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For many employees, work is an endless litany of meetings, brainstorms and gatherings that stifle innovation, crush productivity and overwhelm even the most carefully curated to-do lists. The pains associated with traditional meetings are even greater when you factor remote workers into the equation – a growing segment of the nation’s workforce.
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Many companies view training as a “nice to have.” They think it is important to create an attractive, engaging training program for new hires, and that it might be good to have a focused course that teaches employees how to perform certain tasks or use certain pieces of company technology. Once those companies cover the bases by offering training in just a few areas like those, they turn the page and start to think about other realities of doing business.
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In the last post, we heard from a Logistics Flow Analyst who was losing her motivation to meet a deadline after a deadline. I agreed that constant deadlines suck and that she had the right to feel the way she was feeling.
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In the past few years, the term “Performance feedback” has become as important as Client Satisfaction. Feedback sessions are essential to keep employees informed about their strengths and weaknesses. Feedback provides guidance, lead people to perform better
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