Resources

It's no secret...poor onboarding leads to new hires being twice as likely to seek another opportunity, with 43% of managers losing their new hire during the first month. During the current turbulent candidate market, and increased pressure on retaining talent, falling down at the last hiring hurdle isn’t an option when it comes to the employee onboarding experience. So because time is critical, we won't bury the lead. It's that human element, that personalization that's missing from your process. The key here is to set your new employee on a path to creating lasting connections so they become passionate, productive team players. It essentially makes your onboarding process sticky. Why Improving Employee Onboarding is Important We all know that onboarding and training plays a critical role in a new hire's success and happiness. And good onboarding is especially important for remote employees, since they don't have as many opportunities to integrate organically into the company culture. According to BCG, employee onboarding is among the most influential factors when it comes to employee experience. Companies that have effective onboarding processes in place achieve 2.5x more revenue growth and 1.9x the profit margin compared to organizations with poor onboarding strategies. Here, we explore some of the key building blocks -- and often forgotten components -- to improve employee onboarding for remote employees. Keeping these things in mind, you can ensure smooth onboarding even when employees are remote. As a result, you'll help increase the organization's rate of retention, engagement, and productivity of your new hires. Improving Human Connection During Onboarding Translates into Organizational Success Dale Carnegie was on to something when he said, “When dealing with people, remember you are not dealing with creatures of logic, but with creatures of emotion.” People are emotional. More than ever, they want a more personal, human work experience from their employers – and that happens when people connect and feel they belong. Organizations have to get more and more creative about how they can form multiple connections with new employees, or they risk feeling alienated and are more likely to leave. The digitization of the workplace can make people more isolated and lonely, so pre-boarding is a way to ensure inclusivity and connection-building happens before a person starts. In fact, connection is the backbone of an onboarding strategy that reduces new hire attrition, accelerates time-to-productivity, increases new hire productivity, fosters trust, drives engagement – and ultimately empowers the business to deliver better for customers. Coupled with a compelling employee experience strategy, such as assigning job-appropriate “ambassadors” and a “people-first” culture of compassion and caring, this personalized approach can continue through all an employee’s life stages Here are 10 ways to keep human connection front and center during employee onboarding and to help everyone settle into your organization with confidence — whether onsite or at home. 1. Put Video Conferencing at the Forefront No surprise, video conferencing apps gained immense popularity in spring 2020. Video conferencing platforms became a lifesaver for employers and employees, serving as a means to make face-to-face connections in the virtual work world. Instead of distributing training documentation and static, pre-recorded videos for remote employee training, employers could schedule a video onboarding training session that feels a lot like meeting in the company conference room. Plus, when onboarding, you have the chance to set expectations and make sure the employee knows that interactive, camera-on meetings will be the norm. With this approach, your employees can ask questions live and have them answered immediately among their co-workers. 2. Create Opportunities for Connection Amid COVID-19, many employees understandably experienced feelings of isolation. Create and foster pipelines for interaction, such as firing up virtual social groups, keeping those channels active, or encouraging a non-social media-centered buddy system where employees call, text or email one another. This reinforces a sense of belonging for remote employees. 3. Help Employees Manage Distractions Another facet telecommuting employees might not anticipate is the endless stream of distractions. Your virtual training tips might include strategies to help employees shut out distractions to give their work the necessary focus to get it done well and on time. At the least, encourage your employees to carve out an hour a day for remote training when they can give the material 100% of their attention. Some other tried and true tips to provide remote employees to reduce distractions:Create a schedule and stick to it Take a lunch hour and frequent breaks Get some outdoor time (if possible) Keep your workspace organized Turn off desktop and phone notifications Restrict time on your phone Establish ground rules with your family or roommates Set daily goals and objectives For more on helping employees remove distractions while working remotely, check out these tips.4. Invite Open Discussions on Training Questions You’re not