Training Day Blog

Training a workforce to adapt to the new digital age isn’t just about teaching employees how to use new technology. It’s also about teaching executives how best to optimize technology to better lead their workforce.

Companies might want to consider turning one or two their HR employees into the professional version of high school guidance counselors—people you can talk to about professional, and maybe even personal, issues affecting your job.

Just as you might guide younger employees on how best to comport themselves in business meetings or negotiations, an older employee might need to be educated about technological advancements.

If employees understand that they solely will be judged by the outcome of their labor, rather than the appearance of their labor, there will be a focus shift.

When training is turned into an opportunity to showcase an employee’s abilities, you may be surprised how many quiet go-getters you have on the payroll.

How do you encourage a workforce with differing personalities and work styles, while also ensuring relations between employees are productive and pleasant?

What happens when you stumble onto information on social media sites that you’re not legally allowed to ask about during job interviews?

How do you facilitate continuous learning at your company? The key is to get your employees thinking—and keep their minds engaged in finding ways to make things better for your customers or clients.

The tendency to complicate, rather than simplify, relates to corporate culture, and corporate culture usually begins getting ingrained in new employees as soon as they’re hired.

A skilled manager with the proper training knows how to ask questions that elicit telling responses when checking a job candidate’s references.