Millennials are more likely to have a side hustle than older workers, and people earning higher incomes are more likely to have a side hustle.
High turnover can stifle the culture, making it more likely that remaining employees will shy away from creative and risk-taking ideas and solutions. Instead, those employees may opt to play it safe, so as not to join the ranks of those no longer employed there.
Incorporating things like having a masseuse on call, bringing puppies into the workplace, or setting up a desk purge with a garage-sale-style twist aren’t just trendy or ways to appease stressed-out employees, they are essential to setting the tone for the entire process.
Finding out why people leave is important. Finding out before they leave why they might be disengaged does a lot more for your workforce and your business.
Successful transitions of family businesses from one generation to the next can be tough. Here are four things to help you prepare.
Many of the companies said to be “ditching” performance appraisals are, in reality, changing the process by using technology to provide ongoing, real-time feedback to employees.
For hundreds of years, African Bushmen have greeted each other with this refrain. When one of them becomes aware of another coming through the brush, he/she exclaims, “I see you!” and the one approaching triumphs, “I am here!”
Every company has to start somewhere. And everybody needs good employees who are willing to take a risk and “buy-in” on an adventure that could lead to success. Choosing the right adventure is the toughest part.
You can learn a lot about your organization by asking a few questions about what people might add to their space.
Each team member can contribute toward brand awareness, qualified lead generation, and closing deals.
A Gallup poll showed the number of men who view sexual harassment in the workplace as a major problem is declining.
“Tell me about yourself” isn’t the only popular question interviewers should probably re-examine.
Surveys diagnose problems; leaders prescribe solutions.
Great leadership isn’t about perfection. It’s about self-awareness. And we know objective human data is the gateway to developing that awareness—the No. 1 most critical competency among leaders.
Loud doesn’t always mean what we think it means, and it’s definitely not always the enemy.
“How do you find prospective customers?” This is one of the most frequent questions I get from first-time founders, career changers I’ve mentored, and newbies in sales.
While the traits of a micromanager are easily recognizable, unfortunately, the negative forces can have a chilling effect within a business setting. Of those who identified as managers themselves in that survey, 77% said their morale was impacted negatively by micromanagement and 62% considered changing jobs because of it.
The practice of hiring people with criminal convictions is not a new concept, but it is gaining steam.
“Self first” is something I practice constantly and that I challenge my clients and those around me to invest in.
When we collect data to predict fit and pull that data through the lifecycle of the employee, we can better develop leaders and design teams, drive intentional culture, and produce high-engagement workplaces. This will increase your profitability. And ensuring your teams are ready, willing and able requires an investment.