Training Day Blog

What is your organization’s experience with employees returning after voluntarily quitting? What do you recommend doing to ensure you are not welcoming back an employee who will shortly leave again?

The idea that a person who hasn’t worked professionally for years can go right back into their old position as if they have never been away is absurd. They first will need to spend time in training in order to catch up with new technologies, processes, systems, etc.

If organizations allowed employees to choose the topics of most of their learning hours, instead of requiring specific trainings, workforce learning engagement and enthusiasm could hit all-time highs.

Setting boundaries to reclaim work-life balance and sanity makes sense, but ghosting work responsibilities is not acceptable.

Perhaps part of the hiring process should include e-mail exchanges with everyone the candidate would work with if they were hired in order to obtain information on how the person communicates and works through challenges with others.

A new survey by Gartner found that around half of employees do not choose to speak up when they witness, or learn about, misconduct in the workplace.

Getting feedback when you need it should be easier than ever with our many communication channels in the modern world. But it’s not easier if we start substituting pictures for words.

The World Health Organization has offered three key recommendations to prevent mental health problems from arising, or worsening, at work.

Along with race and ethnicity, inclusion means not just gender identification, but including people with different levels of physical capacity and those who think differently (such as people with autism and other neuro-diversities).

How do you create and train a culture that honestly evaluates the impact of important decisions and then nimbly changes course when necessary, with decision-makers readily admitting when they are wrong?