Interaction Associates has been around since 1969, helping global companies achieve extraordinary business success. In our blog, you'll find a wide variety of helpful strategies and insights to help you succeed. Enjoy blog posts, articles, white papers, podcasts, and webinars about our area of expertise: leveraging the power of collaboration.
My whip-smart niece visited me last month. She’s about a year into her first real job and I was curious about her take on the well-documented divide between millennials and other generations. As an organizational development consultant, I thought I possessed some insight into this complex dynamic. I‘d read several articles, watched a popular Simon Sinek interview on millennial workers, and had my own first hand-experience. What she said, however, surprised me.
A recent Gallup study, State of American Workplace, stated that 43% of American employees work remotely some percentage of the time. Of those workers, 31% spend 80-100% of their time working remotely, a 7% increase since 2012. As the trend accelerates, people leaders are called to understand the effects of remote work arrangement: impact on productivity, sense of connection, along with the broader implications for work productivity, human experience, and shared community.
Many companies are rethinking performance management and, in many cases, are abandoning their traditional performance management process altogether.
Most of us have had a bad boss. If you google “bad boss,” you’ll find hundreds of references. They all have one premise in common—bad bosses are bad news. My take is that the quality of bad boss ranges on a continuum, from mildly ineffective to criminal. Let’s look at three examples and approaches for each one.
An organization can have the best employee development plan in the world, and if their culture isn't going to let it happen, it's not going to be successful.
For better or for worse, meetings reflect an organization’s ability to make decisions, forward initiatives, and foster staff commitment. Today’s accelerated global environment requires people to come together and figure things out…fast.
High employee engagement correlates with better team and organizational performance. Engaged employees help each other out, take greater initiative, and assume more responsibility for aligning their needs with the goals of the company.*
Leveraging Diversity: From Awareness to Collaborative Action
Diversity Training Is Not Enough: Moving from Awareness to Collaborative Action
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