Training Day Blog

A recent survey shows Millennials embrace the fact that diverse perspectives lead to greater innovation, and enjoy working with colleagues who have different backgrounds and challenge them to look at obstacles in a different light.

Computers they don’t engage in politics, they don’t experience professional jealousy, and they don’t “like” or “dislike” anybody. They just calculate, recognize patterns, and then deliver the results of their dispassionate analysis.

Do you think it’s important for your top executives, and managers throughout your company, to learn from those who work at lower levels at the company? What systems, or programs, do you have in place to facilitate employee-to-manager learning?

Companies need to ensure they are not overlooking quieter—but just as promising—future leaders.

One rule of thumb is to try and keep emotions in check—if one person gets upset, it will only elevate the pressure in the room, pushing others to also raise their tempers.

Actively disengaged employees cost the United States from $483 billion to $605 billion each year in lost productivity, according to the Gallup organization’s newly released 2017 State of the American Workplace report.

Can manager training programs, and the right corporate culture, create a workplace that is above small-thinking interactions?

A recent study, reported on by Emma Lord in online publication Bustle, shows that as women advance to higher-level positions, they may face even greater gender-based bias than they experienced as lower-level workers.

Some companies are relying more and more on big data and less on human intuition to make decisions about who to hire and fire.

When people are encouraged to put their vacation days or other perks on the line, you learn a lot about what they think of their co-workers, themselves, and their company.