training employees in a vacuum, and they aren’t learning in one, so keep an open line of communication to see how everything is going. Use your company intranet or another channel to solicit feedback. You can quickly and clearly clarify matters for everyone, thanks to an open forum for lively Q&A. 5. Run Online Polls for Feedback to Improve Employee Onboarding & Training When you want to gather data about remote training, run an online poll. You can provide a space for comments, questions and feedback. If you’re looking for numbers to guide your training, a poll is a quick and efficient way to get what you need. Ask questions about whether employees find the information engaging, clear, and meaningful to their daily work. This way, you're giving remote employees a way to be heard. 6. Empower Remote Employees to Become Self-Guided Learners With today’s online education and training opportunities, you can put the power of learning in your team members’ hands. Let employees know what you need from them, then allow them to explore their options. That doesn’t mean you set them loose without any guidance. Offer guideposts, such as resources your organization would use, or free access to training programs. Since workers already spend a great deal of time working remotely, it isn’t a stretch to approach learning similarly. Plus when people own when and how they learn, they tend to retain it better. 7. Create and Use Breakout Rooms If you want to schedule a mass training session for everyone before turning matters over to department managers and their respective teams, use breakout rooms to create several smaller sessions. With the right platform, everyone can easily switch to enjoy seamless strands of training relevant to their needs. 8. Offer Strong Training Visuals as Reminders In your video meetings, provide employees with strong visuals to help them understand the material, such as spreadsheets, slideshow presentations, infographics and videos that drive home your training points. About two-thirds of people are visual learners, and studies suggest that four in ten people respond better to visuals and text compared to text alone. Other research shows using visuals can help improve retention and learning by up to 400 percent, so make sure to include compelling visuals to enhance learning. 9. Provide On-Demand Training Options Inherent in remote employment is flexibility. There are times when employees can’t join a live video meeting or audio conference call, so ensure that they can catch up when they have time with on-demand options. Provide absent team members with the recorded session and any supplemental documents, spreadsheets or information they need to stay up to speed for the times they can’t make a virtual meeting in-person. 10. Focus on People Not Process to Improve Employee Onboarding: AI Coaching How your company communicates, enables meaningful collaboration, and supports relationship building for both onsite and remote employees usually ends up making or breaking your new hires’ remote onboarding experience. That's why it's critical to focus on people not process or paperwork during this process.    These critical elements are often overlooked during onboarding, but that's where you can employ certain technologies to help. For example, Humantelligence's Ask Aura surfaces emotional intelligence insights and tips directly into the tools your employees use every single day – like Outlook email and calendar, Microsoft Teams, Gmail, Google Calendar, Slack, Zoom, Webex, and more – so your employees can start to learn how to work with one another right out of the gate. This simple chatbot takes the guesswork out of how to better understand and effectively communicate with others so your new employees can focus on what matters most – and that’s becoming an impactful member of the team. In addition, be sure to spend time helping your new remote hires integrate into their team. Understanding how they compare in working styles and tendencies to both those with whom they work and their managers will help your new hire understand how best to contribute to the team, smooth the transition, collaborate more effectively, and accelerate productivity. Providing new hires with an AI coach during this period helps bridge the gap between information overload and real-time application. Instead of waiting for scheduled check-ins or sifting through manuals, employees can turn to AI for instant, contextual guidance, from clarifying company processes to navigating cultural nuances with their coworkers. This not only accelerates time-to-productivity but also reduces the anxiety that often comes with starting a new role. The result is a smoother transition, stronger engagement, and a sense of support that signals the company is invested in their success from day one. Resources to Improve Employee Onboarding We hope our remote onboarding and training ideas help you feel more confident about bringing new employees into the mix, even if they never or rarely step foot in your office. Today’s technology offers a bounty of options to welcome and engage new employees as well as help current employees cultivate a sense of belonging and connection with colleagues and, ultimately, your company.

