Even the most qualified hires require structured training to clarify expectations, enhance engagement, and boost productivity; without a training plan, new employees struggle to integrate and perform effectively, ultimately impacting team performance.

In a shifting corporate culture where job hopping is seen as essential for advancement, Neil Irwin outlines two principles—honesty and reciprocity—to help employees and employers foster trusting, mutually beneficial relationships amidst evolving expectations.

Firing someone is challenging, but restaurateur Will Guidara emphasizes the importance of understanding an employee’s struggles before making a decision, urging leaders to assess whether the issue is a lack of effort or a mismatch in role, and to provide necessary support.

Many U.S. employers struggle to offer extended paid parental leave without regulatory changes, but Lauren Smith Brody suggests fostering a supportive culture through flexible policies, open communication, and individualized solutions to enhance employee well-being and commitment.

In this video lesson, Andrew Bustamante emphasizes the importance of balancing education, practice, and real-world experience in talent development, illustrating how calm-water training alone fails to prepare individuals for unpredictable challenges.

To effectively improve diversity, companies should adopt a life cycle approach that integrates proven psychological methods, empowering affinity groups to influence change while focusing on key metrics in hiring, promotions, and retention to address biases comprehensively.

Psychologist Valerie Purdie Greenaway highlights in her video lesson that micro-inequities, though subtle, can accumulate to significantly harm individuals and groups in the workplace, leading to talent loss, universal vulnerability to discrimination, and increased stress impacting performance and health.

As AI integration in the workplace raises concerns about job displacement, Executive Advisor Tiffani Bova emphasizes the importance of embracing technology through reskilling, efficient processes, and employee involvement to enhance productivity and creativity.

Gallup’s 2022 findings reveal that 50% of the workforce is “quiet quitting,” indicating widespread employee dissatisfaction, but Executive Advisor Tiffani Bova suggests that leaders can address this by treating employees as top stakeholders and prioritizing their needs for long-term success.

Professor Suzy Welch emphasizes the importance of recognizing and supporting star employees to prevent resignations, while also addressing the challenges posed by different employee types—The Departed, The Headache, and The Heartache—to foster team success and maintain respect.