5 Tips for Engaging Tenured Employees

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5 Tips for Engaging Tenured Employees

For many managers or HR professionals, they’ve encountered an entitled tenured employee once or twice in their career. You know, the employee who thinks because they were a top performer in 2007 that they can slack off and still reap the benefits as someone producing twice the results but is half their age. Just because they have company “loyalty.”
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Six Trends that will Influence Employers in 2014

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Six Trends that will Influence Employers in 2014

Several training trends emerged from 2013 that will affect employers’ delivery of learning and development, heading into 2014. They include the following:

1. Informal Learning

Discussing best practices, reading articles and blog posts, informally talking to mentors, and exchanging messages with coworkers, is evolving and more organizations are leveraging it to improve performance.
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Complete Guide to Training & Development

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Complete Guide to Training & Development

Training and development is an essential function of most organization nowadays. Strategically investing in employees'  training and development, nurturing their talents, and building their skill sets helps organizations achieve their desired results, enhances their culture, and assists leaders in better managing talent. Most organizations can't compete effectively without providing training and development.

Properly managing and administering staff training is important. The following guide provides guidance on several areas of training and development, including:
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How Top Companies Approach Training & Development

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How Top Companies Approach Training & Development

To get the best, grow the best and keep the best employees in today’s global economy, employers must invest in their best. Of course, investing in your employees can mean practically anything, from compensation to luncheons; but let’s take a look at what making an investment means in the context of training & development.

Top Employers, Top Talent

There is no better place to start than with the best- the best 99 employers in Northeast Ohio that is. Last year’s NorthCoast99 winners report that in 2012, they provided an average of 47 hours of training to their employees on the whole and 69 hours of training to their top performers. These training hours account for an average annual expenditure of $1,494 per employee and $2,339 per top performer.
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Leader Development: A Growing Concern and Priority for Employers

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Leader Development: A Growing Concern and Priority for Employers

Leadership development is among employer's top priorities and concerns in the workplace today. A 2013 survey conducted by The Conference Board and Right Management concluded that organizations are expected to spend 37% more on leadership development in 2014.

Many employers are concerned over a potential lack of talent to fill future leadership roles, and are putting practices in place such as succession planning and leadership development programs targeted toward young people, high-potentials, and emerging leaders to address those future gaps.

Below is a quick summary of two key areas in which the approach to creating leadership development programs is evolving.
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6 Tools to Develop Employees' Careers

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6 Tools to Develop Employees' Careers

It's the end of the year and a common time for employers to have discussions with their employees regarding career development as part of the performance review process, or in preparation for the upcoming year.

Employees tend to have questions about their careers at the end of the year, and organizations should be equipped to answer those, provide information, and help employees achieve their goals. If not, organizations risk losing quality employees who seek career development and advancement elsewhere. In fact, lack of opportunities is one of the key reasons employees leave.

Here are six suggestions for supporting employees' career development in the new year.

1. Set developmental goals.

Setting developmental goals for each employee helps ensure that training and development objectives get accomplished. It's also one of the easiest ways to make employees and managers accountable for developing their skills.
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Keys to Setting Up a Training & Development Process

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Keys to Setting Up a Training & Development Process

Many organizations have a training and development function of their business nowadays, whether it is one or a few staff members devoted to training and development, or an entire department. Developing a training function not only helps centralize employee training and development, but also supports an organization's commitment to employee development. Increasingly, organizations that invest in and structure their approach to training and development have a 'leg up" on the competition.

Here are the keys to setting up a training and development process.
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8 Keys to Managing Training & Development

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8 Keys to Managing Training & Development

Strategically investing in your staff's training and development, nurturing their talents, and building their skill sets helps your organization achieve its desired results, enhances your company's culture, and assists your leaders in better managing talent.

As a result, properly managing staff training is important and involves evaluating and prioritizing learning needs, creating and planning staff development initiatives, managing the administration of these programs and their costs, as well as measuring results.

Here are 8 keys to managing staff training and development.
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Northeast Ohio Employers Committed to Training & Development

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The results of the 2013 ERC/Smart Business Workplace Practices Survey offer a snapshot of the various approaches to training and developing employees that are being taken by Northeast Ohio employers. Highlights from these methods are outlined below.

Making technology work for you

If your organization is looking to help existing employees develop their skills at your organization, technology can be one of your strongest allies. Overall, about 71% of employers indicated they utilize some type of web-based trainings as at least one portion of their larger training program.
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5 Reasons Leadership Development Fails

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5 Reasons Leadership Development Fails

Plenty of organizations are developing leaders internally and creating their own leadership development programs. Research, however, shows that investing heavily in leadership seminars, workshops, retreats, books, and so on won't necessarily directly create the leaders you want. While these tactics can greatly aid the leadership development process, in the long run, you may still fail to build true leaders.

Here are some common reasons why leadership development efforts fail and don't create the leaders you want, as well suggestions for how you can increase the likelihood that your leadership development efforts build your employees into the leaders that you need and desire.
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