For decades, leadership coaching has been treated like an executive privilege, reserved for the top 1–5% of employees, often those already in senior roles. The reason wasn’t a lack of belief in its impact. In fact, research from the International Coaching Federation shows that 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and communication skills. The barrier? Cost and scalability. One-on-one human coaching can cost thousands of dollars per participant and requires time, travel, and scheduling logistics. As a result, the vast majority of employees — especially frontline workers, early-career professionals, and middle managers — never get access to the same level of personalized development. But the workforce has changed. Employees expect the same on-demand, personalized experiences at work that they get from streaming platforms, e-commerce, and social media. Companies that fail to meet that expectation risk disengagement, turnover, and stalled performance. And according to Gallup, managers account for 70% of the variance in employee engagement. When the very people who drive team culture don’t get proper development, the effects cascade across the organization. The solution? AI-native coaching platforms like Ask Aura are shifting the economics of development, making it possible to deliver personalized coaching to 100% of your workforce, not just the top tier. The Limitations of Traditional L&D Programs Most organizations already invest heavily in learning and development (L&D). Yet the return on that investment is often inconsistent, for three key reasons:Limited Reach A high-quality human coach may only work with a handful of leaders each year. The rest of the workforce relies on workshops, e-learning modules, or annual performance reviews — none of which provide the real-time, personalized feedback that drives sustained behavior change. High Cost Executive coaching engagements often range from $5,000 to $15,000 per participant. Multiply that across hundreds or thousands of employees, and it quickly becomes financially unfeasible. Delayed Impact Even when traditional coaching is effective, it’s not always delivered in the “moment of need.” Employees might learn a skill in a workshop but fail to apply it because weeks or months pass before they face the relevant situation.Why AI Coaching Changes the Game AI coaching doesn’t replace the human element; it extends it. By combining behavioral science with AI-powered personalization, tools like Ask Aura deliver scalable, context-specific coaching inside the tools employees already use, such as email, Teams, or Slack. Here’s how:Personalized at Scale: Unlike one-size-fits-all courses, AI coaching adapts to an employee’s unique behaviors, motivators, and work style. The guidance one person receives will be different from what their colleague sees, even if they’re in the same role. Real-Time Delivery: Instead of waiting for a quarterly check-in, employees get coaching in the moment — whether it’s preparing for a difficult conversation, giving feedback, or collaborating on a cross-functional project. Cost-Effective Reach: Delivering human-grade insights via AI means organizations can offer development to everyone without multiplying costs.According to Deloitte, companies that invest in personalized learning see engagement jump by as much as 50%. AI coaching turns that potential into a scalable reality. Real Impact: From 1% to 100% In many large organizations, less than 5% of employees receive formal coaching in a given year. With AI coaching, companies are seeing dramatic shifts:10x–20x Increase in Reach — Making coaching available to everyone, from executives to individual contributors. More Frequent Touchpoints — Thousands of micro-coaching moments each month instead of sporadic workshops. Higher Engagement — Employees who feel seen and supported are more likely to stay, grow, and contribute at a higher level.It’s not just about quantity. The quality of coaching improves when it’s grounded in behavioral data and tailored to each person’s style. Employees recognize when advice “fits” them, making them far more likely to act on it. Beyond Skill-Building: Culture Transformation When coaching becomes democratized, it stops being just a development tool and starts becoming a culture driver.Shared Language — When everyone learns communication and collaboration skills in a consistent way, teams develop a common vocabulary that accelerates trust and productivity. Inclusive Development — Early-career employees, remote workers, and underrepresented groups gain access to resources previously reserved for a select few. Leadership Pipeline Growth — More employees are ready for advancement, strengthening succession planning and reducing external hiring costs.This cultural shift matters because, as McKinsey research shows, companies in the top quartile for organizational health are 2.2 times more likely to outperform on profitability. Integrating AI Coaching Into Your Existing L&D Strategy The beauty of AI-native platforms like Ask Aura is that they complement, not replace, your existing investments. Here’s how leading companies are doing it:Embedding in Daily Workflow: Coaching prompts appear inside the tools employees already use — no separate logins or scheduling required. Aligning with Organizational Goals: AI coaching supports existing leadership models, performance frameworks, and cultural initiatives/values, making change more cohesive. Tracking and Measuring Impact: With built-in analytics, organizations can see which teams are engaging with coaching, how behaviors are changing, and where additional support is needed.The Future: Coaching as a Core Employee Benefit In five years, we may look back on exclusive, executive-only coaching the same way we now view dial-up internet — a relic of a slower, less connected era. Forward-thinking organizations will use AI coaching to:Provide on-demand leadership guidance to every manager and employee, not just those at the top Support continuous learning cultures where feedback and development are part of the daily rhythm Align employee growth directly with business strategy and performance goalsThe question is no longer “Should we?” but “How fast can we scale this?”Final Thoughts Democratizing coaching is no longer a dream. Tt’s a necessity for organizations that want to retain talent, accelerate performance, and build resilient cultures. AI-native solutions like Ask Aura make it possible to deliver the right insight, to the right person, at the right moment — at scale. Because when every employee gets the kind of support once reserved for a privileged few, the whole organization wins.

