Being in control of a whole teams success is stressful and nerve-racking. It is like going bungee jumping off a cliff hoping the rope has your back. There really isn’t an easy go-to guide on how to be the best manager you can be considering all companies and employees are different.

Disengaged employees are the biggest enemy of your business. Tools and strategies can only get your organization so far, but it is the employees who need to do their part of the work and help you to implement the planned activities.

Behind every great working business, there is a support system of employees working hard to keep it going. There are many different methods that you can use to train your employees and if done properly you won’t have to worry about them straying away from your training.

Only a happy and healthy employee is a productive employee. In order to keep your employees motivated and productive, it’s essential to create a culture of well-being and try to make sure that people who work for you are satisfied.

Whether you followed the career path your childhood memory was fascinated by, or you delved into something else, one important thing stands out: how engaged are you at work? (Same question can be asked reflectively if you have employees- how engaged are they?) Sadly, one in three U.S employees scoffs at the concept of employee engagement because it is so far from their reality. While some totally cannot connect with the company’s mission, and others feel like fishes out of water because they’d rather be elsewhere. Employees are less productive because they lack the motivation to be at work, leaving their minds unengaged!

Remote internships differ from a typical internship in many ways. With the convenience of technology, you are now able to hire and manage interns without needing to have them come to the office every day.

For specific parts of a company's operations, outsourcing work to outside employees may be a necessity. This is where the gig economy comes in! Instead of permanently hiring new employees, short-term contract workers or freelancers may be hired short-term to do a particular job.

There is certainly MORE with LESS, especially when it comes to productivity. It seems that clocking more hours at work does not always lead to getting more stuff done. In this article, you will find facts about work and productivity that successful people swear by.

Offer letters are formal documents extending a job offer to a candidate. It’s useful for clarifying all the terms and requirements that go along with the job offer as well as details about what the position entails.

Working for somebody else has its benefits – you don’t have to think about making big and important decisions, running a business, ensuring that everybody gets paid, or dealing with complicated legal stuff. Though this kind of arrangement makes you feel safer, it can still hinder your personal and professional growth and prevent you from achieving your full potential.

Her name meant love. She had been in the industry for twenty years, and she always told us that she purposefully brought love to every aspect of her work. I was in a vocational school, and she was my teacher. I wasn’t sure yet about this field; I’d sort of picked it on a whim. I didn’t know yet if I’d like it or be any good at it. I couldn’t even imagine doing it; I just needed to show my parents that I wasn’t completely aimless.

As a modern-day business, it’s absolutely essential to make sure you’re taking the time to see whether your employees are engaging with your business. A lack of engagement will indicate far less productive within the different areas, a higher rate of employee turnover, and usually an absence of job satisfaction.

Graduates make great candidates as they are generally well-educated and happy to learn. They are newly independent are looking to work hard and make money. University will have taught them a lot, so they’ll have some decent experience to bring to the table. There are, however things to look out for when hiring graduates.

Employees are the real asset for any company. To run a business successfully, you have to keep constantly elevating the skill level of the workers. How well a business is doing is directly proportional to the performance of the employees working in that organization. A mindset of milking the best out of the workforce won’t yield the best results. There is a method to it.

Carol Dweck, a Stanford Psychology Professor, wrote a book Mindset: The New Psychology of Success in which she discusses the concept of the fixed versus the growth mindset. Applying this concept is useful within a business context. Employees with a fixed mindset believe they have a pre-determined capacity that they cannot exceed. Others with a growth mindset firmly believe they can go beyond their current limitations.

Name one HR intervention that has a high failure rate. Is ‘Mentorship’ the first word that came to mind? Anyone who has told you otherwise has you fooled. Ever since organizations were built, whenever anyone in HR attempted to run a successful ‘mentorship program’, Mentor turned in his grave. Yes, Mentor is a character straight out of Greek Mythology and the man after who the modern day mentor is shaped.

When you are a stay-at-home mom, it can be challenging to find a career option that gives you the freedom to take care of your children. Many stay-at-home moms have started turning to small home business opportunities to help earn extra income and help them feel like even more of a boss than they already are.

In today’s economy, it is not only difficult for people to find a good job, but it’s also difficult for employers to hold on to their employees, which is pretty contradictory. You see, once you do manage to find the right person to fill a particular position inside your company, you are going have to win them over.

When I was first asked to write about encouraging employee development, I thought "cool, this should be easy." After all I'm a huge proponent of professional development. I have my HR certifications and regularly attend learning sessions, in person and online, to maintain those certifications.

A little over one month ago, approximately 15,000+ HR Professionals met in Chicago, IL to participate, learn, and network during the Society of Human Resource Management Conference, better known as SHRM18. During this conference, I really learned the value of professional development and just like the title of this article states, it’s not a choice.

Games make for the perfect supplemental training tool during leadership work. Games promote all the characteristics a great leader should have: communication, enthusiasm, accountability, and collaboration. Watching your leaders in training play can also provide insights into how they’ll manage setbacks and a work to boost morale. If you’re not sure about bringing games into your leadership training sessions, keep reading.

It's incredibly beneficial for companies to provide training programs for employees to take part in in-house or to give them access to off-site learning. In this digital age, online learning is bigger and better than ever, and a wonderful tool for both businesses and their teams. Read on for some key reasons you should be utilizing online learning in the workplace today.

Life at home after heeding the call of duty takes a lot of getting used to. For many veterans, the switch includes finding suitable work — and businesses don’t always make it the easiest for them to join their ranks. But many qualities and skills come with military training that are transferable to any workplace. In other words, you shouldn’t overlook these servicemen and women.

The days of putting the responsibility of your development in your employer’s hands are over. We are moving into a world where many will partake of the new “gig economy”, where artificial intelligence will render some of our jobs historical relics, and where jobs will be more like “tours of duty” and short project-based partnerships. Therefore, all employees must become stewards of their own “start-ups” (i.e. careers) and cultivators of their “product” (i.e. their skillset and value-proposition to an employer) and personal brand.

In all employee development circles, it’s often said that the manager who develops employees is better off than the one who’s simply managing the employees. The simple reason for this assertion is that the former is helping the employees improve whereas the latter is simply overseeing the completion of tasks. This fact is closely tied to all employee development plans.