There are many stories about The Great Resignation, but very few about its causes and what can be done to prevent it. Brandon Hall Group recently asked businesses if their employees feel their work stress is manageable and only 3% of organizations strongly agreed.
Employers can’t address all concerns employees have, but they can analyze where the biggest problems are, address them, then design communication campaigns to inform the workforce. Even when you act, engage employees to be part of the solution and get their feedback so you can adjust as needed.
The Great Resignation — a mass exodus of workers leaving their organizations (and often going somewhere else) is often framed as people leaving for better pay. While compensation certainly plays a part, the most common reasons people leave are unmanageable stress, and also because managers were not prepared to work with them in this new workplace environment.
Brandon Hall Group, the leading independent Human Capital Management research and analyst firm, is launching a survey to understand how organizations are looking to use the Metaverse to improve their HCM processes.
Change is not a single thing. Every change an organization makes, from improving employees’ work experience to reimagining recruitment, career development and performance management and everything in between, is different and requires nuanced leadership and management. As organizations determine their future-of-work priorities, the scope of change that leaders will have to manage can be overwhelming.
Every employee requires leadership competencies and skills. Organizations should democratize their Leadership Development programs to embody a leadership culture throughout the organization. Boca Raton, FL — March 18, 2022 Brandon…
These new assets were published over the last month in our Member Center. Most are exclusively available to Brandon Hall Group members.
Leadership development is a continuous journey. Organizations can offer leaders formal training but that only serves as a foundation. Leaders also need time for self-reflection and self-development, which most feel they lack. They also may require assistance on how to reflect upon their values, skills, relationships and development needs.
Action learning can be done as part of a learning initiative where a coach
or facilitator asks a group of learners to develop a project that will help the business solve a problem while putting the learning from their program to practical use. Or the business can assign critical business projects to a Learning group or function or a cross-functional team that then must collaborate to forge the solution.
This webinar provides you with powerful tools and insights you need to drive successful change. Christina will share lessons from the change efforts she leads and reveal a new program that increases speed-to-adoption.