Chart Your Course

MARCH 4, 2013

To weather economic storms, businesses must continue to invest in their leaders and employees – and hire, train and retain the best people with greatness in mind. This means planning for training and setting realistic goals so employees can do their jobs and produce the best results for the company.

Cost 206

Cost Customer Loyalty Loyalty Training 206

Chart Your Course

AUGUST 2, 2015

This process of welcoming, orienting, training, coaching, engaging, etc. Coaching and Mentoring – Give new hires the ongoing support utilizing coaching and mentoring. This coach/mentor can assimilate the progress of the new hire and provide early feedback and an opportunity to correct any mistaken direction.

Succession 100

Succession HCI Human Resources Mentor 100

Chart Your Course

MARCH 29, 2016

Managers should be open to more frequent check-ins and mentoring to make sure employees are content and moving toward higher achievements. The post 4 Ways to Increase Retention and Employee Engagement appeared first on Business Motivational Speaker|Team Building |DISC Training. Foster Mentorship.

Survey 100

Survey Mentor Policies Loyalty 100

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JUNE 30, 2014

Here we go again — there’s a new hire and she has to be trained. Not assigning a mentor to show the new person the ropes. Provide adequate training without giving it all at once. Giving all of the directions all at once, forcing the new hire to “drink out of a fire hose.” Adopting a sink or swim philosophy.

Emotional Intelligence 160

Emotional Intelligence Performance Review Letter Insurance 160

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SEPTEMBER 14, 2015

Along with freedom, however, many desire (or need) the feedback of supervisors or mentors to help them navigate choices effectively in their organizational context. The post 3 Expectations of Millennial Employees appeared first on Leadership Speaker and DISC Training. Millennials value work-life balance. Used with permission.

Cooper 100

Cooper Teamwork Commitment Cost 100

Chart Your Course

JULY 14, 2013

Examples include skill training, education, and mentoring for the “can’t do,” and feedback, concrete goals and new work arrangements for the “won’t do.” Take note of any reasons they give or ways you can help them improve at their job. Lastly, set a time period and a time to meet back (such as 30 days) and reassess.

Human Resources 145

Human Resources Motivation Newsletter Talent Management 145