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Employee engagement focuses on how leaders and managers can increase their best employees’ commitment to their work, their organization and a continuing career within that organization.
Delegation refers to the transfer of responsibility for specific tasks from one person to another. From a management perspective, delegation occurs when a manager assigns specific tasks to their employees. By delegating those tasks to team members, managers free up time to focus on higher-value activities while also keeping employees engaged with greater autonomy.
Human potential is enormous. But our ability to realize our potential can be limited by a lack of focus on what we want to achieve and how to get there.
Employers who invest time in wellbeing at work benefit from more productive, committed and loyal staff, higher employee retention and lower absenteeism. There is a positive association between wellbeing, job satisfaction and an employee’s job performance.
Objectives are the exact steps you will take to achieve your goals. They are measurable, quantifiable and precise.
Performing well in our jobs, achieving goals and delivering results will make us more successful, which brings rewards in the form of development, satisfaction, promotion, progression, pay and bonuses.
Stressful situations are a fact of life. Some people approach them with confidence and poise, facing change and challenges head on. Others back away slowly into a corner and become anxious and stressed at the mere thought of them. This collection looks at the skills needed to cope successfully and actions to take to start building your own resilience. After all, for most of us, it’s about how we react to change, life’s issues and stress. It's about your resilience.
A mentor is anyone who goes beyond their normal work responsibilities to offer knowledge, insight, or a different perspective to someone else.
In today's environment of fast-paced change, organizations need continuously to learn and improve in order to stay current with service demands and customer/client needs. Those closest to the work often have the best ideas for improvement.
How does your organization spot talent? And what does talent mean to your organization? Is it capability and expertise in role, or is potential valued just as highly?
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