Training Day Blog

There are two management philosophies. One says you engender loyal, hardworking employees by treating them well and showing them appreciation—getting them to love you—while the other says you get superior work out of employees when they live in fear for their jobs.

When you ask the impossible, employees may do everything—including violating ethics—to make it possible.

Some employees are not having babies, but they have “brainchildren” and personal fulfillment they would like to nurture. Does your company offer paid leave for employees to pursue outside interests?

The requirement of calibrating emotions to keep others comfortable sometimes is referred to as “emotional labor.” At any organizations, women often are held to a different, more nitpicky standard of emotional calibration or labor than men.

The great thing about workload management is managing your work well means more time not having to think about work at all.

Will a growing percentage of our work transferred to machines mean it will become easier to ask for—and receive—help?

How can you train employees to productively express anger or frustration and then move on without irreparably damaging workplace relationships?

The technology could send automated reports about workforce productivity, so you don’t have to rely on annual performance reviews to identify areas where more training is needed.

How can audio and video recordings of employee interactions, such as at meetings, be used as a tool to improve workgroup and individual performance?

As I brainstorm survival techniques for an introvert in an open-plan office, I dream of a day when “collaboration” will be more than the peanut gallery offering comments and criticism while one or two people carry the load.