The first days, weeks, and months are crucial to the success of your new employees, making your onboarding strategy extremely important. Creating an effective onboarding process starts with knowing the most common mistakes and how to avoid them.
The privilege of leadership is getting to believe in people before they believe in themselves. As a leader, it’s not only your job to help your team meet goals and achieve success, but also to help the individuals on your team be the best they can be.
It’s the first day of your new leadership role and just a few hours in, an employee who is 10 or 20 years your senior stops you and asks point blank, “Just how old are you?” As someone in a leadership position in their twenties, you probably anticipated getting that question at some point, but it still stops you in your tracks.
Employee retention among the millennial generation is a growing concern as they are known for job hopping. So how do you keep millennials around? We have come up with a few retention strategies to help.
Miscommunication can be blamed for a significant amount of workplace conflict, and it would be unrealistic to think it could be entirely prevented. However, with a better understanding of some of the causes and possible solutions, the chances of a miscommunication decrease.
As an employer, you want to provide the best culture to keep your team as happy and healthy as possible. It’s impossible to eliminate every stressor within the workplace, but some common stressors can be, and the rest can be managed. Check out these best practices to help make your work environment less stressful:
Managers are the key to retaining your workforce. If management isn’t showing their genuine gratitude for their team's hard work, the chance of keeping that top talent is incredibly low. Your employees work hard. It shouldn’t be difficult to acknowledge their effort and show how much you appreciate them.
Providing constructive feedback is key to every team member’s success, even when it’s difficult. Take the time to get to know your employees on an individual level, so you can tailor and deliver any message in a way that they will appreciate and understand. Here are 6 tips to get you started.
When the interview question, “What is your management style?” is asked, don’t immediately answer with “I’m not a micro-manager.” That grinds my gears. Here’s why: