply negligent or disobedient, it’s also extremely common for the underlying issue to be miscommunication. The manager believes he or she communicated one thing, but the employee thinks he or she […]
Most managers have probably heard the phrase “praise in public; criticize in private.” It simply means that when you have something positive to say about a team member, make sure others are aware of the praise, but if you are issuing a correction or reprimand, handle it one-on-one.
No project works out exactly as planned. There are generally plenty of examples of things that could have gone better. On the positive side, there are also often examples of things that went better than expected.
Managers generally assume their team members have a clear understanding of the expectations set for them; however, there is often a surprising gap between those expectations and employees’ understanding of them.