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Employees must constantly update their skills and stay abreast of the industry changes. Meanwhile, employers are also always looking to hire the best talent. However, how well are organizations performing in this area? Are companies providing effective career development? What role do leaders play? What roles do metrics and technology play?
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In a perfect world, fantastic managers would grow from trees—or at least, be found happily inhabiting every row of cubicles across the land. The reality, of course, is that all of us have been challenged by working for a manager who could use some leadership coaching to be their absolute best.
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Employees and employers alike crave ever-improving skill sets. Employees must constantly update their skills and stay abreast of the industry changes. Meanwhile, employers are also always looking to hire the best talent to effectively compete in terms of quality, customer service and productivity.
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In part one of our three-part series on strategic onboarding, we discussed how the questions you ask during pre-boarding can be used to make powerful personal connections during onboarding. This time around, let’s focus on how asking the right career-development questions during onboarding helps you better understand your new hires’ career growth aspirations so you can dial in your development programs and deliver tremendous results.
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Every company that approaches Narativ has a different response to “Why story? Why now?” Storytelling and stories are two sides of the most important competency in business communication. Storytelling puts all of us in the position to know our work more deeply and intimately through a story.
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A sign of a stronger economy and a tight labor market has come with the new release of the May Jobs report from the Bureau of Labor Statistics. According to the report, 223,000 jobs were added to the U.S economy this past May. The unemployment rate has also dropped to 3.8%, a new low since April 2000. Not to mention minimum wage is on the rise to $15 an hour in some states.
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Treat your people like you treat your money. I’d apologize, but treating people like money as opposed to employees is a good thing. Eric Garton, a partner at Bain, breaks it down like this in his recent Harvard Business Review article: “Financial capital is abundant but carefully managed; human capital is scarce but not carefully managed. Why? In part, it’s because we value and reward good management of financial capital.
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The rise of millennials in the workplace is often lamented, but in the sales industry, millennials are a perfect fit - they are ambitious, focused, and have an entrepreneurial spirit. This means they will actively go after sales opportunities and not give up easily. Once they believe in a company and set their minds on selling, they will give their all to shift products. They also adopt new technologies fast and use them to their advantage.
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As their name suggests, SMEs may be ‘small’ but they make a very big contribution to the UK economy.In fact, in 2017, over 99% of the country’s 5.7 million private sector businesses were classified as SMEs employing fewer than 250 people.1
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