15 Creative Ways to Use Technology for More Engaging Performance Reviews Performance reviews are evolving, and technology is at the forefront of this transformation. Drawing from expert insights, this article explores innovative approaches to make reviews more engaging and effective. From asynchronous video feedback to AI-driven coaching, discover how these technological solutions can revolutionize the way organizations conduct performance evaluations. Transform Reviews with Asynchronous Video Feedback Simplify Reviews with Frequent Touchpoints Embed AI Coaching for Personalized Feedback Gamify Reviews with Interactive Dashboards Introduce App-Based Feedback and Challenges Implement Live Collaborative Performance Dashboards Create Real-Time Feedback Loops Automate Quarterly Performance Reviews Develop Mobile-First Review Platforms Use Marketing-Style KPI Tracking Design Visually Rich Printed Reports Incorporate AI-Driven Peer Feedback Summaries Blend Goal Tracking with Real-Time Feedback Implement 360-Degree Feedback System Utilize Video Check-Ins and Interactive Tools Check out how here.

Company culture is a powerful force that can make or break an organization’s success. We asked industry experts to share the role that employees play in shaping and maintaining the culture at their organization — and how they are empowered. Discover the key strategies that enable employees to co-create an authentic and impactful company culture.Employees Co-Create Culture Through Daily Actions Empower Staff to Shape Authentic Workplace Environment Crowdsource Cultural Markers for Organizational Identity AI Coaching Amplifies Employee-Driven Culture Lean Team Fosters Ownership and Continuous Learning Co-Create Culture Through Shared Values and Trust Values-Based Autonomy Empowers Genuine Client Service Trust and Innovation Drive Employee-Shaped Culture Systems Reflect Values in Practice, Not Theory Staff-Led Changes Improve Healthcare Culture Daily Rotate Leadership to Build Collaborative Culture Employees Shape Culture Through Key Moments Freedom and Trust Foster Employee-Driven Culture Hiring Right People Determines Long-Term Culture Empower Employees to Live Company Values Daily Invest in Growth to Build Supportive Culture Trust and Ownership Create Strong Company Culture Empowered Employees Build Stronger CompaniesFor 18 Insights on the Role of Employees, check it out here.

