Learning & Development

5 reasons career progression is key to retention and engagement

According to Gartner, only 45% of employees believe their employer sees them as a person. It should come as no surprise then, that investing in employees’ career progression is key to both retention and engagement.

Why? Because it shows them that you do, in fact, see them as human.

And when 82% of people want career progression, if you don’t deliver, you risk losing your star players.

Investing in your employees shows them you appreciate that they spend their time to earn you money. And you repay their effort by investing in them. This reciprocal relationship is key to employee engagement.

Let’s dig into some of the reasons why offering career progression is so important.

Employees leave because they’re bored

Employees want training. In fact, a lack of career development was the top reason employees left jobs between April 2021 and April 2022.

Yet 70% of current employees feel they’ll have to leave their roles to advance their careers.

The more employees who leave, the more it’ll cost you to hire and train replacements. And the more company knowledge you’ll lose due to the lack of career progression.

On the flip side, 94% of employees will stay with a company that invests in their career.

Retraining is cheaper than hiring

Replacing a trained employee costs a whopping 200% of their annual salary

Then there’s the onboarding time, and the time it takes new hires to reach full productivity. That’s a lot of time and money you lose because you didn’t invest in career progression for your current employees.

That money could go towards providing even more advanced training opportunities, opening in new markets, expanding your team, advertising more intensively, or just about anything else.

Employees want to become leaders

Millennial employees are your future leaders. Some might already be in leadership positions at your organization. So it’s no wonder that 60% of millennials want leadership training.

But if 60% want leadership training, it suggests that they’re not getting enough. Or worse—that they’re being put into leadership positions without getting any.

It’s great that they have the company and industry know-how to move up in your business, but leading a team is very different from being knowledge-focused. It requires skills that many of us were never taught in formal education.

To get the most out of leaders and their employees, leadership training is vital.

Bringing in external trainers can give team members an opportunity to get a fresh perspective. Which enables them to avoid groupthink and prevents bad habits.

It can also provide existing leaders with a refresher, helping them support their employees in the ways they need now—not how they needed five years ago.

With 48% of leaders wanting to learn from assignments or external coaches, it shows that they have a strong desire to keep learning. 

Offering them the chance to grow helps to retain them, as well as their team members. 

It ensures their knowledge is up-to-date, they can expand it further, and they get to apply what they’ve learned for their direct reports. Which then sets them up for career progression, too.

Employees want flexible learning

Self-paced learning is a powerful tool that enables employees to learn around their lives.

Over half (58%) of employees want to learn at their own pace. This allows them the opportunity to work towards career progression without sacrificing their personal time or affecting their daily work activities.

E-learning is a powerful tool in the self-paced learning arsenal. It’s so powerful that it increases retention rates by 60%.

68% of employees would rather learn at work. Which makes sense given that what they’re learning will primarily benefit their career.

Giving employees a window during the work week when they can focus on self-development shows you understand how important career progression is not just to them, but to your organization and its future success.

It also helps break up the week, which can provide employees the vital break they need to approach problems they may have with a clear head—and find solutions.

Employees want to have a purpose

Employees want to feel like they have a purpose at work. Like they’re working toward a shared goal alongside their colleagues and employer.

They want something more than just working for a paycheck. A job can be so much more than that.

Employees need access to career progression opportunities to encourage them to develop their skills, and purpose to ensure that they want to.

Employees need to keep up

In our fast-paced, ever-changing world, if we aren’t learning, we’re going backward.

Which means employees need to be actively developing new skills and expanding their knowledge to be able to keep up in the world, and to help your business do the same.

As fear over AI coming for our jobs increases, businesses need to have open communication lines with employees, educating them on what AI in the workplace means for them and their roles, and how to adopt it as a friend, not a foe.

AI can be a great tool for career progression, but only when employees are empowered to use it safely and correctly.

Employees who feel like they’re progressing are more likely to stay

Ultimately, when employees feel like they’re progressing in their role, they’re more likely to choose to stay with your organization.

They have no reason to leave when they feel supported in their position and like they have a future there.

Even more so when you reassure them about their future at your company by offering appropriate training (or re-training) options.

Offering career progression opportunities, even if employees don’t take you up on them, helps them feel like they’re working toward a greater purpose and like they’re appreciated by their employer, not just seen as an easily replaceable cog.


Providing employees with career progression opportunities should be a key part of any retention strategy. It shows you support them, ensures the role stays interesting for them, and helps them keep up with the ever-changing world.

Ready to maximize the impact of your career progression initiatives? Workrowd makes it easy.

With all your employee groups, programs, events, and information in one place, everyone can easily find the career progression resources that are right for them. Plus, real-time analytics ensure you always know what’s working and what’s not.

To learn more and explore how Workrowd can empower you to take career progression to the next level at your organization, visit us online or reach out to us at

Learning & Development

6 creative ways to offer upskilling opportunities for your team

Upskilling is teaching your employees additional skills to give them, and your business, a boost.

Why is upskilling important?

The number of skills required for a single job increases by 10% every year. So if employees don’t keep upskilling, they’ll fall behind. And so will their employer.

Things now move so quickly that a third of the skills that appeared in an average job posting in 2017 are no longer required. That’s a huge number of obsolete skills in just a few years.

So it makes sense that 48% of US workers would switch to a new job that offered skills training opportunities.

And that 65% of workers believe employer-provided upskilling is very important when evaluating a potential new job. Upskilling means they get more present and future opportunities.

Upskilling is an even higher priority for millennial and gen Z workers, with 93% of them expecting employers to offer learning opportunities.

Providing upskilling opportunities for your employees will help you retain your current team members and attract new ones. It could even mean you attract better quality hires who stick around for longer.

For workers who’ve recently taken part in an upskilling program, the average salary increase is $8,000 or more. That could make a huge difference to someone’s quality of life, especially in the current economic climate.

And as AI becomes a larger part of the workplace, offering opportunities for employees to upskill or reskill will be pivotal to maintaining a positive company culture. Especially when so many people are worried AI will take their jobs.

Creative ways to upskill your employees

So, how can you upskill your employees? There are lots of options, and something for every budget:

Start a book club

Books are a great way to learn. The increased availability of ebooks and audiobooks also means that they’re more accessible than ever. With material available on nearly every subject imaginable, you can use workplace book clubs for upskilling employees on a wide array of topics.

Create internal training modules

If you’ve got a particularly complicated product, or a lot of internal knowledge you want to retain and share, internal training modules can be a great way to spread that information.

