Establishing an employee training program is one thing. Actually getting your employees to buy in and give it their best effort is another. If you want to maximize the value of your training program, then you must find ways to motivate your employees to succeed.
What will it really take to get your employees to invest in your training program? This can be a tricky challenge, but once you're able to zero in on what makes them tick, you'll find that your training programs are exponentially more effective.
Here are a few suggestions to get your wheels turning.
You’ve heard of exit interviews, conducted before an employee leaves an organization.
If you aren’t as familiar with stay interviews, it’s time for that to change. Stay interviews help managers learn how to keep their employees happy. Ultimately, they can facilitate a more harmonious and productive work environment, while reducing employee turnover rates.
So what exactly is a stay interview? A stay interview is simply where a manager and an employee sit down to discuss what the employee does and doesn’t like about their position and work.
Among the various core ingredients of talent and career success, few personal qualities have received more attention in the past decade than emotional intelligence (EQ), the ability to identify and manage your own and others’ emotions. Importantly, unlike most of the competencies that make it into the HR zeitgeist of buzzwords, EQ is no fad.
In fact, thousands of academic studies have demonstrated the predictive power of scientific EQ assessments vis-à-vis job performance, leadership potential, entrepreneurship, and employability. Moreover, the importance of EQ has been highlighted beyond work-related settings, as higher scores have been associated with relationship success, mental and physical health, and happiness.
Preventing a toxic environment in the office is one great way to boost employee retention, productivity, and happiness. The catch? You can only prevent and improve a toxic workplace if you can spot the signs before the issue spins out of control. Here are five signs your workplace is toxic.
Who would have thought that an Internet of things would be so important for the human resources department? And yet here we are. 10 billion devices give us 24/7 access to anybody and anything. Changing the way we live and work while being only in first gear. Analysts expect between 50 and 200 billion connected devices in 2020.
While humans are still in the center of all these machines, it’s time for HR to up the ante and prepare the workforce for these new waves of technology.
The vaunted “Emotional Quotient” rests not only on executive functions at the reaction level, but also on the deeper questioning and resolving of why the behavior exists in the first place. For instance, in a meeting, you’d be both participating as well as observing/modulating how you participate.
Forming a quality-driven culture at work should be a priority for all business leaders, not only those working in the service sector.
Employing a workforce that is motivated and empowered to deliver high-quality customer service is critical for any business looking to achieve long-term goals and secure a position of lasting value in its chosen marketplace.
Gallup’s latest research shows why companies are increasing their interest in gamification.The Gallup study finds 31% of employees are engaged at work (51% are disengaged and 17.5% actively disengaged). But what is most interesting is how this data compares when you apply a generational segmentation. It turns out Millennials are the least engaged generation with only 28.9% engaged as compared to 32.9% for Gen X & Boomers.
So how can various processes in human resources be “gamified” to provide an opportunity for employees across the generations to increase their levels of engagement, collaboration and recognition in the workplace?
When the Foreign Office’s Diplomatic Academy decided to launch its new Foundation Level, we decided to try to stimulate learning groups across 200+ locations in a global workforce of 14,500 people. No trainers, no formal courses, no experts on planes. We wanted teams to organise the face-to-face element for themselves, based around the e-learning, online materials and guidance.
Here are seven things we learnt. Some of them the hard way.
The Center for Disease Control found that 66 percent of American workers say they lie awake at night troubled by the physical or emotional effects of stress, and stress has been linked to many health problems, including obesity and heart disease—especially among low-income Americans. Stress not only affects us, but it can impact those around us, too, especially our children. Not all stress is bad, of course. Stress can also be invigorating or lead us to care about the welfare of others, if channeled in the right way. Nor is it always avoidable—many of us have lives with stressors beyond our personal control. But, psychologists have identified key variable that determine whether stress ultimately affects us positively or negatively: Our perception of stress The meaning we attach to it Our ability to cope with uncertainty and ambiguity The degree of control we have over the circumstances that produce the stress In my experience, many people don’t recognize the role that their own perceptions, fueled by biases, play in exacerbating stress. By becoming more aware of our biases in perception, we can learn to focus on the truthful assessment of situations we encounter without distorting reality, thereby remaining calm, energetic, creative, and resilient when faced with highly stressful situations.
Do your employees look forward to online training courses? Or would they rather book an appointment for a root canal? Online training doesn't have to be dread-worthy. But you have to know where your corporate learners' motivations lie. This allows you to create online training experiences that are custom tailored to their needs. Here are the top 7 things that engage and inspire corporate learners to perform at their peak in online training.
From rock-climbing in the Scottish Highlands to paintballing in a Hertfordshire forest, ‘corporate away days’ are an integral method of building team spirit, confidence and camaraderie for many British companies
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.