Corporate Training Tips

Can you really be happy at your job every day? Research shows that happy employees are more productive, more creative, and more likely to remain in their current positions. Not only that, if you're happy overall, you're less likely to get sick, to struggle with common stress issues, and to experience greater overall comfort and wellness. Unfortunately, 68% of employees report disengagement in the workplace. They're simply not happy, and their performance shows it. As an employee, you may feel that there's not much you can do about your happiness. You aren't responsible for your working conditions or the rules your employer imposes on you--and you may feel that many of them are unreasonable or unacceptable. The truth, however, is that there are plenty of things you can do to improve your happiness at work every day, creating a happier working environment and allowing you to experience all the benefits of happiness. 

Employee happiness: it's about much more than just the employees. As a leader, you're in the ideal position to help promote employee happiness and ensure that the people who work within your company are better positioned to enjoy the benefits of happiness in the workplace. Leaders help set the mood for the entire workplace. Not only are you in a better position to make policy changes for the good of your employees, from allowing flexibility in their work schedule to offering benefits that can help make employees happier, you're ideally positioned to help set the tone for each day at work. Have you been promoting happiness in your workplace? If not, you're missing out on a number of advantages.

Goal setting. It's a must in any endeavor. As the late great motivational speaker and writer Zig Ziglar said, "if you aim at nothing, you'll hit it every time."

Today's workforce is rapidly evolving, with more workers than ever working remotely. Increasing globalization, changing technology, and emerging markets all contribute to the growth of remote working. According to a recent study released by IWG, 70% of employees now work remotely at least one day per week. More than half of employees work remotely the majority of the week. The world's best managers have responded to these changes by expanding their skill sets to adapt to the needs of remote workers. Below is a look at the top eight leadership skills for managing remote employees.

Organizations shouldn't make the mistake of assuming their leadership is effective at training employees just because they're proficient with other managerial tasks. Their lack of training skills may be costing organizations in terms of lowered productivity, higher employee turnover, workflow mistakes, and other avoidable issues. In an effort to explain, let's examine the overall cost of not training leaders how to train.

You cannot afford to lose your employees. High turnover does not just come with a personal cost and losing expertise, but a financial penalty as well. According to studies cited by the Huffington Post, the average annual cost of employee turnover is above $1.5 million. Lose a manager and finding and training their replacement will cost about six to nine months of their salary.

Great leaders arrive at places of power because, at least in part, of their keen sense of observation. They've noticed what works, what doesn't, and what moves the needle for their teams. When you want to become this kind of thoughtful, experienced leader, self-reflection has to be a part of your daily, weekly, monthly, and yearly routines.

The Myers-Brigg Type Indicator is one of the most popular personality tests in the world. Almost 3.5 million people take the MBTI annually. According to Forbes Magazine, 80 percent of Fortune 100 businesses use personality tests, like the MBTI, to help them build effective work teams and stronger organizations.

Millennials now make up the largest percentage of the workforce--around 35% of those currently employed or looking for work--which means that millennial employees are shaping the way many employers handle recruiting, training, and employee retention. If you're hoping to increase employee retention levels at your workplace, there's one key factor that you'll need to take into consideration: providing adequate learning opportunities. Millennials don't just view their jobs as a stopping place. That is, the goal isn't to simply attend college or training, get a job, and stay in it permanently. Rather, millennials look at jobs as opportunities to further their professional capability. Each job is a stepping stone: an opportunity to learn more, gain more knowledge and learning, and further their employment potential. For employers, understanding this mindset is critical to keeping millennials on their team.