Investing in e-learning software means employees can dive in as part of their onboarding, during a set day/time, or at their own pace.

You could create these modules on anything from how to use a particular tool to company culture and everything in between.

Start an employee group

Employee groups are a simple way for team members to connect with people who have the skills they need, or for them to learn together.

They provide employees with the chance to interact with people from outside of their department and learn things they might not have otherwise had the chance to.

A robust community of employee groups can not only do wonders for your employee engagement rates, but can help with upskilling on both hard and soft skills.


Mentoring enables employees to receive one-on-one support to help them grow in a particular area. This means they get training that’s tailored to their individual situation, helping them grow faster.

This is also particularly useful for succession planning. A manager’s replacement can shadow them for a set time, for example, to help them fully understand the role and how to react in different situations.

Volunteer work

Volunteer work allows employees to engage in upskilling while giving back to their community. There are volunteer roles for just about every skill set, so whether it’s cooking in a soup kitchen or doing admin for a charity, there’ll be something for them.

Supporting employees to give back to their community also improves your employer brand, showing the outside world that you really do care about more than just money. Which can further help you attract and retain talent.

For employees who work remotely, or long hours, volunteer work also provides them with a desk break, improving their mental health through spending time with other people and helping them.

Away day

A break from the office (whether that’s a company office or a work-from-home office) can refresh tired minds and encourage creativity. 

The higher-ups at Marvel regularly do this to plan their upcoming movies and TV shows. It’s a way to disconnect from the outside world and our everyday lives, which can reduce stress and boost idea generation.

Away days are also great for cramming in lots of knowledge in a short space of time. 

Employees don’t need to worry about picking children up from school and missing the end of the session, or the dog needing to go outside at an awkward time. 

They have more energy to focus on learning new things, which helps them retain the information.

They can also spend time with other employees—or even people from outside of the organization—learning the same thing. This can improve loneliness, increase their sense of belonging, and lead to future career opportunities, too.


Everyone knows something we don’t. Networking is therefore a crucial way for employees to engage in upskilling.

How can you encourage networking within your organization?

Some ideas include:

  • Breakfast sessions
  • Lunch and learns
  • Evening pizza
  • Hackathons
  • Charity events (such as running a total number of hours as an organization in a month)
  • Holiday gatherings
  • Town hall meetings


Upskilling doesn’t have to be hugely expensive for businesses or employees. But the more businesses and employees foster a culture of learning, the more it will benefit the business and employees’ skills and mental health. 

It also future proofs employees’ careers and the business itself, allowing them to adapt to the changing times.

Want to find out what your employees really want from upskilling? Workrowd makes it easy to deliver upskilling opportunities in a wide variety of formats, and track employee satisfaction.

With all your groups, programs, and events in one place, everyone can easily tap into what works for them. Plus, our automated feedback requests and real-time analytics ensure you always know what is and isn’t getting results.

If this sounds useful for your organization, we’d love to chat. Visit us online to schedule some time, or email us directly at

Learning & Development

12 training topics for managers to level up your organization

59% of managers who oversee one or two employees report having no training at all. 41% of managers who oversee three to five employees also report having no training. Which means that in most organizations, the list of training topics for managers is…nil.


It can be frustrating when you’re an employee, managed by someone with zero training. 

I’ve spoken with people about it before, and employees can tell. It’s in everything from how their manager deals with superiors to how they organize a meeting.

So, what training topics for managers should you focus on to build a happier and healthier team? Let’s take a look:


When someone moves into a management position, it’s important they know how to effectively communicate with their employees. They need to be able to keep the peace, maintain employee well-being, manage conflict, and speak to different groups of people.

Intercultural communication is vital for managers to understand. Some words have negative connotations that aren’t always recognized by people outside of a particular group (like “mastering” a skill). Accordingly, inclusive language is important when thinking about training topics for managers.

Negotiation and conflict resolution

Managers will inevitably have to deal with some form of conflict in their roles. This is true whether it’s between team members, pushing back against unrealistic executive expectations, or confronting clients.

To successfully navigate these murky waters, it requires adequate training. Otherwise, someone—often employees—will suffer.

For instance, if a manager knows that the date by which higher-ups want a project completed would require employees to work significant overtime, it’s important that they can fight in their employees’ corner to suggest a more realistic completion date.


Giving and receiving feedback is a unique art and science that requires training. Managers need to ensure employees feel valued while also offering guidance to help them improve. 

It’s important to be able to provide positive feedback alongside anything negative.

Unnecessarily harsh or blunt tones (which can be an unintentional default when giving written feedback) can upset employees. It can even cause them to shut down, especially if they’re learning a new skill or are new to the business.

Managers need to be able to provide feedback that’s compassionate and empathetic, while also being honest.

It’s a skill that requires education, feedback (on the feedback itself), and practice to get it right, so it should definitely be on your list of training topics for managers.

Unconscious bias

We all have unconscious biases. Until we actively work to address and overcome them, they can impact everything from hiring decisions and promotions, to how we speak to different generations or cultures.


What steps can managers take to make the workplace as inclusive as possible? To different backgrounds, abilities, and disabilities?

With people retiring later than ever, and living longer, managers now often have to manage four generations at a time: baby boomers, gen X, millennials, and gen Z. These groups all have different expectations from work and therefore different requirements from their supervisors.

This obviously then requires you to offer a wider array of training topics for managers.

Another key element of inclusion training can focus on supporting people with disabilities.

Every disability is different. And every person with a disability needs different things.

Managers need to know how to discuss accommodations with their employees in an understanding way. And how to implement those accommodations.

In-person and virtual management

The modern workplace offers more ways to work than ever. 

Managers therefore need to understand how to manage distributed teams. This includes what technology to use, how it changes communication, and the difference it makes to company culture.

The new world of work requires new training topics for managers versus those that were necessary in the past.


One of the keys to effective management is being able to delegate tasks to the right person.

There’s no point giving someone a creative task if their skills lie more in analytics.

It’s important for managers to get to know their teams’ strengths and weaknesses. That way, they can help team members grow the skills that will propel them toward their future goals and benefit the rest of the team, too.

Employee well-being

Managers play a key role in employees’ well-being. So it makes sense that they should understand how to support it. They need to know things like:

  • How to spot the signs of burnout
  • How changes in employees’ behavior might reflect something going on
  • How their own mood can affect the atmosphere in the office—and therefore employees’ moods and behavior

Awareness of these things, and knowing how to deal with them, means they have a lower impact on the team and therefore the business. It’s a crucial addition to your training topics for managers.

