MEDIA PARTNERS TRAINING BLOG
News and information regarding employee and manager training. We feature a collaboration of experts in the fields of customer service, coaching and leadership, healthcare, human resources and more!
At one time or another, you or your employees will face conflict. When it happens, successful resolution will most likely require some kind of face-to-face meeting. What is the best way to prepare for a conflict meeting like this? What can be done to set the right tone and show that you have come prepared to find a win/win solution? One idea is to use an Empathy Quadrant.
Today’s workforce spans five generations—each with their own distinct learning style. While there’s a plethora of research breaking down each generation and their respective learning styles, it’s important to recognize cross-generational similarities. This infographic shows common characteristics and preferences of the modern learner (regardless of age).
This infographic provides current statistics depicting generational trends in today’s workforce, including recently released survey results on the up and coming segment, Gen Z.
What can you do to engage your millennials and provide them with the continuous learning they desire? Here are 6 research-backed tips.
My nieces are staying with my parents while they look for jobs. This has been interesting to watch. As Generation Y gals, things turn on a dime. They have little patience. They expect employers to hire quickly. If they haven't gotten a call back in 48 hours, they move on. Waiting isn't an option. In fact, I'm not sure it's even in their vocabulary.
I just attended conference where Baby Boomer managers discussed their frustrations with attracting and retaining the Millennial generation (those born between 1980 and the early 2000s), also known as Generation Y.
Two statistics really got the managers worked up:
"Micro-managing" has been a dirty word in business for the last several decades. It is the parental equivalent of "smothering." The backlash against hands-on, super engaged management came when the teenagers of the (Flower Power) 1970s entered the workforce. The parenting style used with this (my) generation was one of relative freedom, and therefore it was no surprise that freedom in the workplace was what that generation of new employees desired.