Insights

Ask anyone in your office how they feel about meetings, and you are likely to get passionate responses on both sides of the aisle.

More companies these days are choosing to outsource their human resources function.  With so many available options and variants (ASO, PEO, HRO), finding out which option is best can be daunting.

Every manager has faced the disappointment of assigning a task to a team member and finding out that the task was ignored or slipped through the cracks. 

It can be tempting to show up to the office in the morning and immediately start doing things. Coworkers instantly start asking you to address tasks, your email inbox has filled up overnight, and your schedule quickly fills up. 

So your company has recently taken a close look at its strategy and developed a new plan for the coming year. Now, how do your move your team into execution mode? 

Why do most employees see training as a chore of little value? Why is it that training is so hard to make interesting and engaging?  Why is knowledge retention so hard to achieve?

Why are we so often caught reacting to an interminable sequence of crises that seem to reoccur more often than they should?

We have all heard the stories of startup “unicorns” — the unlikely heroes of the Silicon Valley tech boom that have reached or exceeded a $1 billion valuation.

Why is it that 61% of all technology projects fail at the point of implementation (as found in a Merkle Group survey)?

Project Management offices are well-oiled machines, tasked with constant attention to pending tasks, dependencies, and upcoming deadlines.