Confidence and presentation skills

Managers need to come across as confident, even if they don’t always feel it. This confidence is contagious and can rub off on the rest of their team.

Anxiety can have the same impact. When managers exude anxiety, it can make their employees doubt their own abilities and the capabilities of their manager. Which can impact morale as well as productivity.

Managers also often have to speak up in meetings or present during them. They need to be able to do this confidently, clearly, and within the time constraints.

Therefore, offering training topics for managers around public speaking and presenting can make a big difference.


The more seriously managers take cybersecurity, the more seriously employees will take it. 

And as hackers get more and more sophisticated, employees need to know how to spot the signs that they’re being targeted to help protect not just them, but the company as a whole.

It only takes one small mistake by someone not paying attention to bring a whole system down. Implementing relevant training topics for managers is an important first line of defense.

Hiring and firing

Providing managers with training on how to hire and fire people in the right way eases some of the stress of these processes.

It means that it’s not uncharted territory for new managers. They have guidelines in place that they can adapt to suit their own approach and the company’s hiring and firing processes.

Nurturing talent

Managers need to understand how to bring the best out of their employees. 

And be aware that the approach is likely to be different for everyone. It depends on each person’s personality, current skills, and where they want to go in their careers.


There are lots of training topics for managers that supervisors need to understand to excel in their roles. 

Investing in this training both when they’re promoted and during their tenure will make them more confident managers. And therefore more effective managers. 

This will improve employees’ confidence in their abilities and make them more productive, too.

Want an easier way to ensure your team members have access to all the training topics for managers they need to succeed? Workrowd can help.

With all your programs, groups, and events centralized in one place, you can set your managers up for success no matter where or when they work. Plus, automated feedback requests and real-time analytics ensure you always have a pulse on employees’ needs.

If this sounds like it could be a fit for your organization, visit us online or send us a note at

Learning & Development

5 tips for building workplace book clubs, plus 10 titles to start with

Workplace book clubs offer a tried and true way to boost outcomes for your team and your bottom line. Reading reduces stress levels by 68%. And it only takes 6 minutes of reading to see that effect.

I can personally attest to this. On the days when I start my morning reading a book, or have a reading break at lunchtime, I feel calmer and more productive. I even find that it can inspire me to be more creative in my freelance and fiction writing.

It’s not surprising when you consider that reading fiction can make people better at decision-making by between 50% and 100%! Now that could make a big difference to workplace productivity and efficiency.

Reading is more accessible than ever, too. With ebooks, audiobooks, paperbacks, and hardbacks, there’s truly a way for everyone to enjoy a story.

So, let’s take a look at how you can build a workplace full of readers at your company by leveraging workplace book clubs:

How to build workplace book clubs

Find the right leaders

The person/people in charge of your workplace book clubs should already be fans of reading. In addition, they need to be willing to spread the word about how and why it’s great.

It also helps if they read in lots of different genres, because they’ll be able to keep an open mind to suggestions. Plus, that way they can introduce other members to genres they may not have considered before.

Pick how you’ll choose books

How often will you choose books? And, just as importantly, how will you choose books?

Will a different person pick the book each month? This is a good way to keep people involved and get them to share what they love.

Bestseller lists are also great places to find ideas, because chances are some employees may already want to read what’s on them to see what all the fuss is about (and if it’s justified).

When it’s time to share the chosen book of the month, make sure you have an employee group set up to keep everyone in touch. As with most initiatives, communication is key if you want people to stay engaged.

Invite people to join

Now, it’s time to recruit people!

You could:

  • Send a company-wide email
  • Post on Slack and/or Workrowd
  • Invite people during meetings/catch ups
  • Share it on social media (internally or externally)
  • Drop individual invites, particularly if you know someone likes reading

Decide how everyone will share their thoughts

Will you catch up over video call? In person? Just chat over Slack or on Workrowd? A combination?

Pick a system that works for everyone.

Create talking points

It’s important to have talking points about the book to get the conversation going.

Otherwise, you risk hearing crickets as nobody knows what they should talk about.

For nonfiction, you could ask:

  • What did you learn?
  • Will you be making any changes in your life because of what you learned?
  • Who do you think can benefit from this book the most?
  • Did you find the book thought-provoking?

For fiction, you could ask:

  • What did you think of the characters/who was your favorite?
  • How did you feel about the writing style?
  • Which scene or chapter stuck with you the most?
  • What did you think of the ending?
  • Did the beginning hook you?
  • How does it compare to the film (if there is one)?

Titles to start workplace book clubs with

Here are some titles—on a range of topics—to help you start your workplace book clubs off with a bang:

Big Dress Energy – Shakaila Forbes-Bell

This is one of those books that will always stand out to me because it inspired me to experiment with my outfits.

Reading it made me realize the impact clothes have on mental health and the difference wearing my power colors makes to my mood.

Two months later, I’m still power dressing!

High Performance: Lessons From the Best on Becoming the Best – Jake Humphrey, Damian Hughes

Looking at the worlds of business and sport, this book analyzes the key ingredients of high-performance people and teams.

It features interviews from people like Mercedes Team Principal Toto Wolff, host of The Diary of a CEO podcast Steven Bartlett, and Hollywood actor Matthew McConaughey.

I Will Teach You to be Rich – Ramit Sethi

An unusual way of looking at money management, but in the very best of ways. It’s funny, self-deprecating, and accessible.

No, really.

Atomic Habits – James Clear

A classic for a reason. The tips here work great for neurodivergent folks, too.

The Art of Rest – Claudia Hammond

Worried you’ve got colleagues who are at risk of becoming workaholics? Or don’t understand just how important rest is?

This is just the book they need to read.

I read this at the end of last year when I felt guilty for taking the time out to rest. It made me realize that rest makes me better at what I do and has a huge impact on my mental health.

Never Split the Difference – Chris Voss

Negotiation is a key part of the business world. And that’s exactly what this book teaches.

Written by a former international hostage negotiator for the FBI.

Talk Like Ted – Carmine Gallo

If you want to improve your public speaking skills, or someone you know breaks out in hives at the thought of public speaking, this book is perfect.

It’s all about how to tell the best stories—just like in a Ted Talk.

Or, if you’re in the mood for some fiction…

The Ghost’s Call – K.C. Adams

Okay, I confess: I wrote this one.

