Training Day Blog

It’s important to build self-confidence and engagement in your own development to demand what you feel you deserve.

What role do trainers and Human Resources executives play in creating platforms for a more diverse set of voices to be heard, and seriously considered, when important decisions need to be made?

In a recent study, 69 percent of employees under age 40 claimed that training opportunities are an important factor in their decision to stay with their current company/position or leave.

The concept of sick and personal days may be too formal and structured for the realities of life today—and actually may inhibit productivity.

Such reviews are especially effective when the reviewers are assured that they can speak freely without their boss being told who said what about him or her.

It isn’t employees who need “resilience” training to accept change. Rather, those in decision-making positions need to be on board with the idea of change in the form of new experiences and opportunities for employees—even when those new opportunities result in a period of discomfort.

It’s rare to encounter a company that does a good job of acknowledging the reality that, regardless of promises of collaboration, there is always one person in each work group who carries the heaviest load, and without whom the work simply wouldn’t get done.

Having applicants first send in a sample piece of work, rather than a resume, would trim the pool of applicants you invite in for an interview to only those you already know for sure can do the work.

Making performance reviews mostly about ratings and salary increases plays into the hands of managers who want to manage from the shallow end rather than taking a deep dive into the long-term development of their employees.

Some companies value the authoritative voice over the humble voice, and that can lead to the kind of bosses employees are afraid to candidly speak and express new ideas to.