Why It’s Time to Bet Big on Your People Leaders Let’s face it: middle managers have never had it tougher. They sit at the intersection of strategy and execution, people and performance, transformation and day-to-day reality. But too often, they’re overburdened, under-supported, and left to figure it all out on their own. New research shows that only 21% of global employees are engaged — and 70% of that engagement comes down to one thing: the manager. Meanwhile, 50% of middle managers are actively job hunting. If you’re not investing in your managers now, you’re betting against your own success. Let’s level-set on the state of leaders:Only 21% of global employees are engaged — a two-point drop in one year 70% of employee engagement is directly tied to managers 85% of new people leaders receive no formal training to become a new manager Less than half of all managers have received any form of development training Manager wellbeing is declining sharply — especially for under-35s and women 50% of managers are currently seeking or open to new rolesWhat it all comes down to is that most new managers lack formal training, and even many who are seasoned have minimal formal support. This had led to significant leadership development gaps, with training often inconsistently applied across leadership tiers. While alarming, the opportunity has never been greater, especially with AI now in the mix. Managers who can connect authentically with their people, embrace diverse ways of working, and flex their leadership style across generational lines will be the heroes of the modern workplace. The solution? Equip your managers with the practical strategies — and AI-powered tools — they need to thrive. Here are four strategies every organization should implement today. 1. Embrace Generational Intelligence Today’s teams include Gen Z grads and Baby Boomer veterans working side by side — often with clashing expectations. From feedback cadence to tech fluency and workplace values, each generation brings its own "operating system." Without generational fluency, misunderstandings multiply, and collaboration suffers. The insight: 62% of Gen Z say they struggle to communicate with older colleagues. Nearly half of managers admit difficulty adapting to Gen Z’s rapid-fire communication style and constant feedback loop. The opportunity: When leaders bridge generational gaps, teams see measurable benefits. Organizations that lean into generational diversity outperform peers on innovation, mentorship, and collaboration — with a 30% lift in innovation outcomes, per Visier’s Workforce Trends 2025 report. How to lead across generations:Use multiple channels (async + real-time) to meet people where they are. Offer timely, constructive feedback — Gen Z thrives on it. Acknowledge different values: Boomers may value loyalty, while Millennials seek purpose and Gen Z craves inclusion. Pair employees for reverse mentorship and knowledge exchange. Host "collaboration huddles" to surface working preferences and build shared norms.💡Bonus tip: Create "generation snapshots" during onboarding or team kickoff meetings so everyone better understands who they’re working with — and how to best connect. 2. Flex Leadership Across Cultures and Work Styles Whether it’s a fully remote software team in six time zones or a diverse on-site operations team, cultural and functional differences require managers to flex how they lead, communicate, and motivate. What works for one region or personality may not work for another. The insight: Culturally diverse teams outperform others by up to 35%, but that edge only appears when managers actively support inclusive practices. How to lead across cultures and dynamics:Learn how cultural norms influence communication and feedback (e.g., direct vs. indirect). Encourage team members to share how they prefer to collaborate — and build rituals around that. Consider time zone equity when scheduling meetings or assigning projects. Use visual or written async tools to balance real-time dominance. Align work styles with responsibilities: match strategic thinkers with planning tasks, and action-oriented folks with implementation.💡Bonus tip: Host "culture chats" or spotlight employee backgrounds in team meetings to build empathy and global understanding. 3. Build a Culture of Psychological Safety In a high-stakes, fast-changing environment, people stay quiet when they don’t feel safe. That silence costs companies — not just in innovation, but also in morale, retention, and even ethics. The insight: Google’s landmark study found psychological safety is the number one driver of effective teams. Grammarly’s 2024 report revealed that communication failures — often stemming from fear or confusion — cost U.S. businesses $1.2 trillion annually. How to build psychological safety:Normalize disagreement by actively encouraging constructive dissent. Use post-mortems not to assign blame, but to extract learnings. Make feedback a rhythm, not a surprise — try weekly "What’s one thing we could do better?" check-ins. Rotate facilitation roles in meetings so quieter team members have structured chances to lead. Recognize vulnerability: praise those who share challenges, not just wins.💡Bonus tip: Introduce a team "safe word" or signal that allows anyone to flag when conversations become unproductive or intimidating. 4. Support Managers with AI Coaching Great managers personalize their leadership to every team member. But when you're managing a dozen — or hundreds — of employees across functions and locations, that level of tailored support feels impossible. Traditional training can’t keep up. The insight: 74% of managers say they lack tools to adapt their leadership style across generational, cultural, and situational lines. AI coaching fills the gap — at scale, in real time, without more meetings. How AI coaching helps managers lead better:Offers real-time tips based on team members’ behavioral and motivational profiles. Prepares leaders for 1:1s, team meetings, and conflict resolution with contextual insights. Helps reframe emails, Slack messages, or feedback based on audience communication styles. Works inside existing tools like Outlook, Zoom, MS Teams, and Slack — no extra logins. Personalizes leadership development without the $30,000/year cost of an executive coach.💡Bonus tip: Use AI coaching to prep for high-stakes interactions — like performance reviews or onboarding — by running through scenarios and generating talking points tailored to each employee’s style. The Takeaway: Support the Middle, Strengthen the Whole Managers are your organization’s multipliers. When they have the tools to lead across generations, cultures, and work styles — and the support to build psychologically safe, high-performing teams — everyone wins. Now is the time to act. Give your managers the strategies and tools to lead with confidence, and you’ll unlock better engagement, stronger collaboration, and more resilient teams across the board. 👉 Want to learn more? Visit AskAura.ai and see how AI coaching can supercharge your managers today.