But it’s the perfect time of year for a ghost story!

It’s a little bit spooky and seriously sarcastic.

The Flatshare – Beth O’Leary

Romance with a twist: the two characters share a bed, but never meet. It handles mental health in a much more open and honest way than a lot of books.

It’s also been adapted into a TV show.

The Haunting of Hill House – Shirley Jackson

Absolutely nothing like the TV show or 90s adaptation, but full of spooky, haunting imagery.

This is classic horror in that it isn’t full of jump scares, but it will give you the creeps.


Workplace book clubs are a great way to connect employees and boost their wellbeing.

There’s a book out there for everyone. Sometimes we just need some help finding the right one. Workplace book clubs are the perfect place to do just that!

If you’re looking for a simpler way to organize initiatives like workplace book clubs, you’re in the right place. Workrowd’s all-in-one tool suite makes it easy to launch, manage, and measure employee groups, programs, and events.

You can send out announcements on all channels with a single click, organize all your events and materials in one central hub, and automate data collection and analytics.

Sound useful? Visit us online to learn more, or write us at to find a time to chat.

Learning & Development

The 7 most important soft skills to cultivate in your workforce

Only 31% of employers provide important soft skills training to their employees, yet 85% of career success comes from having well-developed soft skills. Talk about a big difference.

92% of talent professionals believe soft skills are just as important—or even more important—than hard skills when it comes to hiring.

So it’s really no surprise that 80% found they’re increasingly key to company success.

Here are some important soft skills to cultivate in your workforce to ensure your business—and your employees—can reach their full potential:

Growth mindset

A growth mindset is all about being open to learning and treating failure as a learning exercise, not a reason to give up.

There are many businesses and people out there who still have a fixed mindset and don’t see opportunities for growth.

But the brain is neuroplastic: it can learn new things, and embrace new things, at any age. You very much can teach an old dog new tricks.

When businesses cultivate growth mindsets, employees aren’t afraid to fail because they know they can learn from their mistakes. As a result, they take more risks—and you can experience bigger rewards.


Listening is a lot harder than we often think it is. But ultimately, it’s one of the most important soft skills you can cultivate.

The next time you’re in the office or even on public transport, listen to someone else’s conversation.

How often do they interrupt each other?

How often do they actually reply to what the other person has said, rather than saying what they want to say?

Do they change the conversation to be about something they want to talk about instead?

We often underestimate listening, assuming it’s the same thing as having a conversation with someone. But they’re two very different things.

Listening means not interrupting the other person. Not just talking about what you want to talk about. Accepting what the other person says, ideally without judgement.

Then, once they’ve finished saying what they need to say, responding to that without making it about you.

Giving and receiving feedback

We’re not taught communication skills in school, and sometimes we’re not taught them at college. So if we’re not taught strong communication skills at work, where can we learn them?

Giving and receiving feedback can be hard. Even people who are trained to give feedback often focus only on the bad things, which can create an atmosphere of negativity.

When giving feedback, make sure you compliment things as much as you criticize them. That way, the person on the receiving end knows what they’re doing right—and wrong.

Hearing feedback isn’t always easy, but it’s one of the really important soft skills needed to grow as a person—and as an employee. We need to know how to receive comments graciously without getting angry or taking that feedback personally.


Leadership skills aren’t just about being able to lead a team. That’s a part of it, but it’s also about being able to set an example.

There will be leaders within a team who’ll guide the rest of the members through their actions, through their encouragement, and through their attitude, rather than direct instructions.

Many successful leaders in sports, business, and everything in between attribute their success not only to their own skills but also to the role models within the team. These role models helped everyone embody the right attitude by setting an example for them to follow.

Modeling productive behaviors is among the important soft skills that don’t require advance training. Anyone can start doing it at any time.

Time management

Whatever barriers you may face, there are ways to ensure that your time management skills are top-notch.

For instance, my mom used to set her clock 10 minutes early so that she left on time for work every day.

You could use calendar reminders, notifications on your phone, or time management apps. You could ask your colleagues to remind you about something important. 

Time management isn’t always easy, but there are ways to make it easier, especially if you embrace technology.


Part of being a great employee is being a great team player. Whatever your business, your employees need to get along and have healthy debates without getting upset or angry with their colleagues. Even if they have conflicting personality traits or communication styles.

This requires everyone to have a strong work ethic, putting business success over their own pride. Effective communication helps here, because they can discuss ideas in depth without letting their feelings get in the way. 

We’re never going to get along with everyone we work with, but teamwork skills ensure employees know and understand how to be a good team member and come to a mutual agreement or compromise. Being able to find common ground is one of the important soft skills you shouldn’t overlook.

Problem-solving skills

Problem solving is hard. To do it efficiently requires creativity and objectivity.

This is why a diverse, modern workplace is so important: the more diverse your workforce is, and the more comfortable people are speaking out, the more likely the team is to come up with a solution to a problem. And the faster they’re likely to do it.


Any soft skill is a transferable skill that can improve employees’ work lives and their personal lives. Providing important soft skills training can boost employee well-being, improve their work day, and elevate how they interact with their colleagues.

Regardless of someone’s long-term career path, important soft skills will improve their emotional intelligence, critical thinking, and communication skills. All things that will help them succeed as people and employees.

Looking to do more to foster these important soft skills in your workforce? Look no further than Workrowd.

With our all-in-one platform, you can easily connect team members to opportunities to build important soft skills through employee groups, programs, and events. Plus, our automated analytics ensure you always know how each initiative is helping you reach your goals.

Sound interesting? Drop by our homepage to learn more, or send us a note at

Learning & Development

9 ideas for developing leadership skills among non-managers

Effective leadership is about more than just management skills. That’s why it’s important to invest in developing leadership skills across all levels of your workforce.

Leadership is about communication, a positive company culture, and setting an example to the rest of the team. Someone doesn’t have to be a manager to show any of those things.

83% of businesses feel it’s important to develop leaders at every level. But only 5% have implemented any sort of leadership development across all levels.

For every year they delay that leadership development, they lose 7% of their total annual sales.

About half of employees, meanwhile, don’t feel their company’s leadership is of a high quality.

This doesn’t surprise me. I’ve spoken to people before who’ve told me that they wished their manager had had more leadership training. Unfortunately, it was clear that they hadn’t been given much, if any.

This is a widely-shared sentiment; 69% of millennials feel there’s a lack of leadership development in their workplace.

