People are often the greatest expense, and without engaged employees, companies are simply unable to perform at their best. The concepts around employee recognition have evolved from a “nice-to-have,” into a strategic tool that drives business outcomes.
Explore how to create micro-learning experiences that aren't immediately forgotten, and how to balance simplicity and impactfulness in learning designs.
Let workers rebel! Harvard Business School Professor, behavioral scientist and author Francesca Gino believes letting employees cut loose is the key to find balance between conformity and nonconformity. Once that balance is established, a company’s employee engagement level will soar, and it will stay that way, too.
Thought leader and L&D professional, Brian Lambert, PhD, the Director of Consulting at Oxygen Learning shares his vision for the modern L&D function. Dr. Lambert describes the consulting skills and business acumen needed to elevate the ...Read more
Explore several emerging performance management trends through the lens of case studies from companies that have overhauled their performance management, learning and development strategies.
Throughout 2015-16 international talent solution provider ProFinda gathered data from almost 4,000 international knowledge workers revealing employees are wasting valuable work hours looking for support in their roles, as they are unable to identify internal expertise from within their own organisations. As already featured in Business Matters, Global Banking and Finance Review, Marketing and Communications News, The Marketing Blog and BDaily - the paper: The Disconnected Organisation shares this research data and aims to arm organisational leadership teams with a better understanding of their people’s needs and equip them to embrace new innovations.
Download your copy of The Disconnected Organisation today – available here.
Everyone has potential, and everyone learns and grows in different ways. In this Interview, David DeFilippo, Chief Learning Officer at Suffolk Construction, describes how the culture of an organization can impact the effects of coaching and ...Read more
Career development is typically thought of as an intentional, well-planned, and mapped progression of upward or lateral movement as a result of experience, education, and competency development. But, as we all know, life rarely allows us the luxury of neatly checking off boxes in order to ‘level-up.’ When I think of the business climate today I’m very often reminded of this phrase, a favorite used by a college English professor of mine; ‘the best laid plans of mice and men often go astray.’
Learn why investing in learning and development is key to employee engagement, global business growth, and innovation.
Organizations today are, by necessity, changing quickly and adapting rapidly to changing business circumstances. These fast changes can leave employees confused and in the dark when communication is lacking. Employees that do not feel included become disengaged, lowering productivity and increasing the risk for turnover. Low engagement directly impacts the bottom line. Employees today want their leaders to trust them with knowledge of where the business is headed, and in return they want to trust that their voices are heard.