Drew and Peter both work at company XYZ. They are friends outside of work and follow each other on social media. One day Drew notices that Peter posted details about a new widget the company was developing on his account.
We’ve talked before about the benefits of diversity in the workforce. But simply having diversity isn’t enough.
You don’t want to hire just anyone. And based on a recent survey from LinkedIn, talent acquisition managers are more focused than ever on quality of hire.
It’s time for the yearly sexual harassment training. You’re in charge of getting all the required employees into the same room and making sure they pay attention to the training.
The Occupational Safety & Health Administration (OSHA) defines workplace violence as, “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site.”
People are using social networking sites more than ever before. Which means that social media in the workplace isn’t going anywhere anytime soon. But that’s not a bad thing.
Compliance training is good for business. It teaches employees what’s acceptable and how to stay safe at work—and it helps you mitigate risks. But what happens when the compliance training is what puts you at risk?
It takes a lot of time, patience and hard work to recruit top talent for your business. That’s why employee engagement is so important to you. And you’re not alone.
“People leave managers, not jobs.” I’m sure you’ve heard that before. And you might have even experienced it yourself.