So, how can you go about developing leadership skills among non-managers?

Let them lead an ERG/committee

Leading a group is a relatively low-commitment way for someone to work on their leadership skills.

They get to support people who have similar interests to them without taking on a managerial role and the responsibilities that come with that.

Employee resource groups, in particular, are a great avenue for developing leadership skills. They can even offer access to executives and mentoring opportunities non-managers might not otherwise have.

Rotate meeting leads

Rotating meeting leads is one of the simplest ways to give someone a taste of leadership. 

That way, they get the chance to try techniques they like. Or they can experiment with something new to see what they’re comfortable with and what resonates with attendees.

Alternatively, you could have different people give updates on different areas.

For instance, in marketing, you could have someone give a content update; another on social media; another on PPC, etc. This gives everyone the chance to speak up in every meeting. They get to share their knowledge, answer questions, and improve their communication skills.

It also shows you value everyone’s voice and experience, helping build a positive and supportive company culture, along with developing leadership skills.

Emphasize the importance of communication skills

Communication is a key element to any positive company culture. It starts with how executives communicate. They should set an example with how they talk to not just their equals, but those below them as well.

To show just how important communication skills are within your business, you could hold writing or speaking workshops. In addition, you could create internal content around communication, or write an internal guide on how to give/receive feedback.

In my experience as an author, editor, and marketer, I’ve found a lot of people have no idea how to give or receive feedback.

They focus too much on the negative, write in a tone that unintentionally comes across as harsh or condescending, or don’t know what to comment on. This makes the content writing process a lot more stressful. 

Getting someone external to write communication guides for you shows employees it’s a priority. That way it can become an important part of your company culture.

Create subject matter experts

The longer an employee has worked for your business, the more company knowledge they’ll have. And the more they can share internally and externally.

Not every long-term employee will want to become a manager. They’re still going to want some sort of career growth to work toward, though. This is where subject matter experts come in.

Subject matter experts specialize in one area. They become the go-to person for anyone internal or external who wants to know more about that thing. 

They could even help you with your marketing and employer branding strategies. By creating content that shows off your company knowledge, they can grow your brand, and grow their thought leadership. This can be a really organic way of developing leadership skills among non-managers.


Mentoring is a way for employees to support their colleagues alongside their current job. 

They get to develop their communication and feedback skills, encouraging others to develop in areas where they’re already an expert. This grows their confidence alongside that of their mentee(s).

There’s even the option of reverse mentoring, where lower level employees mentor individuals who are higher up in the company.

Create a culture of ownership

Everyone fails. When we take responsibility for that failure, it helps us grow as people and improve our skills for next time.

A psychologically safe workplace, with a no-blame culture, and a culture of ownership, empowers employees not to fear making mistakes.  

It helps everyone feel more secure in their roles. As a result, they’ll be more creative and take more risks. They won’t be worried about going against the grain or risking their jobs.

Support personal growth 

Soft skills are just as important as hard skills when it comes to leadership.

You can support employees in growing their soft skills by analyzing their strengths and weaknesses. Then, offer options to work on new things they’d like to learn, whether that’s a course, workshop, or book.

An attitude of personal growth can be contagious. When someone sees the difference it’s made for their colleague, they’ll want to experience that success, too. This means they’ll look for ways to work on themselves, and will be motivated to pursue developing leadership skills.

Support independent thinking

It’s easy to fall into the trap of groupthink. This can lead to employees feeling too afraid to suggest new ideas. It also may inhibit their creativity because they’re not being encouraged to use it.

When you support employees in independent thinking, it allows for more creative decisions and better problem solving. This is because no one is afraid to challenge ideas or suggest something new.

The more you encourage employees to think differently, the more great ideas they’ll come up with. Of course, the more this could then help grow your business.

Practice delegation 

Delegating responsibilities shows employees that you trust them. This grows their confidence in that area and can allow them the opportunity to stretch their skills.

What tasks could you give to employees to take ownership of?

Could it be putting together marketing reports so that marketing managers have more time to spend supporting their teams? 

Or writing guides for new recruits on how to do something? 

If you have subject matter experts, what could they use their skills for?

Project-based work is a great opportunity for developing leadership skills among non-managers.

Developing leadership skills among non-managers matters

Anyone in your business can be a leader. What matters is how well they communicate and set an example for the rest of your team. 

As you can see above, developing leadership skills across different levels of your workforce doesn’t have to be difficult.

If you want to give non-managers more opportunities for developing leadership skills, Workrowd can help. With easy program management tools for everything from ERGs to managers-in-training programs, you can drive engagement and ROI.

Plus, with real-time analytics, you always know what’s actually driving results for employees. Interested in an easier road to developing leadership skills among non-managers? Visit us online or send us a note at to learn how our all-in-one tool suite can supercharge your employee experience.

Learning & Development

7 steps to help you get employee development planning right

Deciding on our futures can be a challenging and daunting prospect. Having someone to guide us and offer advice can help us figure out the right direction. That’s why it’s so important to get employee development planning right.

Managers are in a key position to help with this because employees trust them, they understand their employees’ strengths, and they know what opportunities are available within the business.

Employees may find that as they explore a particular path, it’s not for them. But they don’t know unless they try, and they’re much more likely to make the right decision with someone to help them along the way. The more information they have when they choose their path, the more likely they are to choose the right option the first time.

Let’s take a look at what you need to consider when it comes to employee development planning:

What are their skills?

Technical skills are, and always will be, important. This goes further than that, though. 

How are their communication skills? Do they want to improve them, or would they be better off spending their time elsewhere?

Knowing what their current skills are gives you a direction to start with that can then be influenced by my next point…

What are they interested in?

Being good at something and enjoying something are two very different things. Someone may be good at dealing with conflict, but they may dislike dealing with people. If you know someone like this, they’re probably not a great fit to be a manager. They’ll end up finding it increasingly frustrating over time.

Instead, you want to find that sweet spot between what employees enjoy and what their skills are.

Someone who enjoys going deep on a particular topic and likes poking holes in things would be a great subject matter expert, for example.

The more interested someone is in something, the more work they’ll put into learning the skills required to excel in a particular role. This will then lead to bigger benefits for your business.

Where do they need to grow?

To progress in our careers, we all need to grow in one way or another. It could be by learning a new programming language, a new social media platform, or leadership skills.

