The most engaged and productive people in your workplace also need room to grow and develop. Not offering that to them is inviting them to go elsewhere. Not offering career development to your high performers because you are wasting all of those resources to fix your lowest performers will not cut it. They deserve more than that, and someone will give it to them.
There’s No Such Thing As A “Dream Job” Anymore– As I’ve said earlier this week, younger workers are watching. Is it any wonder they are forgoing W2 employment in favor of other options?
The Importance Of Upskilling And Continuous Learning In 2023
Listening Between the Lines– good training involves a lot of this. There are some good tips in this post.
SEC Proposes Sweeping New Cybersecurity Rules: Is Your Company Prepared?
The key to HR’s success– “The number 1 complaint I hear from HR teams? That their managers aren’t great. “
Uber data targeted in breach of third-party law firm– law firms can be the weak link.
I know some young folks. I work with some young folks. The stereotype that the younger generations don’t want to work is false, in my opinion. What they don’t want to do is work the same way we have for ages because they recognize that it’s not a sound system.
As learners, we should do everything we can to give ourselves a better chance to change our brains when trying to learn new skills. Learning about neuroplasticity and the best way to encourage that brain state would be a good place to start, and then we can move on with our lifetime of learning.
One of the things I have talked about for years regarding college education is that, by its nature, it will always be behind. Think about it. You start a four-year degree program to learn technology skills. By the time you complete the four years and maybe even an advanced degree, everything you’ve learned is outdated. Technology changes that quickly. You enter a workplace using the next versions of everything you know. A version you don’t know much about because it’s so new that college programs haven’t even started incorporating it yet.
And by “so new,” I’m saying it’s been updated within the last few years.
I’ve also spoken to some in-house trainers who see this up close. People come to them because they lack some knowledge and hope the training will help them because their manager hasn’t given them clear direction. They don’t realize that they haven’t been getting a clear direction. They assume there is some skill or knowledge they are missing. Where do you go when there’s a skill you need? To Training and Development!
But the trainer can’t give you that clear direction about your job. That has to come from your manager.