Skeleton staff may be a reasonable short-term emergency measure to keep an organization afloat when it is in dire financial straits. But it is not a sustainable way to grow a business over the long term.
Establishing the objectives should be one part of a formal process managers are trained to do whenever delegation is deemed necessary.
What can small businesses do to be successful when competing against much larger companies? Not surprisingly, a lot of it comes down to training.
An intervention by the boss and a group improvisational exercise can help.
Amid the hybrid work world, recent research found that more than a third of women reported increased stress levels compared to men (24 percent), with more women reporting a decline in mental health and physical fitness.
An immersive remote virtual world might closely replicate the feeling and psychological boost of having a friendly colleague stop by to chat. But it also could lead to unwelcome disruptions.
A healthy sense of competition is only good if it results in long-term, substantive gains in employee engagement and improvements in customer service and profitability.
Tips to train managers to recognize employee achievement and value, and then meaningfully express gratitude.
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.