Intergenerational understanding in the workplace is crucial for success in today’s diverse business environment. This article presents key strategies and insights from experts on fostering collaboration across age groups. From innovative programs to practical tips, discover how organizations are bridging generational gaps to create more productive and harmonious work environments.Values Bridge Conversations Foster Generational Understanding Mind the Gap Celebrates Cultural Differences Skill Swap Hour Promotes Cross-Generational Learning Blending Experience with Technology Drives Results Reverse Mentorship Program Cultivates Leadership Skills Communication Preference Mapping Improves Team Dynamics Reverse Mentoring Boosts Productivity and Satisfaction AI Tools Enhance Human Connection Across Generations Regular Team Bonding Activities Unite All Ages Equal Opportunities Promote Intergenerational InclusivityTo read the full article: visit https://ceofficialmag.com/fostering-intergenerational-understanding-work/.

Houston, TX–AUGUST 6, 2025–BullseyeEngagement, a leading provider of cloud-based human capital management software, has announced a strategic OEM (Original Equipment Manufacturer) partnership with Humantelligence, a leading provider of AI workplace solutions, in order to elevate the ways that organizations develop, engage, and retain talent. BullseyeEngagement will integrate Humantelligence’s AI Coach into its talent solutions—from performance reviews and engagement surveys to succession planning, workforce planning, OKRs, and competency/skills assessment. Bullseye’s talent development platform will now offer an all-in-one solution to building a resilient and high-performing workforce, supporting mid-market to enterprise clients seeking to reduce turnover, accelerate manager effectiveness and drive cultural alignment across the organization. HT’s AI Coach combines the power of psychometric science with generative AI to provide employees with instant, context-aware guidance on leadership, communication and team dynamics right within their flow of work, available 24/7. As a result, organizations can not only measure employee performance but also understand the “why” behind it. Importantly, this partnership also signals a shift toward the next generation AI experience, moving from AI coaching to a comprehensive, adaptive AI HR Advisor that supports every level of people management. A Smarter, More Personalized Talent Experience Organizations using BullseyeEngagement now benefit from AI-powered nudges, personalized coaching prompts, and team dynamic insights—without ever leaving their existing platform. Ask Aura’s behavioral science engine works behind the scenes to align employee development plans with personality drivers, help managers tailor their feedback and communication styles, and create stronger team cohesion through real-time behavioral insights. “This partnership with Humantelligence represents a major step forward in delivering a truly holistic talent management solution and the next generation AI experience in the form of an AI HR Advisor,” said Adeel Zaidi, CEO of BullseyeEngagement. “By combining BullseyeEngagement’s performance management and leadership analytics with Ask Aura’s AI-driven coaching and psychometrics, we're enabling our clients to make smarter, faster people decisions—while building teams that are more engaged, aligned and productive.” John Betancourt, CEO of Humantelligence, echoed the sentiment. “Ask Aura is all about unlocking self-awareness at scale. By embedding our technology into Bullseye’s platform, we’re bringing managers real-time insights into what makes their people tick AND giving employees coaching that actually resonates with how they think, communicate, and grow. HR and L&D leaders will now have a fully integrated platform that connects the dots between performance, behavior, and development—turning one-size-fits-all processes into personalized growth journeys. This is how you build culture from the inside out.” Key BenefitsMore Effective Performance Reviews: Behavior-based prompts help managers tailor feedback and reduce bias, while employees get reviews that actually resonate. Goals That Motivate: AI suggests goal language tied to each person’s motivators, making follow-through natural and more likely. Smarter Succession Planning: Identify future leaders based on cultural fit, leadership traits, and communication style, not just performance