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By Jeffrey Paolano, former Labor Relations Vice President,and Raymond Rarey, Senior Vice President, Human Resources “Always bear in mind that your own resolution to succeed is more important than any other one thing.”—Abraham Lincoln (1809-1865), 16th President of the United States Congratulations! You have accepted a position as a first-line supervisor, and all you have to do now is figure out what to do next.
By Amanda Herder, Account Manager, Signature Worldwide Complaints happen every day. When a customer complains, it is usually for a good reason or genuine concern. They usually have made a purchase that did not meet their expectation—a product, service, or maybe a combination of the two. In the customer service industry, we cannot avoid complaints. We must take care of the customer by listening to the complaint, and resolving it, to ensure a happy customer.
Orientation does not have to be boring. The more fun and engaging you make it, the more eager your recruits will be to join your team.
Implementing flexible, automated, and transparent processes in the workplace can help organizations improve and serve the needs of a global workforce.
How can you assess the effectiveness of your compliance training? Here are a few suggestions to get you started.
Obtaining learning, behavior, engagement, and performance analytics is critical to the L&D team, and the organization, as they need to know the value of their training programs and how training activities relate to employee performance.
Roughly half of 1,000 American workers surveyed by Element Global don’t report issues to HR for fear of retaliation.
Use technology and standards to create training content that can be used by all learners.
Building relationships is critical to success at any given time at work, especially in today’s workplace.
Rather than have a manager calling to congratulate or complain every day or week about numbers or metrics, I would prefer a manager who gives guidance on how we can continue to do better.