Employee learning and development is a key factor that drives employee engagement. How are you facilitating employee learning in your organization when an increasing number of employees are now able to work remotely?
When planning for an employee survey, you need to be very clear what you want to achieve with your survey. Get focus and ignore non-essentials. Just like managing all the information that’s constantly available to us.
If you are like me, you probably subscribe to several news lists, professional publication lists, and RSS feeds. We want to keep up with everything lest we miss some big news or fall behind the latest research or industry trends.
But we cannot keep up. We are stressed. Indeed, we need to focus on only what's important and ignore others! This is just what Peter Bregman prescribed in his blog on HRB. Peter advised that we focus on two lists: your focus list - what you want to achieve and what's important to you; and your ignore list - what are you willing to let go and what's not important to you.
Likewise, when planning for an employee survey, you need to have a focus list of topics that you want to survey and ignore other irrelevant topics at this time.
I've been practicing yoga on and off for more than 10 years. I always enjoy my class and feel refreshed after the class. Today, as my yoga instructor led us through various poses, I saw the connection between practicing yoga and creating a work environment...
A recent Corporate Executive Board (CEB) study of 983 employees in the financial industry found that compensation is not a key driver of employee retention although it has a very low satisfaction score (satisfaction with compensation ranked 35th out of 38 attributes surveyed). Before you roll your eyes and say “really?” Please pause and think about it. Who wouldn’t want to be paid more? And who would agree that they are compensated sufficiently even if they are well paid?
Imagine what your leadership development program would look like if you could source most of your contents from the Internet, for free.
What? Source content from the Internet? How do I sell this program to my managers and employees if it’s not built by our team in-house or bought from a reputable vendor? Did I hear objections already??
Well, Google did just that. At the ASTD Golden Gate Chapter's program last week, Julie Clow at Google presented to a full room of eager L&D professionals in San Francisco about the future of leadership training–learning in the "cloud".