scores. More Meaningful 360s: Frame feedback through a personality lens to improve clarity, empathy, and actionability. Truer Engagement Insights: Personality-aware pulse surveys boost authenticity and reveal why engagement varies, not just where. Real-Time Manager Coaching: Dashboards now include team personality maps, compatibility scores, and nudges on how to lead each individual more effectively.From performance reviews and engagement surveys to succession planning and training management, the partnership offers an all-in-one solution to build a resilient and high-performing workforce. The combined solution supports mid-market to enterprise clients seeking to reduce turnover, accelerate manager effectiveness and drive cultural alignment across the organization. To learn more, visit www.bullseyeengagement.com.  About BullseyeEngagement BullseyeEngagement is the leading global provider of cloud-based Human Capital management software tools. Our innovative solutions help organizations nurture their people talent from “hire-to-inspire". They offer a cloud-based human capital management platform designed to streamline and enhance various HR functions. Their modular software suite includes tools for performance management, employee engagement, succession planning, compensation planning, and more. The platform aims to centralize and simplify HR processes, making them more efficient and data driven. More information visit: buslleyeengagement.com.

With organizations streamlining operations and reducing managerial layers, the demand for effective manager development solutions has never been more critical. What’s more, a December 2022 Gartner survey of more than 6,000 individual contributors and managers revealed that managers are twice as likely to report an increase in responsibilities versus individual contributors, compared to before the pandemic. For example, 35% of managers say they have more direct reports and 49% report that the complexity of their responsibilities has increased. Enter generative AI for managers, a transformative technology poised to revolutionize how we develop and support managers. By leveraging AI, organizations can provide personalized, real-time guidance tailored to specific workplace challenges, enhancing managerial effectiveness and driving organizational success. While many managers are turning to generic AI chatbots for quick answers, these tools lack the specialized capabilities needed for effective coaching and development. The real potential lies in artificial intelligence that’s specifically engineered for management challenges. This technology is built with company context, backed by the latest academic research on workplace behavior and effectiveness, and designed to provide secure, personalized guidance that aligns with your organization’s needs. To read more, visit: https://aijourn.com/ai-can-coach-but-can-your-managers-lead-upskilling-managers-for-an-ai-driven-workforce/

With organizations streamlining operations and reducing managerial layers, the demand for effective manager development solutions has never been more critical. What’s more, a December 2022 Gartner survey of more than 6,000 individual contributors and managers revealed that managers are twice as likely to report an increase in responsibilities versus individual contributors, compared to before the pandemic. For example, 35% of managers say they have more direct reports and 49% report that the complexity of their responsibilities has increased. Enter generative AI for managers, a transformative technology poised to revolutionize how we develop and support managers. By leveraging AI, organizations can provide personalized, real-time guidance tailored to specific workplace challenges, enhancing managerial effectiveness and driving organizational success. While many managers are turning to generic AI chatbots for quick answers, these tools lack the specialized capabilities needed for effective coaching and development. The real potential lies in artificial intelligence that’s specifically engineered for management challenges. This technology is built with company context, backed by the latest academic research on workplace behavior and effectiveness, and designed to provide secure, personalized guidance that aligns with your organization’s needs. To read the full article, visit: https://aijourn.com/ai-can-coach-but-can-your-managers-lead-upskilling-managers-for-an-ai-driven-workforce/