ConceptsNest

The feedback we receive can sometimes feel like nonsense. For Example, an employee in an organisation once stated:   “ This company doesn’t care about parents. ” The employee then proceeded to gripe about the lack of maternity and paternity benefits. Admittedly, the CEO agreed that the company’s maternity and paternity leave policies could be improved… But she was livid about the broad accusation that “ this company doesn’t care about parents. ” What an unfair generalization . The CEO was conflicted about how to react to the feedback: 1)       She didn’t want to come off as being defensive to her employee. 2)       But she also didn’t want sweeping, inflammatory remarks to be seen as well-received by the employee. How was she supposed to take this feedback? It felt like nonsense. Nonsense feedback usually comes in one of three forms… Given that how we receive feedback as a leader sets the tone of openness and honesty in the company , this is especially challenging. If we dis

A learning management system goes beyond content delivery to offer course administration, registration, tracking, reporting and skills gap analysis. Learning management systems have become increasingly important in knowledge-based organisations.  The Role of LMS: The role of an LMS varies depending on the organization’s objectives, online training strategy, and desired outcomes. However, the most common use for LMS software is to deploy and track online training initiatives, which is also functional for remote learners. In some cases, the LMS may even have built-in eLearning authoring tools that allow you to develop online training materials without additional third-party software. LMS users fall into two categories: 1)       Online learners who use the LMS to participate in online training courses. 2)       An eLearning team that relies on the LMS platform to disburse information and update the online training content.

In response to the uncertainties presented by Covid-19, many companies and universities have asked their employees to work remotely. The new policies leave many employees — and their managers — separated from each other for the first time.  Common Behavioural Challenges of Remote Workforces Managers first ought to understand factors that can make remote work especially demanding. Both managers and their employees often express concerns about the lack of face-to-face interaction. Supervisors worry that employees will not work as hard or as efficiently (though research indicates otherwise, at least for some types of jobs).   Many employees, on the other hand, struggle with reduced access to managerial support and communication . Challenges inherent in remote work include: A)      Lack of access to information:   Newly remote workers are often surprised by the added time and effort needed to locate information from colleagues