Your employees are the lifeblood and backbone of your organization and regular training is imperative to the success of your organization. Between 1950 and 1990, the idea of executive coaching grew popular and over the last few decades, organizational coaching has quickly become a key element in strategic planning and development for organizations and leadership teams. As a manager or supervisor, there are some simple steps you can take to help build a coaching culture in your organization.
What is the first idea that pops into your head when you hear the word “agility”? For most people, it’s flexibility, speed, dexterity— or any other word that could be used to describe a gymnast. But what about when the word is pertaining to the workplace? Can the same descriptions apply to a business person? In fact, they can and do, in two newly-popular phrases, known as “talent agility” and “learning agility.”
In 2015, the way we communicate has virtually no boundaries, especially in the business world. Employees in today’s workforce can make sales, troubleshoot, advise, and conduct nearly any business transaction from any place—to anywhere in the world. According to this infographic, 97 percent of surveyed employees believe communications impact daily tasks, and 95% plan to use business communication tools—computers, smartphones, desktop phones, and tablets—over in-person meetings. With a variety of communication channels at our disposal, there is still a possibility for disconnect between people.
What is Job Fit?
It’s the degree of congruence between an individual’s strengths, needs, and wants in a particular job and work environment. When interests align, the employee and the organization experience a good job fit. Establishing job fit helps to identify and place top performers in suitable positions.
Guest Blog by Bryan Fonville
The next time you search for something on Google, type in millennials and see what pops up.
Google’s algorithms are pretty good at helping you complete your search by pre-populating commonly used phrases. What do you get when you type millennials into the Google search bar? The answer: millennials in the workplace.
This says something about the state of today’s businesses. Companies everywhere are working to determine how to attract millennials to work for them. But, this challenge isn’t limited to just human resources professionals. It’s a marketing problem, too. Hint: Search marketing to and notice that marketing to millennials is the first thing to appear.
Some managers inspire and motivate their employees, but many fail miserably to engage them. The entertainment industry seems to have created the ultimate formula for the "bad manager" character, so why can't real managers understand how to be more effective?
Employees are the core of your business. Your core has three-dimensional depth and function movement in all three planes of motion. Many of the muscles are hidden beneath the exterior musculature. The core acts as a stabilizer, and strength is only able to produce force or results in respect to core stability. There are five components of core stability: strength, endurance, flexibility, motor control, and function. Without motor control and function, the other three components are useless, like a fish flopping out of water—no matter how strong you are or how much endurance you have.
The philosopher Ludwig Wittgenstein said, “The limits of my language means the limits of my world.” This also holds true in the world of talent management. There’s a lot of lingo thrown around surrounding the employee lifecycle—some of the terms are fairly simple to figure out, while others may be a bit more confusing. Not knowing all the terms associated with the employee lifecycle can seriously limit your effectiveness.
The days of an employee working for a company for several years seem to be a thing of the past. It is uncommon for an employee to remain at a company for more than five years. Based on a survey from the Bureau of Labor Statistics (BLS), tenure varies by age and the workforce landscape. The results report that the “Median employee tenure was generally higher among older workers than younger ones. For example, the median tenure of workers ages 55 to 64 [was 10.4 years] in January 2014, [which] was more than three times that of workers ages 25 to 34 years [averaging a tenure of 3.0 years].” Although companies cannot fully prevent employee turnover, they can take steps to reduce their turnover rate and increase employee engagement. But first, let’s look at five frequent reasons people leave a company or job.
Just as the role of HR and the talent management industry has changed dramatically, HR Pros need to adapt their mindsets. Understanding technology, connectivity, as well as embracing creativity are all cited in this recent popular blog. Change-effect.com shares 5 HR Mindsets for the Future (and Right Now).