When we think about the success of teams–and consequently organizations–we often stop at relationships between people. We talk about trust, collaboration, communication. But we rarely ask: what kind of relationship do we have with the technology we work with every day?
Taking on a larger package of more demanding tasks can quickly become emotionally exhausting. If we also have high expectations of ourselves, it can be a fast track to burnout. I was heading down that path. Fortunately, I managed to stop myself in time and gain some important insights.
When we talk to HR colleagues, we often discuss the operational challenges we face in HR on a daily basis and those that employees bring to us. These are usually urgent matters — without dealing with them, employees would not be able to do their jobs effectively.
The role of a manager encompasses many aspects, including the responsibility to provide quality feedback. Here are six tips on how you can improve the way you communicate your observations to your colleagues.
Based on my experience of building relationships with colleagues and working effectively, I believed that daily face-to-face interaction was essential. However, when I had the opportunity to try out the hybrid working in a new company, I realized that it had certain benefits. Switching to occasional remote working required some adjustment and adherence to some ground rules.
Knowledge transfer, individual career development, social interaction and networking – yes, the benefits of a mentorship program for a company are numerous. Recently, however, I realized that these benefits extend beyond the confines of the office.
Last year, Agitavit implemented the Agitavit UP (Upgrade Performance) mentorship program for the first time, with 17 pairs taking part in the program. Upon completion, the mentorship pairs provided their feedback on the implemented activities, which was used to plan the changes for the season two. In the blog post, I present the key highlights of our experience.
When we look in the current mirror of the world, we see rapid change at every turn. Companies need to quickly respond to our increasingly complex world while continuously adding value. In this context, it’s imperative for HR to evolve from an administrative to a strategic role. I pose to myself and to you the question, what factors are crucial for HR to become a strategic function?
What function does the HR department in a company have today? What is its position in the organization and how do the employees see it? Very different. The department employs colleagues who ask us whether we feel better after we have submitted a medical certificate and kindly warn us that we should have brought it before the end of the month.
Slovenia, EU
Slovenia, EU