Training Day Blog

Managers or executives quickly giving in to an employee’s “case-closed” declaration that something “is not going to work” is usually not the right thing to do from an ethical perspective or the smart thing to do from a business perspective.

While workplace collaboration is very valuable, eliminating silos can lead to decreased ownership and lack of mastery among employees.

Executives, managers, and employees should be trained on essential conflict resolution protocol, ensuring all affected parties are brought into the conversation.

Employees should learn to use incisive questions and feedback to get AI tools to go a step further in doing their due diligence and double-checking specific points.

Someone can be a good employee, but if their managers and colleagues understood them better, could they be a great employee?

Train your work teams to use AI tools to spark creativity, producing solutions they can refine into long-term engines of success.

Organizations are devoting more attention to the employee experience (EX) than they have in the past, but for the most part, the experience of an employee still depends almost entirely on who their boss is.

The problem with asking employees to only mark a productivity-tracking spreadsheet with successful efforts is that it writes off all the time spent that didn’t lead to a deliverable as unproductive/unvaluable when that is not the case.

A workplace culture that prioritizes joy and passion can make a big difference in employee performance and success.

Providing thorough review processes, mentorship, and learning opportunities via collaboration between HR, L&D, and leadership can help managers grow from their mistakes and foster a healthier workplace environment.