Often, individuals are not set up for success either from the universities or the companies that employ them. People need to take education and learning into their own hands and ultimately be responsible for their own career and job success.
Autonomy and flexibility only work if managers frequently connect with their employees to discuss tasks, set goals, set expectations, and provide feedback. If a remote-working situation isn’t working out, surely the manager should take accountability for the employees failure to deliver.
Culture is not a consumer good. In Silicon Valley there are companies that serve free catered lunches created by celebrity chefs or some that offer on-site massages. When companies focus on too many “perks,” it creates a culture of entitlement, which is a dangerous paradigm because it makes it harder for the company to keep […]
What today’s employees want is the ability to have an impact in their work, the flexibility of when and where to do their work, to see their work connected to a bigger purpose, and to have the opportunity to learn and grow in their careers. Compensation is a key external motivator, but recent studies have […]
Old methods of corporate learning are not going to be effective strategies for building skills for the future. People developing new skills and building expertise are often self-directed. This means employees are learning everywhere all the time, but companies are not recognizing what people are learning, what skills they are building, and how they are […]
A look at how we should be learning in corporate culture in today’s fast moving landscape.