Training your staff: It’s good for workers, and it’s good for employers, too. It’s easy for businesses to get sucked into the perceived reasons why they shouldn’t be providing training to their employees, such as the cost to the business and the time it takes out of regular working hours.
Last year, Google made international headlines but probably not for reasons it was pleased with. The big news involved 20,000 Google staff who walked out in protest over what they saw as discrimination, racism, sexual harassment, and a workplace culture they argued poorly handled such incidents.
In an increasingly global business environment, many companies place a premium on bilingual or multilingual employees. Even with English as a lingua franca for business in much of the world, and even with increasingly sophisticated translation technologies like Google Translate, the benefits of multilingualism are still significant.
In a previous post, we discussed the challenges that can occur for organizations, and teams within organizations, when incentives aren’t properly aligned.
In a previous post, we discussed how employees at any level of the organization have the potential to create significant liability and financial loss for their companies. To illustrate, we’re spending a handful of posts looking at some specific examples.
Freelancers now make up 35% of the U.S. workforce, and their numbers are anticipated to rise over the next few years. And more and more companies are beginning to rely on their expertise and labor.
According to research, training employees in soft skills—including communications-based skills—boosts productivity and retention levels by 12% and delivers a 250% return on investment based on higher productivity and retention.
Facebook has been in the news a lot lately in a climate increasingly concerned about both privacy and “fake news.” Pundits are pointing to Facebook’s woes as fodder for understanding about the types of leadership foibles that can lead a company down a slippery slope from a public sentiment standpoint.
Retail theft is a major cost for businesses worldwide. Companies spend a lot of time and money fighting shoplifting. According to Loss Prevention Media, retail theft accounted for nearly $18 billion in U.S. losses in 2016. Only about 7.8% of those losses result in a recovery. These numbers are significant.
In a previous post, we discussed recent survey findings, which showed that one in three managers are unable to handle high-stress, high-stakes situations in the workplace. The result of this inability can be poor team performance, which can be manifested in a number of ways.