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.
What does it mean to be a learning organization?
In this extremely competitive business era, a company’s greatest danger lies in becoming stagnant, in failing to adapt to changing circumstances or adjusting to new challenges. A learning organization is what every organization should strive to be: committed to constantly learning, growing and improving. Why would you take this very high-level view of formal learning and build it into YOUR organization, one that’s likely already pretty busy with the work of being in business?
Guess what the most stressful part of the interview process is? Is it interviewing? Setting up a time that works for everyone? The sweaty, small office where you have to sit for an hour while you determine “cultural fit”?
Nope. It’s salary negotiation. While it can be simple (you offer a number, they accept, we’re all happy), most times, especially with purple squirrel jobs and high stakes negotiations, it can be a tightrope walk. Let’s talk about some situations you may face when negotiating salary.
Compensation should be more than a strategy, it should be a shared philosophy where every member of an organization is considered. Whether you’re an executive, an HR compensation decision-maker, or a one-man HR department, one thing is for sure. Well, actually three. Here they are…
The ability to develop leaders is one of the key aspects of a company’s growth. For some, it’s their entire growth process. Enterprise Rent-A-Car is a prime example of this as they only promote from within. In their business development, if their training and coaching fails, so does the entire company. Raising up and developing more leaders is a key aspect to Enterprise’s business model but they shouldn’t be the only company to do so. Here are three reasons why coaching should be a priority in every organization.