Blog

Every company that aims for success should be concerned with the evolution of its employees, both in terms of technical and behavioral issues. Faced with this, the great challenge of HR is to find the methodologies for developing people that best fit the reality and the specific needs of the business.

Good relationship with the team is essential to ensure high performance and engage. To show that each of the employees has an important role in the development of the work contributes so that they become more involved in their daily activities.

What differentiates a common speech from a memorable one? Oratory, of course. But to speak well in public is not only to have excellent knowledge of a subject. It is a skill that requires technique and training.

You ever stopped to think about how much the social, mental, and emotional skills of employees - soft Skills - affect a company’s performance? As one of the main indicators of HR, productivity must be constantly monitored to monitor the company’s development.

When you plan a training taking into account the behavioral profile of the participants, it is possible to generate several benefits for each professional and team. Of course this is directly reflected in the company’s results, showing the efficiency of its HR department!

Currently, the work environment acts as a key piece for talent retention, a drop in turnover, and even an increase in employee engagement and productivity.

Giving feedback to the collaborator is extremely important for him to feel recognized and know where he is getting it right. Positive feedback is a way to value your team’s capabilities, showing that you trust and bet on them.

The commitment of people and their ability to work well together are one of the biggest competitive differentials a company can have. It is difficult to copy and has an exceptional impact on the capacity for innovation, the quality of products and services, the degree of customer satisfaction and financial results. Learn how these challenges or dysfunctions manifest themselves in teams and what actions can be taken by leaders to minimize problems and enhance collective work and results.

Being proactive is not necessarily about making decisions without someone’s permission, being proactive is often about knowing when to ask for permission and taking risks.

The transition process can be divided into three stages: termination, neutral zone and restart. Each stage awakens different emotions and reactions in people. To make your own transition and help your team complete this journey, the leader needs to understand this human and invisible side of change. Therefore, it is important to know what each stage of the transition means, what feelings are most present in the group and what actions are needed to support the team.