In recent years, it’s become clear that companies are slow to adopt flexible workplace practices. Employees at award-winning workplaces continue to lament their lack of flexibility. While 80% of Americans say they want workplace flexibility, only a third report having it. There are big barriers to adopting and sustaining flexible workplace practices within an organization. We need to shift our focus from the “why” to the “how.”
Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.
One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?
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Some employees with chronic health conditions believe that getting approved for intermittent FMLA leave means they can take protected time off anytime they feel sick. That’s simply not true. Intermittent leave can only be taken for illness, treatment or flare-ups directly related to a condition for which a health care provider has certified intermittent leave.
People who don’t understand strategy and the big picture can end up working hard on the wrong things, making poor decisions or even quitting out of frustration. Do your people “get it”? To find out, test your team’s ability to discuss the big picture.
Think you have issues with the IRS? At least you’re not Nicolas Cage, star of dozens of films, including the appropriately named “National Treasure.” By the latest count, Cage owes Uncle Sam approximately $14 million in back taxes relating to income from 2002, 2003, 2004 and 2007.