GreatWork Blog

Building better workplaces through compliance, culture, connection

Over the past five years, virtual training has become a go-to method for employee development. But in recent months, many organizations are shifting back to in-person formats, driven by a desire to reconnect face-to-face. While there are undeniable benefits to gathering in the same room, virtual training still has a strong role to play—especially when used strategically.

It's the annual holiday party, and spirits are high. Employees are mingling, enjoying drinks, and lightening up from the pressures of the year. Over at a table, a manager makes a joke that borders on inappropriate. Several employees laugh uncomfortably and exchange looks, but one employee feels deeply offended. As the night goes on, the manager continues with more inappropriate comments, and the employee walks away feeling embarrassed and uncomfortable.

Sometimes summer school isn’t such a bad thing.  We’re so excited that Cascade’s new Summer Training Catalog is here! While it may not feel like a vacation, taking the time to invest in your personal and professional development just might leave you feeling refreshed!

Recently, there have been several articles published proclaiming that DEI training is not effective and doesn’t make a difference in the workplace. Some articles even state that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. And even when the training is beneficial, the effects may not last after the training ends. Unfortunately, these articles only tell part of the story. I agree that DEI training can be very ineffective if It’s not done in the proper context. 

With restrictions easing and more employees returning to the workplace, we know you have questions about both the legal and practical issues around the impact of COVID-19 vaccines and the new mask requirements. We hope you can join us for this one-hour live conversation on May 26th to participate and ask questions as you make critical decisions for your organization. 

Behind every great organization is a well-trained staff. Hundreds of employers rely on Cascade’s proven soft skills and compliance training to achieve performance improvement and personal success for their managers, supervisors, and employees.

If you have anything to do with your organization’s training and professional development, here’s some stuff to make your new year go a whole lot smoother.

Does your workplace see empathy and sensitivity as a strength or a weakness? Our experience is that workplaces send clear messages, intentionally or unintentionally, about the importance of developing these skills.

You’ve probably heard the one about the airline pilot who announced to his passengers the good news and bad news about their trip. Bad news – “We are lost.” Good news – “We are making very good time.”

As President of the Oregon Organization Development Network, as a former labor and employment law attorney, and as current columnist for SHRM, “Putting Humanity Into HR Compliance,” I am especially excited about this opportunity for HR professionals to learn OD fundamentals:

Gallup’s Q12, a twelve question survey administered to employees to measure engagement, has been around since 1996. Since that time tens of millions of employees from 195 countries have taken it. Every single question focuses on managerial or team soft skills rather than salary or benefits.

Over the years in our Train the Trainer sessions we have had some of the most remarkable and fun sample trainings. 

Research tells us that the things workplace managers do before and after the training event are far more important in the transfer of information.

According to a brand new EZ survey of 402 CEOs from 11 countries, together running companies worth $2.6 trillion in sales, 68% felt they were not fully prepared for their leadership position.

Engaged leaders are the key drivers of initiatives that ensure the “people programs” in a company support and contribute to the mission and strategic objectives of the organization.

Recently an HR Manager asked me for advice on how to implement a successful cross-training program for team leads across multiple departments.

“R-E-S-P-E-C-T. Find out what it means to me.” Well said, Aretha. Especially, the last part about finding out what it means. Respect in the workplace seems like such a basic and simple concept, but it’s quickly becoming one of the most popular training sessions I do. Why? Unfortunately, sometimes the busyness of work and life gets in the way and this core value gets pushed aside.

Cascade Employers Association and HRCI have partnered to offer Cascade members several benefits when obtaining or renewing their HRCI certifications.

In the last blog I emphasized that for training to gain traction it takes management support both before and after, and the trainer’s connection well before the event. So how do we get trainees to commit to any change suggested in the training content?

Most organizations value training classes but don’t know how to make them successful. They assume that hiring a popular trainer and getting positive reactions to the training is the best measure of success. If you are content with a C level of training, that is okay. But if you want to earn an “A” for excellence in training, sorry, it’s more complicated than that.

There is a bounty of information on the definition of employee engagement and what it looks like in the general sense, but what does it really look like? Through my very own eyeballs, what will I see? When I work with employers on employee engagement, I start with three basic statements. I ask them to write down their responses alone. No talking. And I begin observing them.

As human beings we are challenged every day. Sometimes really bad things happen. Perhaps you’ve been fired or abused or treated unfairly or injured severely. You can place blame or whine, seek revenge or play the victim – or you can be resilient, problem solve, see the upside of change and bounce back stronger than before. Is this merely a Pollyanna-style philosophy? Maybe, if you are pretending that there is no injustice or pain. But while some jump into a victim role and want others to suffer right along with them, those who think win-win and make the best of their situations end up better off.

Last week Cascade hosted a free member forum at its new Portland office. It was a lovely event and I enjoyed mingling with the employers that gave up a Friday afternoon to learn more about all of the many benefits available to Cascade members. Our guests discussed how they use Cascade and what their most treasured benefits are.

According to a recent data, employee claims for violations of the Family Medical Leave Act (FMLA) increased 18% between 2009 and 2010. 

Do you ever wonder why training doesn’t get “off-the-ground” or seems to get stuck? Glen Fahs, expert trainer and coach, and one of Cascade’s Leadership Facilitators, outlines some common struggles with training and the antidotes that can solve them.