For most of us, it’s the the time of year that conjures up long, sunny days, backyard barbeques, and Saturday’s spent at the pool or beach. But for HR, it can signal something a little less fun: The Dreaded Summer Slump.
For most of us, it’s the the time of year that conjures up long, sunny days, backyard barbeques, and Saturday’s spent at the pool or beach. But for HR, it can signal something a little less fun: The Dreaded Summer Slump.
If you’ve ever sat down to write feedback for an employee, you know it can sometimes be hard to find the right words.
Life Sciences companies of today certainly recognize that Field Development is necessary to drive the performance and productivity of their field sales organizations. But, why is it so hard to actually realize Engagement, and in turn, see desired results?
Too often, we assume managers know how to give feedback. It’s a fundamental skill, right? Unfortunately, like most assumptions, this thinking is off base and can have serious consequences, especially since managers influence up to 70% of an individual’s success (Gallup). The fact is, you can’t be an effective coach unless you provide your people with an ongoing stream of quality verbal and written feedback.
As technology is redefining the learning experience and as corporate training shifts toward talent development, we must engage our learners and employees through impactful coaching and learning experiences. This requires an understanding of generational differences and their unique perspectives toward coaching and leadership, as well as their learning preferences.
As technology is redefining the learning experience and as corporate training shifts toward talent development, we must engage our learners and employees through impactful coaching and learning experiences. This requires an understanding of generational differences and their unique perspectives toward coaching and leadership, as well as their learning preferences.