Back to Basics: Teach Managers How To Provide Feedback
Feedback can be valuable for your employees to develop and reach important goals, but more feedback isn’t always better. It’s not as simple as telling
Tori has spent her career dedicated to growing herself, her teams, and supporting the growth of others around her. During her 10-years in HR, Tori became a trusted HR partner with strengths in process improvements, program management and building trusting relationships cross-functionally. As a true HR generalist, she has experience in HR compliance, total rewards, global mobility, talent management and development, and employee engagement.
Using her HR experience, Tori became employee #3 at GoCoach/SkillCycle, responsible for building and scaling employee coaching programs and leading significant operational changes to influence scalable product growth. Today, Tori drives the learning success and enablement strategies, improving user ability to access the right content and resources that will help them utilize the SkillCycle platform in ways that contribute to their own successes. She is also a coach on the platform and manages SkillCycle’s talented coach community, always advocating for continuous learning and development for all SkillCycle users.
Zane Capital, one of GoCoach’s investors, has launched an entrepreneurial support organization called Zane Access™. Zane Access’ goal is to break down the systemic barriers that keep underrepresented founders from accessing capital as well as the funding itself. The organization produces programming, events, and content that provides founders from diverse backgrounds with education and mentorship.
I’m re-acclimating to having regular social responsibilities while still working from home alongside my husband. It feels like this weird in-between stage where some things are back to normal and others are still the same.
We at SkillCycle always say it takes a village to upskill. The reason for this is because people learn best when they have the support and accountability of others to keep them on track – specifically from their direct manager.
Powerful DEI strategies focus on the outcome of Belonging. They focus on creating a work environment where every single employee feels like they have a meaningful place in the company from a social, financial, and leadership perspective.
Our COO and Co-Founder, Rebecca Taylor gives her insight about the importance of giving opportunities to upskill. This includes offering personalized learning and having clear communication in place.
People have been living with higher levels of stress, working longer hours, and dealing with more grief and anxiety than ever before. Whether your company laid people off or grew headcount (or both) during the pandemic, the level of uncertainty, change, and overall ambiguity has taken its toll on the way your employees function at work.
One of the most common things I hear when it comes to remote vs return policies is that the culture of the organization depends on one practice or another. In its purest form, company culture is how work gets done.
Candidates are asking this question in the interview process more now than ever before. With restrictions relaxing across the US as more people are getting vaccinated, many companies are evaluating their policies and deciding the best way forward.
Poor leadership also racks up lost dollars because it damages overall creative thinking, future innovation, diversity and inclusion, and mental health, along with inciting a fear factor about an employee’s next job — the fear that leadership there will be the same. It doesn’t need to be this way.
