Most HR departments track employee metrics like turnover, engagement, and retention at the organizational level. That’s a sensible approach – but maybe not the best one.

Few people enjoy meetings, often dreading them as unavoidable time-wasters. They’re probably right. Business analyst firm McKinsey and Co. argues that meetings “take up an inordinate amount of time but yield little benefit.” It says that most organizations host too many meetings that last too long, involve too many people, and don’t end with clear action steps – all of which contribute to ineffective meetings that cost too much to host and waste so much time they actually put attendees to sleep – as much as 39% of the time, apparently!
In any workplace, many different people come together to work as a team. A crucial aspect of smart recruiting is making sure you find job candidates who will work well within your company’s culture and with your company’s existing team. Even so, you’re still going to end up with many different personality types working together. How do you manage different personalities most effectively?
Here's a sobering statistic: More than 40% of employed Americans have received no skills training in the last two years! In fact, more than a quarter (26%) of HR executives say they have no training budget at all, according to ResearchNow! McKinsey and Company verifies the predictable result: only one-quarter of respondents to their survey said that their training programs measurably improved business performance.
Small business owners must wear many hats, and sometimes they’re expected to be masters of skills that have nothing to do with their core business offering
HR should be one of the first departments notified when starting a new project.
U.S. companies spend $14 billion annually on leadership development – and yet one in three executives admit that they have failed to exploit business opportunities because they lacked leaders with the right capabilities. What’s going on here?
If you can spot future leaders in the ranks today, and take proactive steps to cultivate those workers, you’ll be better positioned to meet whatever challenges tomorrow brings.

If there is one constant in the universe, it is change. And, we might add, it is never easy. Part of the difficulty is that most of your workforce lives in the past or present; in other words, they’re anchored by a long tradition, held back from making major changes easily or quickly.

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