Having a clear list of areas to focus on as a result of employee development planning gives team members a clear idea of what direction to head in. It can essentially create a checklist of what they need to work on to hit their goals. This can help to motivate them and keep them focused.

What’s a hard no?

We all have our non-negotiables. For me, it’s noisy office environments. I just can’t concentrate in them, and they trigger my chronic pain.

Keeping in mind what someone doesn’t want to do narrows down the list of options when it comes to employee development planning. This can make the decision-making process a bit easier. 

It doesn’t matter how great your employee is, or how well they perform in a particular position. They’ll never enjoy a role that requires them to do things that make them uncomfortable or unhappy.

No amount of money, status, or training will make up for their discomfort. It’s therefore better to rule this out early so that you don’t risk losing them. If they’re doing something that goes against their values, health, or comfort, they’ll be much more likely to leave.

Can you offer them what they need?

If an employee needs to grow certain skills to achieve their career goals, can you help them get there? Does your business have the opportunities and roles that they need? 

If the answer is no, could you create them? If you don’t know how, can you find the answers elsewhere, either from your network or by researching?

When an employee is a great fit for your business, you don’t want to lose them because you can’t offer what they need. You’ll end up losing their loyalty and their company knowledge, and it’ll cost you more money to hire and train a new employee.

Finding external trainers and creating new programs helps you help that employee while future-proofing your business. If any other employees come along with similar needs as you continue to grow, you’ll be ready. Effective employee development planning extends beyond just one individual.

Make your plan

When you’ve answered all these questions, it’s time to create a plan. What do they need to learn, and by when? Setting deadlines makes it easier for employees to stay motivated. It also helps you track what’s happening and when, and gives you both something to work toward.

Consider setting SMART goals:

  • Specific
  • Measurable
  • Achievable
  • Relevant
  • Time-sensitive

While the concept is one we’ve all heard ad nauseam, the specificity of SMART goals is what’s important. They’re more likely to be successful because you can pinpoint if, when, and how something is working. In this case, you can assess how effective your employee development planning has been.

Review your plan

Reviewing the results of your employee development planning process periodically ensures that it still aligns with what team members want to achieve. If they’ve hit any roadblocks, you can help them overcome them or alter the plan to fit their needs.

Alternatively, the employee may find that they no longer want to work toward the same goal. Perhaps their career trajectory has changed. That’s all fine and acceptable. 

It’s much better for them to realize this and come out and say it. That way, you can work together to change the direction, rather than risk losing them. If they don’t feel like they can communicate with you about how they’re feeling, they may consider leaving.

Think of the plan as scaffolding, i.e. a guide. What happens inside it can change based on employees’ needs as you continue to build together.


Managers’ trusted and knowledgeable roles mean they’re in powerful positions to help with effective employee development planning. While paths can change, managers can use the information they have on employees and the business to make suggestions.

Helping employees identify areas where they can grow their skills can benefit everyone. Supporting them to lean into their strengths and work on weaknesses can lead to better long-term career outcomes as well.

Employee development planning can be tough. The work doesn’t end with the plan, though. You have to provide employees with ample opportunities to pursue their stated learning goals. Then, you have to make it easy for them to engage.

By organizing all your learning groups, programs, and events in one place with Workrowd, you can connect every team member to the resources they need to succeed. Plus, with real-time analytics, you’ll always know which initiatives are driving results for team members.

If you’d like to learn more and explore how Workrowd can accelerate the impact of your employee development planning, send a note to We’d love to chat and see how we can collaborate.

Learning & Development

Employee training & development ideas to make 2023 a success

Employee training and development is important for upskilling your employees, making them better at their jobs, and driving retention.

It doesn’t have to come in the form of a sit-down class like we’re back at school, though. Shudder. 

Not everyone learns that way. And the longer someone must sit still in a training session like that, the less likely they are to pay attention or remember anything that was covered.

There are plenty of ways to make employee training and development engaging, interactive, and maybe even fun. No matter what industry you and your employees are in.

Here are some ways to help your employees grow their skills in 2023:


Books are great because they allow us to learn at our own pace and refer to information easily. 

We can read them on an e-reader with a backlight; on our phones while we’re traveling; or as a physical copy. And we can annotate them or highlight passages that are interesting or relevant to us in any of these forms. 

If you’ve got a Kindle, for example, it can sync with Goodreads and remember your highlighted passages.

However, as an author and avid reader, one of my pet peeves is book recommendations. Most people explain why they liked the book, not what the person they’re talking to could get out of reading it. 

So, before you recommend a book, consider:

  • What skills the other person could learn
  • How it relates to their current or future role
  • The book’s writing style—is it chatty and fast-paced? Or is it formal and academic? Which would they prefer?
  • Length—is it a quick read or does it take time to digest? Do they have the time or patience for something longer/heavier?

Different types of books appeal to different people. Just because you found something game-changing, that doesn’t mean everyone else will. 

As part of this, you could put together a book club. But beware that everyone reads at different paces and people who enjoy reading for fun may prefer to learn by other means. 

Even for avid nonfiction readers like myself, something like a book club can turn a fun hobby into a chore if it’s not done right. Solicit input from team members to help you effectively incorporate books into your employee training and development program.

Emails and downloadable guides

Emails are great for drip-feeding information. This makes them a useful tool for employee training and development.

They take a few minutes to read, then the recipient can carry on with their day. Then the next training comes the following day or week, and so on.

Downloadable guides, meanwhile, are a longer version of this. They’re often used as sales lead magnets, but they can also be used internally for employee training and development. 


Remember those personality quizzes that used to be in magazines and were strangely addictive? The ones that are still all over Buzzfeed and other corners of the internet? 

Just me? Okay…

Well, less personality-focused, more fact-based quizzes, are a fun, engaging way to help employees learn and retain information. 

And when you combine them with my next point, the lessons become more memorable because employees can see what they need to do.

Show examples

Listening to someone talk about what to do or not do can get tedious quickly. Relatable examples help employees visualize what they’re trying to learn. 

This could come in the form of perfect examples, or not-so-perfect examples.

In a group environment, you could discuss why something works or doesn’t work, encouraging participation so that employees can share their trains of thought and understand what’s needed for the skills they’re trying to learn. 

This can also support employee training and development around soft skills, like analysis and feedback, alongside the skill they’re actively trying to build.

Live webinars and workshops

There’s something magical about a live workshop. Everyone’s working together on the same thing, at the same time, making a concentrated effort to better themselves in one area. The engagement can be contagious, too.

