Course Catalog (1083 Courses)

New Just-In-Time Performance Management Tool! You have an employee who needs motivation. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who’s not assertive enough. What do you do? There are four steps you can take to help the situation.

We all know the definition of bias, right? It’s the negative or positive assumptions usually applied to groups of people. It can be blatant (also known as explicit) or subtle. It can also be unintentional and unconscious. Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning.

All employees must be willing to take personal responsibility for creating a respectful, productive work environment. Doing so leads to a high performing organization where people are valued for their talents and abilities. Spanish version of the course "TrainingBriefs® Gender Respect" course.

Racism fosters a divisive work culture that undermines morale, teamwork and productivity. In the workplace, racism most often manifests itself through microaggressions, which are indirect, subtle or even unintentional acts of discrimination against others – often taking the form of stereotypes. Awareness is key to understanding how racism impacts each of us. The key terms covered in this course are the starting point of that understanding.

New Just-In-Time Performance Management Tool! You have an employee who makes unacceptable mistakes. What do you do? There are five steps you can take to help the situation.

The human body is designed to experience stress and react to it. Stress can be positive, keeping us alert, motivated, and ready to avoid danger. Stress becomes negative when a person faces continuous challenges without relief or relaxation between stressors. As a result, the person becomes overworked, and stress-related tension builds.

New Just-In-Time Performance Management Tool! You have an employee who is consistently late for work. What do you do? There are five steps you can take to help the situation.

Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. You may even be asking yourself, how can we get past potential bias and get the right talent in the door? And how do we keep them once we have them?

More employee lawsuits are being won on grounds of retaliation than for any other reason. Remember, retaliation means “revenge.” In employment law, it involves an employer taking an adverse action against an employee who has engaged in a legal activity—an activity that the law believes is in the public interest. When your company is sued for unlawful retaliation, it doesn't matter if you're right or wrong. If you go to trial, what matters is how the situation looks to a jury.

New Just-In-Time Performance Management Tool! You have an employee who may be promoted beyond their capabilities. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employees with solving conflict. What do you do? There are five steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who is terminated due to downsizing. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who is terminated for poor performance. What do you do? There are four steps you can take to help the situation.

Most people know that laws exist to protect employees from discrimination and harassment. However, many don't know these laws also protect employees from retaliation. Employees can retaliate against other employees - you don't have to be a manager to retaliate. In fact anyone who is aware of the protected activity can commit retaliation. And anyone who engages in a protected activity can be the target of retaliation; even managers can be subjected to retaliation if they've engaged in a protected activity.

Recognizing retaliation is an important step in helping to maintain a culture of respect, trust and compliance. But it's only the first step. We also need to know how to respond to and resolve situations before they spiral out of control. And, to be honest, that can seem pretty challenging at times.

Most people know that laws exist to protect employees from discrimination and harassment. However, many don't know these laws also protect employees from retaliation. That means employers cannot punish employees for making discrimination or harassment complaints or participating in workplace investigations. And punishment doesn't just mean firing or demotion: It can include other negative employment actions, from being denied a raise or transfer to a more desirable position to missing out on training or mentoring opportunities or being given an unjustified poor performance review.

Cybersecurity is the practice of protecting systems, networks, programs, devices and data from cyber-attacks. These attacks are usually aimed at accessing, changing, or destroying sensitive information; extorting money from users; or interrupting normal business processes. By understanding terminology, possible targets and the consequences of cyber-attacks, we can all minimize the potential impacts, gain value in your cybersecurity efforts, and even prevent future attacks.

Handle workplace conflict effectively with this new program! Conflict Clock™ presents four proven strategies that will help participants break old and negative response habits. Conflict with another person can create stress – the kind of stress that can lead to a response that makes the problem worse, rather than better.

New Just-In-Time Performance Management Tool! You have an employee complains to you that their raise was less than expected. What do you do? There are four steps you can take to help the situation.