Training Day Blog

In today’s continued challenging times, organizations should consider exploring stress triggers during employee onboarding, training managers and employees on stress coping strategies, and more.

An essential part of new manager training should be teaching them how to effectively plan for employees’ vacation time and encourage them to disconnect from the office during that time.

What losing my parents has taught me about how managers should be trained to support bereaved employees.

Learning professionals and the Human Resources team should be having conversations about how productivity is defined and measured to determine both pay and the organizational hierarchy.

Bragging is sometimes taught as the antidote for “impostor syndrome,” in which a person feels like they don’t deserve to be in a job they are well qualified for. Instead, companies need to develop employees who are secure enough to speak confidently without turning every conversation into an infomercial for themselves.

Employees need guidance and training when it comes to reporting workplace ethics violations.

Quiet hiring is unofficially having an employee take on new responsibilities or hiring contractors rather than full-time employees. The most honest and ethical approach to quiet hiring requires transparency.

Proper training of managers and Human Resources employees on vetting resumes—including protocols on what to do when discrepancies are found—is essential.

Facilitating inter-generational understanding in your workplace and marketing can make for both better workplace communication and improved outreach to customers.

The key to empathetic solution finding to challenges—particularly those related to where and when employees work—could be making it a team effort and doing away with most hard-and-fast rules about what can and cannot be accommodated.