A webinar being live can also mean that the employee is more likely to carve out specific time to take part because they know exactly when it’s going to happen and can work the rest of their day around it, rather than working their employee training and development around everything else.

Virtual summits

Think of virtual summits like an all-day version of a live webinar.

If employees can’t travel to an event in-person, they offer an opportunity for them to grow their skills from the comfort of their own desk.

Some are free to watch live, with replays available for 24 hours. After that, there’s a fee. 

Summits often focus on one area, and they sometimes also include virtual networking. This means employee can grow their skills and get to know useful industry contacts for later. 


Employee groups help connect employees with similar interests. This makes them powerful for someone looking to expand their skills. They don’t need to search for external trainers—they’ve got a readymade group of people they can go to for answers!

If no group exists for their area of interest, they could create it, and invite others who share that interest to take part. 

If it’s a valuable workplace skill, there are bound to be others within your business who want to learn it too. Bottom up efforts like these can be an important part of your employee training and development program.

Mentoring and coaching

Mentoring and coaching programs can provide employees with specific, guided, hands-on tutelage. 

This can grow their skills faster because it’s concentrated on what they need, rather than the more generalized approach group programs must take so that they can cater to as many people as possible.

Work trips

A change of scenery is good for creativity and happiness. It can break someone out of a funk and help them solve a problem that’s been bugging them for weeks. 

Work trips and conferences allow employees to fully immerse themselves in the atmosphere of the event.

It opens up new conversations, generating ideas employees never would’ve come up with otherwise. 

Volunteer days

Doing something vaguely related—or completely unrelated—to your job can be surprisingly good for deep thinking. I often get content ideas while exercising, for example, but I rarely write about actual exercise. 

You could join the ranks of businesses who give their employees time each year to work with a good cause. This could be a local school, a food bank, or something else. 

This will reflect well on you as a business, boost employee morale, and can improve skills like teamwork, leadership, and communication—all vital skills in any workplace. Paid volunteering is an opportunity to do well by doing good, and can do wonders from an employee training and development standpoint.


Everyone learns in different ways. To get the most out of your team members, you want to find employee training and development strategies that equip them to retain and act on their learnings.

You can do this by simply asking them what they’d like the most. They’ll feel like their opinions and differences are valued, and something you’re willing to take into account.

Getting employee training and development right isn’t just about putting programs in place, though. You also have to make it easy for team members to get involved, and track the effectiveness of your initiatives over time. This can be tough if your employee training and development efforts are spread across a variety of platforms and systems.

Luckily, Workrowd can help. With a central hub for all your employee groups, programs, and events, team members can join in with just one click, and real-time analytics make it easy to track your impact. If you’d like to explore how our user-friendly tool suite can support your employee training and development efforts, send us a note at We’d love to accelerate learning outcomes for your team in 2023.

Learning & Development

9 underrated tools for increasing productivity in the workplace

The transition to remote and hybrid work created an array of new concerns around employee productivity. Employer responses varied, from installing surveillance software to reimagining incentives, all focused on increasing productivity in the workplace.

How your organization responded says a lot about your company culture and the employee experience you provide. Similarly, the tools you give (or don’t give) employees can make or break that experience and deeply impact productivity.

In this post, I’ve put together a list of 9 tools that will help you provide a better employee experience while increasing productivity in the workplace. It includes both software and hardware, as well as best practices to ensure you can maximize their value.

Some of these tools will be better suited to employees with specific health needs. Most though, can benefit everyone when it comes to increasing productivity in the workplace.

E-Ink tablet

E-Ink tablets are really good for people like me who like to write things such as their to-do list by hand, prefer to draw things, or find they come up with better ideas when they’re writing by hand. 

If employees are conscious of wasting paper, or things getting lost, this is the perfect solution. 

It can sync with phones or laptops, meaning it’s easy to switch between devices, send files to colleagues, and jot down ideas on the go. 

Plus, there are a lot of templates out there for things like to-do lists, general notebooks, budget planners, and more.

Dictation software

RSI is a common injury among those of us who work at a desk all day. Dictation software allows employees to keep working without worrying about doing further damage to their muscles or joints.

Dictation software can be used to write documents, navigate devices, send emails, browse the internet, or complete other tasks they may need to do as part of their role. 

Ultimately, it’s great for increasing employee productivity in the workplace at little additional cost. As an added bonus, it also reduces sick days from RSI.

Task and project trackers

Tools like Kanban boards, or other ways of tracking tasks can be incredibly useful both on an individual and a team basis. 

If you’re not already using one of these tools, I’d highly recommend them. They allow you to visualize exactly what’s happening and when. 

You can also set priorities and everyone on the team can see everything at a glance. This makes it easier for people to keep track of what they have to do and by what date.

You could track progress on a Trello board, TickTick, or even a physical tracker on a flip chart or whiteboard.

Video call software

Whether you’re a Mac or PC user, the right video call software is essential for a remote or hybrid team. 

For remote teams, this will be one of the main ways they communicate. Obviously then, you want something that’s easy for people to use and that is compatible with their devices. 

Ergonomic mouse and keyboard

In a previous role, I got RSI in my right wrist a lot. When I switched the type of mouse I used, the pain vanished. 

It’s all about how your wrist is comfortable sitting and what you’re most comfortable using. 

There are lots of different solutions available. For instance, keyboards that are flat to the desk, padded wrist supports, or keyboards split in two to mimic how our hands should naturally sit.

Sit/stand desk

We’ve all heard the stats about how sitting at a desk all day is bad for us. But how many of us do it anyway? 

A sit/stand desk gives us the option to adjust how we sit or stand when we’re at work. 

Standing when we’re working helps with blood flow around the body. This means we can be more creative, come up with better ideas during meetings, and be more engaged with what we’re doing.

That doesn’t even include the physical benefits of standing for a little while, like improved posture and better cardiovascular health. Of course, better overall health is also great for increasing productivity in the workplace.


It’s all too easy for meetings to run over, or for us to forget to take breaks because we’re really getting into what we’re doing. 

However, ensuring meetings stay on time, and taking breaks regularly, is good for physical and mental health

Having a timer—whether it’s built into a phone or laptop, or a separate one—ensures everyone stays on track. It may even be a novelty cooking timer if you want to make people smile! It helps prevent meetings from running into things like lunch breaks or the end of the day. 


