And just like that, 2016 is [almost] behind us.
A lot has happened in 2016, in and out of the workplace. But when it comes to topics we covered on this blog, you all had some specific areas of interest. Some of the topics you found most interesting this year included the FLSA overtime changes; employee engagement tips and best practices; part two of our survey regarding how managers, employees, and HR differ when it comes to who owns company culture; and how the SuperBowl affects the workforce the day after the big game, to name a few.
As you enjoy your well-deserved holiday downtime, we hope you’ll take a few minutes to read through the top 10 most popular posts we published here at The Workforce Institute in 2016. And if you have topics you’d like us to write about in 2017 – or even better, if you’re interested in contributing to this blog yourself – please let us know by commenting on this post.
Thank you to all of our guest authors in 2016, and Happy New Year!
“Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” -Benjamin Franklin
When you hear the phrase “exchange program,” what comes to mind? You may immediately think of student exchange programs – opportunities for those still in school to experience a new country while pursuing their degree. But learning in a new-to-you country doesn’t have to end once you have your diploma – traveling abroad for work is also a huge learning experience, no matter what level you may be on the corporate totem pole.
Last year, Kronos launched a Marketing Exchange Program, giving qualified Kronos marketing employees all over the world the opportunity to spend two weeks in another Kronos location. Interested Kronites nominate themselves, and one employee per quarter is chosen by their manager based on several criteria. Travel, accommodations, and meals during their two weeks away are all provided by Kronos.
In addition to being able to explore a new country, Kronites also choose three learning objectives ahead of time that they’d like to explore in their new location. They’re also assigned an on-the-ground mentor to facilitate their stay – and that same “buddy” will be who the Kronite works with on a specific project related to their career. Upon their return to their “home base,” the employee presents his or her key learnings to management.
This program has already proven to be a major win for all parties involved: the Kronite traveling abroad gets to explore another country while advancing their career; the Kronos office they visit can benefit from the additional assistance and perspective; and Kronos as a whole grows thanks to the employees’ growth and expanded knowledge, further contributing to our overall business objectives.
Does your company offer a similar program? Or are you thinking of implementing one? We’d love to hear your thoughts in the comments below.