Eleanor is the founder and managing editor of Designerly Magazine with a passion for sharing business leadership and branding strategies. She’s also a web design consultant with a focus on customer experience and user interface.
Traditionally, performance management considered big projects and employee interactions with management and often involved an annual performance review. With modern tools, however, employees are demanding more structure and regular feedback to grow their skills and improve opportunities for promotion.
Since “The Great Resignation,” companies have struggled to attract and retain top talent. Many business leaders have shifted the benefits they offer their workers, including creating a stronger and more positive company culture. Handling performance management in ways the younger generation relates to requires overhauling the entire process.
Branding experts know storytelling is the backbone of a solid strategy. While much of it appeals to emotions, there is evidence why good marketing techniques appeal to the mind — it is all in neuroscience. Elevate your narratives by understanding how the brain amplifies companies with neuromarketing.
In the workforce, career management has always been a major goal for many people. Climbing the corporate ladder meant success, with each promotion being a milestone in their professional journey. However, a recent discussion around an anticipated shortage of middle management leaders is arising. Middle management is crucial to any organization, but the coming shortage poses a serious challenge for businesses.
Many companies struggle to find talent willing to step into these roles. With a strong middle management team, businesses can succeed in decision-making and overall productivity.
The workforce is evolving, with a noticeable demographic shift toward an aging population. Businesses must recognize the value of these experienced workers as life expectancy rises and people remain active in their careers longer.
Adapting company practices to support and retain older employees is a strategic move that enhances productivity and ensures valuable knowledge stays within the company. Fostering an inclusive environment where older workers feel valued enables businesses to reduce turnover, maintain a diverse and skilled workforce and thrive in a competitive market.
Traditionally, performance management considered big projects and employee interactions with management and often involved an annual performance review. With modern tools, however, employees are demanding more structure and regular feedback to grow their skills and improve opportunities for promotion.
Since “The Great Resignation,” companies have struggled to attract and retain top talent. Many business leaders have shifted the benefits they offer their workers, including creating a stronger and more positive company culture. Handling performance management in ways the younger generation relates to requires overhauling the entire process.
Printed media sounds like a refreshing alternative due to digital fatigue and an increasingly competitive online world. Marketers are constantly looking for the latest strategies to reach potential and current customers, but the traditional route is sometimes more appealing and is making its comeback in unexpected ways.
While blogs and social media are still highly effective marketing tools, printed material may be a more viable marketing channel. After all, with digital content flooding consumers’ feeds, it may make sense for your business to look into something that stands out.
Branding experts know storytelling is the backbone of a solid strategy. While much of it appeals to emotions, there is evidence why good marketing techniques appeal to the mind — it is all in neuroscience. Elevate your narratives by understanding how the brain amplifies companies with neuromarketing.
Websites, social media and other digital channels have become the primary means of discovery and engagement. Since traditional branding has shifted to digital applications, maintaining a strong presence online is essential for building trust and credibility.
Yet, if this presence requires you to rebrand, a strategy will need more planning than you might think. That is why there are several considerations to keep in mind when planning your digital-first rebranding strategy.
Governance models determine how an organization’s leaders interact with others at a business and clarify parties’ responsibilities. Although it is increasingly common for companies to have single models affecting all activities, establishing these frameworks for specific goals or priorities is another option.
Before exploring how governance models keep companies compliant and employees accountable for their actions, let’s look at some of the most common types. Learning about them can make it easier to decide which one to use.
Many companies measure operational health by evaluating the productivity of their customer support teams. They track the number of emails sent, product demos booked, and tickets closed, focusing on the sheer volume of tasks completed.
These activities are crucial for determining whether employees are performing well, but they only tell part of the story. To truly understand the impact on customer satisfaction and long-term success, companies must look beyond these metrics and measure the quality of customer relationships.
The line between blue-collar and white-collar roles has always been well-recognized. However, as leaders seek clever ways to address the white-collar talent shortage, overlooked blue-collar professionals may help fill the gap.
Recruiting former blue-collar talent could be a game-changer for businesses, especially since these individuals often deliver a wealth of knowledge, unique skill sets and an incredible work ethic. Here's why leaders should embrace blue-collar hiring, plus several ways to overcome the challenges of a dynamic workforce.
The lines between work-life balance are constantly blurred in today's remote and hybrid workforce, especially as modern technology has given rise to around-the-clock accessibility. Employees demand schedule flexibility and respect for their personal lives, while employers expect teams to prioritize their jobs, regardless of the time. The result is often burnout, stress and a decline in productivity.
California's "Right to Disconnect" bill sought to remedy the issue by limiting communications during off-work hours, much to corporate dissatisfaction. However, the bill didn't pass, leaving many wondering what's next for ensuring work-life balance and supporting employee well-being.
Many companies strive for an inclusive workplace culture, but it can be challenging without the help of some well-placed tools. In a perfect world, each co-worker would put themselves in others’ shoes. The team would value their input and see the strengths they bring to their role.
Unfortunately, empathy training rarely goes as smoothly as leaders would like. Fostering an inclusive work environment requires targeted education. At the same time, brands must be aware of taking a centered approach that makes everyone feel valued and wanted. Virtual reality makes improving company culture and creating a cohesive workplace easier.