Workrowd helps your team stay on task by organizing your employees’ extracurriculars separate from their work notifications. That way, they can focus on their projects, and engage with all your great employee groups, programs, and events when it makes sense for them. 

No one wants to rush to check a chat message from a colleague only to discover it’s a reminder about a free company yoga class. Or sort through a tangle of work emails to see when the next leadership development session is being held.

Instead, they can simply visit their Workrowd dashboard to learn about upcoming events and opportunities. It’s sort of like stepping into a digital break room and checking out the bulletin board.

Plus, they get to meet their colleagues from different departments, learn new skills, and take part in activities that may be unrelated to their day job but that form the basis of a great employee experience.

Connecting with different employee groups can make them feel like they belong in their role. They also may find or learn a new skill or rediscover an old one. 

Workrowd is one easy tool that equips you with multiple ways of increasing productivity in the workplace.

Training on how to make the most of things

It’s all very well and good providing these tools, but employees also need to know how to use them and get the most out of them. 

Sometimes, if we have to figure things out ourselves, we may only learn the basics. It’s hard to find time to really learn how to do everything.

Investing in an hour’s training that shows users how to get the most out of their new tool can make a huge difference. It can take someone from a basic user who doesn’t really feel like they understand the tool, to a power user who is excited to use it.

When employees feel empowered to make the most of every tool in their toolkit, it can go a long way towards increasing productivity in the workplace.


Simple tools can make a huge difference to employee productivity, wellness, and engagement.

They don’t have to be super expensive. They just have to improve employees’ quality of life at work, allowing them to do things faster and easier in a way that makes sense for them and fits their role.

If you’re interested in exploring more opportunities for increasing productivity in the workplace, give us a visit or send a note to We’d love to chat about how our customizable tool suite can help with increasing productivity in the workplace without resorting to spyware or surveillance.

Learning & Development

Social media guidelines for employees are a must – here’s why

Instead of setting out some basic social media guidelines for employees, many businesses’ policies consist of “don’t post on social media, the end.”

Unfortunately, this type of policy demonstrates several things:

  • A lack of understanding about how social media works
  • Potential mistrust of employees
  • Naivety about how employees use social media

The fact is, most employees are going to be on social media during their working hours at some point.

Whether that’s reading an influencer’s post on LinkedIn, scrolling through TikTok while they wait for their laptop to update, or chatting with their bestie on Facebook.

You can no longer stop—or deny—the reach of social media.

Pretending that employees don’t talk about work on it is also pretty naïve.

Social media is a ubiquitous part of our lives. Even if you’re not a fan of it, at least some of your employees will be. So why not use that to your advantage?

Let’s explore how developing social media guidelines for employees, and encouraging them to post, can help with talent acquisition and retention.

It reflects an open culture

Many businesses say that they have an open and transparent culture to the outside world. In reality though, it’s the opposite.

When companies allow employees to post about work on social media, it shows the company trusts them. 

You can’t vet everything employees post, which means you have to focus on two things: education and trust.

An interactive quiz, complete with examples, is a really good way to train employees on the types of posts that get engagement, and how to reflect company values on social media.

The average person trusts employees much more than brand accounts or even your company experts. If they’re on social media praising you, it will attract potential candidates who want to be part of that, too. Putting some simple social media guidelines for employees in place can help bring in more star players.

Employees get to learn new skills

Training employees in new skills—such as using social media to build their brand, network with peers, and research their industry—can help disconnected employees reconnect with their role.

It also shows them that you’re invested in their future career by upskilling them.

Employees can build their personal brands

Employees building their personal brands helps business. A post on an employees’ LinkedIn profile has 500% more reach than the same post on a branded account.

So, while you may feel uncomfortable allowing employees to post on social media, failing to give them that option means that you’re missing out on some massive reach. Is your fear really worth slowing your business growth?

There’s really no downside to encouraging employees to build their personal brands. They’ll feel supported in their roles, meaning they’ll want to stay to continue to grow those skills and their careers.

And if they ever decide to leave, they’ll have stories about how you helped them build their career. This will then attract more candidates to future roles. Creating social media guidelines for employees empowers them to grow their brands in a positive direction.

It helps to change people’s ways of thinking

Establishing an employee advocacy or social selling program requires an open culture. It also requires behavior change. You must do this first, before the policy is introduced, or you’ll end up with setbacks.

Changing people’s ways of thinking to become more open, honest, and active on social media for work takes time. But it’s this type of culture that will help you attract—and retain—the best employees.

People want to work for more than just money nowadays. They want to feel like they’re making a difference in the world. Setting social media guidelines for employees that encourage them to share their experiences and opinions shows the outside world that you’re a values-driven business.

It builds employee loyalty

When you show employees that you really do care about their career progression, they’re more likely to feel loyal and want to stay.

You can show off real diversity, equity, and inclusion

As I mentioned earlier, people will trust your employees more than anyone else. Which means when they talk about diversity, equity, and inclusion, outsiders are more likely to believe them.

When brands talk about diversity, equity, and inclusion too often, it feels like lip service or a box-ticking exercise.

But when people see employees posting about how their employer has supported them through health issues, sponsored their career growth, or encouraged them to try something new, it shows that you really do care.

If you post a testimonial through a brand account, it may seem trite. But when an employee posts it on their personal profile, people are much more likely to believe what they see.

Candidates know what to expect

When people see your employees posting about work on social media, they get a feel for whether it’s the type of company they’d like to work for. This can then mean that when a new role opens, they’re coming in with a higher degree of awareness. This will reduce your time to hire and the likelihood that they’ll leave in the short-term.


When employees become your advocates on social media, outsiders can see what a great place your company is to work. This can build a pipeline of warm leads who are eager to come on board when a job opens up.

Investing in skills that can help employees grow their network, research techniques, and brand, also helps you to retain employees. They’ll feel excited to learn new skills that can help them in their roles and along their future career paths.

First, though, you need to start with an open culture. Employees need to know you trust them enough to post things in their own voice. That requires some change management.

It’s worth it, though. The more you allow employees to post on social media, the more your culture will shine through, and the more potential candidates you’ll have to choose from. Setting some social media guidelines for employees can mean the difference between attracting and repelling top talent.

If you’re looking to build a positive and open culture based on trust, a platform like Workrowd can help. With tools to launch events, groups, and programs employees love, you can foster real relationships and create great experiences. If you’re ready to future-proof your culture and drive recruitment and retention, drop by our site or send us an email at We’d love to learn more about your goals and explore opportunities to help you achieve them.