As companies continue to bring on new employees during the pandemic, onboarding has become virtual for many. Upskilling existing employees has moved online. With this shift comes new challenges—how do you make sure trainees are spending their time productively? How do you teach them efficiently when you can’t see what they’re doing in the office and they can’t easily shadow existing employees who will show them the ropes?
Feedback is essential to growth, and giving feedback is core to the management function. So why do so many managers struggle to give feedback effectively?
It is critical to maintain a high level of productivity and morale among employees, especially as work-from-home has turned into a long-term arrangement for many. While there continues to be uncertainty about when we will return to the pre-COVID working environment, leaders can control the current state of remote work by setting their teams up with the right set of collaborative tools and support to avoid employee burnout.
Exceedingly few managers receive formal people management training. In fact, 98% of managers feel their organizations need more formal training, and 87% of managers wished they had received more training when they first became a manager. So why don’t more organizations use widely available, low cost, and effective tools to develop their teams?
Social impact programming tends to be most effective when the make-up of the organization that administers it mirrors the community it serves. People, values, perspectives, and backgrounds are key components. When the right components are in place, the output is greater trust in intention and process. So why is diversity still such an issue in non-profit board rooms?