Browsing: Leaders & executives | Page 82 (911 items)

Team-building activities to revive weary workers and boost morale don't have to be expensive and time consuming, says Randstad head of outplacement and career coaching for Australia and Asia Pacific, Fiona Webster.

More than half of Australian workers don't currently feel able to negotiate pay with their employer, and less than half of those who do have taken action in the past year, according to the University of Sydney's Workplace Research Centre.

Workplace meetings are often seen as a time-wasters because they are chaired by managers who don't know how to conduct them effectively, says business executive and author Karen Adamedes.

Managers must drive a healthy working hours culture in their workplaces, as more than half of employees are performing unpaid overtime on a typical workday, say the authors of a new report.

A simple performance management system based on four core processes has raised employee engagement by 17 per cent and reduced recruitment spend by a third at eyewear company Luxottica.

Employees who are overlooked at work are twice as likely to be actively disengaged as those whose managers focus on their weaknesses, research by Gallup has found.

"Naming and shaming" would be more effective than quotas in redressing the gender imbalance against women in senior leadership roles, according to former Apple managing director, Di Ryall.

If you are keen to develop your business or organisation into one that is build on bricks not clicks, that is built on hard work not a good lurk, and have a strong vision for the future, here are seven strong foundations to develop your cathedrals for the future...

Coaching is generally perceived well in the workplace, but the absence of methods to measure its ROI means employers must find alternative ways to ensure it has more than a 'feelgood' impact, says Right Management's regional general manager, Bridget Beattie.

So, here's the bottom line. I know there are lots of employee relations issues related to telling talent they're a part of the succession plan, but you have to do it. You have the plan (at least partly) for them.