This month our talent and HR news update is focused on learning and development. Here at exaqueo, we believe in continuous learning and constantly strive to expand our knowledge. Read on to learn how you, as an individual or a company, can continue to develop every day. Stay tuned for a series of “how to” posts from team exaqueo later this month!
Today’s workforce is undergoing a major shift and the traditional career is taking on a new shape. What should companies do to address their organizations’ career development and learning needs in order to keep employees happy and motivated? We sat down with Josh Bersin, principal and founder of Bersin by Deloitte, and Greg Pryor, vice president of leadership and organizational effectiveness at Workday, to discuss the evolution of careers and learning, what the ideal career looks like, and what organizations must do to deliver more meaningful experiences for their employees.
In terms of People Management, we have quite a big challenge ahead of us at MeisterLabs. For starters, we have the ambitious aim of growing our workforce from 30 to 50 employees within the next four months. Plus, we’re not just looking to grow in terms of team size. We’re also looking to grow and develop each team member individually.
In this article, I’ll take you through the four main employee development aims of our employee talks here at MeisterLabs, based on the theories of Morgan W. McCall’s book, High Flyers:
Developing talent in a new workplace is a constantly evolving strategic function. New trends are driving the need to rewrite the rules. The rise of tech breakthroughs in the workplace has only accelerated the progression.
But when everything is constantly changing, what does it mean to be cutting edge?
I strongly believe that if we can think about the future and start acting in the present, we can shape this future and anticipate some of the challenges we will face tomorrow. Some outcomes should be emphasized by all of us when designing and implementing global solutions on developing talents.
Today, we need a new set of digital business and working skills. Companies should focus more heavily on career strategies, talent mobility, and organizational ecosystems and networks to facilitate both individual and organizational reinvention.
Think your employees are too busy to care about continuing education? Try again. Lack of growth opportunities is one of the key reasons for employee turnover, and 87% of millennials say professional development is important in a job. Here are some tips for managers looking to keep their teams engaged (even on a small budget).
The first step is to make training a high priority at all levels of the company, says Dan Sommer, founder of New York-based startup Trilogy Education. Trilogy partners with universities to offer continuing education classes in technology. “The best people-focused organizations spend time trying to understand what employees need,” he says. Consider polling workers annually with a short survey, since there’s often a disconnect between what the rank and file want and what their managers think they need.
New report from the American Heart Association provides actionable guidance for employers seeking to implement resilience training.
The American Heart Association (AHA) CEO Roundtable today releases “Resilience in the Workplace,” an evidence review report with practical guidance for employers looking to implement resilience training programs. With two-thirds of employees citing work as a significant source of stress,employers are seeking novel approaches like resilience training to improve employee’s overall health, productivity and organizational performance. The CEO Roundtable is the AHA’s leadership collaborative with 30-plus member CEOs who represent some of the nation’s largest employers who are committed to applying evidence-based approaches to improve their employees’ overall health.
The American Heart Association Center for Workplace Health Research and Evaluation assessed peer-reviewed literature that suggests resilience training programs may be a useful primary prevention tactic for employees to reduce stress and depression in the workplace. Resilience training aims to develop or strengthen a person’s ability to withstand, recover and bounce back from adversity and may improve the ability to cope with, and recover from negative workplace stressors.