Employee Feedback is Uncomfortable — That’s a Good Thing
Developing your people through learning programs is essential, but you’ll need to tie these efforts to broader organizational goals. Tracking learning and development KPIs (key
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.
Setting clear and achievable employee goals is foundational to driving productivity and motivation in any organization. However, leaders should also ensure employee goals are tied to broader company objectives for the greatest success.
If your vision for your company includes healthy revenue growth, profitability, and expanding market share, it’s time to consider how much you’re investing in your people
If your vision for your company includes healthy revenue growth, profitability, and expanding market share, it’s time to consider how much you’re investing in your people
What drives a strong organizational culture? People in the middle level of management in your company might contribute more than you realize. If your middle managers go overlooked, you may find it difficult to build the type of culture that leads to success.
An inevitable part of leadership is addressing concerns with employees as they arise. Learning how to have difficult conversations with employees is a valuable skill that benefits everyone in the organization. So, what makes some conversations at work so challenging?
If performance review season feels like report card season in your company, what benefits does it drive for your employees? How about for your organization as a whole? If those answers don’t come easily, your system of delivering performance evaluations may be broken. There’s a better way to do it — one that benefits everybody.
If performance review season feels like report card season in your company, what benefits does it drive for your employees? How about for your organization as a whole? If those answers don’t come easily, your system of delivering performance evaluations may be broken. There’s a better way to do it — one that benefits everybody.
If performance review season feels like report card season in your company, what benefits does it drive for your employees? How about for your organization as a whole? If those answers don’t come easily, your system of delivering performance evaluations may be broken. There’s a better way to do it — one that benefits everybody.
This time of year, you’re probably reflecting on how your talent development program has helped the company’s success so you can make plans for the next fiscal.
