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Our Internships Toolkit explores how to reimagine your internship experience to best fill the needs of both your organisation and your future talent.
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The “Covid generation” has had their pathways to starting and growing their careers upended due to the pandemic and economic instability. Employers and organisations need to equip their line managers with the right tools to cater to this generation’s challenges and needs, and help set them up for long-term success.
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75% of people who voluntarily left their role did so for reasons their line manager could directly influence. People don’t leave companies, they leave managers, and failing to properly invest in your line managers can have strong consequences for your organisation. Here's 5 ways to help them thrive.
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Onboarding is a new joiner’s first experience of your culture. Given the emergence of people-centred workplace trends emerging like prioritising inclusion, quiet quitting, and the struggle connecting in hybrid, it is more crucial than ever to have a culture-first induction.
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Nearly 7 in 10 workers globally are willing to retrain and learn new skills on the job. Many continue to leave their roles in pursuit of that development. The skills wave is here. What can you do, as an employer, to catch it?
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Retention and development are inseparable: articulating your development offering is not just about getting critical talent in the door, it’s also about keeping them in the organisation over the longer term. Read our three tips to better retain talent by focusing on learning and development.
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