Onboarding: Strategien für gelungenes Einarbeiten
macrolearningSeamless Onboarding: Proven Tactics for a Successful Start
Seamless Onboarding: Proven Tactics for a Successful Start
Good employees are hard to find—and even harder to retain. A structured onboarding process communicates to new employees from the very beginning that they are welcomed and valued. It helps them quickly familiarize themselves with their tasks, processes, and the company. This has a long-term impact on their motivation and commitment to their organization. This training guides you in shaping the three phases of onboarding, from the moment the contract is signed to the end of the probationary period. It focuses on clearly outlining expectations, responsibilities, and processes. Key areas include advancing professional expertise, fostering team connections, and communicating the company culture at multiple levels.
Führen nach Entwicklungsstand: Mitarbeitende optimal unterstützen
macrolearningLeading by Skill Level: Giving Employees the Best Possible Support
Leading by Skill Level: Giving Employees the Best Possible SupportLeading by Skill Level: Giving Employees the Best Possible Support
Not all leadership is the same. There are numerous models that explain which leadership would be ideal for which personality type and for which result. This e⁠-⁠training course looks at these different development models, but then focuses on a type of leadership that is geared towards the level of development of the respective employee. This is because employees need a different type of leadership depending on their skills and individual motivation. It shows ways in which the individual motivation level can be determined. It also looks at the assessment of employees‘ skills. Finally, suitable forms of leadership are presented for the different forms of motivation and competence.
Führen mit Lob – Wertschätzung und Anerkennung zeigen
macrolearningLeading with Praise—Showing Appreciation and Recognition
Leading with Praise—Showing Appreciation and Recognition
Employees want praise and recognition - for what they accomplish every day, but also for good decisions, success and stressful work phases. Recognition is an important tool in social interaction: it not only motivates, it also shows us that we are doing something right and performing our tasks well. When confirmation is lacking, it usually affects not only the employee's satisfaction, but also their job performance. How do you manage to adequately recognize the work of your employees? How can you show appreciation to your employees? And how can you also show this to yourself? These are the questions addressed in this e⁠-⁠training course.
Fluktuation aktiv senken
macrolearningActively Reduce Employee Turnover
Actively Reduce Employee Turnover Actively Reduce Employee Turnover Actively Reduce Employee Turnover
This course focuses on preventing and proactively addressing the factors that lead to employee turnover. The e⁠-⁠training course provides insights into positive employee retention, explores common reasons for job changes, and offers potential countermeasures that leaders can implement. It begins by examining the different types of turnover, then delves into what constitutes an attractive company culture and what employees expect. Additionally, the course covers the entire employee lifecycle, from successful recruiting and onboarding to exit interviews. This e⁠-⁠training course helps participants understand turnover, recognize its positive aspects, and provides practical tips for managers and HR departments on how to effectively reduce turnover in their company.
Bindungskräfte entfalten – Mitarbeitende zu Partnern machen
macrolearningUnleashing the Power of Connection: Turning Employees into Partners
Unleashing the Power of Connection: Turning Employees into Partners
Human beings have a strong need for connection and belonging. We all want to feel included, valued, and responsible, both personally and professionally. We want to be part of a team, contribute to shaping our work, and feel a sense of responsibility to our tasks and colleagues. If your employees do not feel that they are allowed to “play along”, it directly impacts your company's performance and competitive edge, ultimately affecting its success. In this e⁠-⁠training course, you will discover strategies to make your employees feel like they're truly part of the team and keep them engaged. As a leader, you play a crucial role in this process. This e⁠-⁠training course will equip you with research-backed strategies to actively enhance employee commitment. So, let's get started!
Herausfordernde Gespräche mit Mitarbeitenden souverän meistern
macrolearningNavigate Difficult Employee Conversations with Confidence
Navigate Difficult Employee Conversations with ConfidenceNavigate Difficult Employee Conversations with ConfidenceNavigate Difficult Employee Conversations with Confidence
Let's face it, managers often know in advance which conversations with employees will be challenging. This could be due to an employee's recent inappropriate behavior or perhaps a sudden, unannounced absence. Managers often hesitate to directly address criticism during these talks to avoid upsetting the employee. However, in challenging conversations, transparent communication and an open attitude are essential. Some managers also struggle to remain respectful and keep a cool head in difficult situations, which hinders constructive dialogue and successful conflict resolution.
Gespräche mit Mitarbeitenden konstruktiv und nachhaltig führen
macrolearningLead Constructive and Lasting Conversations with Employees
Lead Constructive and Lasting Conversations with EmployeesLead Constructive and Lasting Conversations with EmployeesLead Constructive and Lasting Conversations with Employees
Performance reviews and appraisal processes are key tools in leadership and human resource development. But many managers don’t always view them as positive experiences. They often feel awkward and tense, with employees seeming unmotivated or anxious. But it doesn’t have to be that way! When conducted with appreciation and clear objectives, reviews can be a game-changer. They can facilitate effective communication and play a crucial role in strengthening the relationship between employees and managers. In this e⁠-⁠training course, participants will learn how to unlock the full potential of performance evaluations and appraisal processes. We’ll go over everything you need—from preparation to conducting, and following up on reviews, whether in person or virtually.
Typgerecht führen
macrolearningType-Appropriate Leadership
Type-Appropriate LeadershipType-Appropriate Leadership
Everyone is unique. Nevertheless, we always see similar personality traits in different people. Type models help us to understand people better as they simplify a complex world. In your role as a manager, you deal with a wide variety of employee types and should know how best to deal with whom. So that all employees in your team can fully use their potential, it is important to address them individually according to their personality or personality type, to understand them, challenge them and develop them. Type-appropriate leadership enables you to do exactly that. You can assess what type of person your counterpart is and then accurately select the strategy from the repertoire of actions to help to understand them in the best possible way. This way, you not only succeed in responding to individual employees in a way that is appropriate to their personality type but also in forming teams in such a way that similarity has a mediating effect and difference has a stimulating effect.
Diversity & Inclusion – Vielfalt führen und fördern
macrolearningDiversity & Inclusion—Facilitating and Promoting Diversity
Diversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting Diversity
The majority of companies are now making a deliberate decision to favor diversity. International cooperation, demographic changes, women in management positions and individuality in the workplace — the general conditions for professional and private life have changed and there is a demand for tolerance and respect in our diverse society. But what does "diversity" actually mean? What are the advantages of diversity for a company? And how can managers promote this diversity step by step and establish it as an integral corporate value? That is what this e⁠-⁠learning course is all about.
Feedback geben
macrolearningGiving Feedback
Giving FeedbackGiving FeedbackGiving FeedbackGiving FeedbackGiving Feedback
In this e⁠-⁠learning, participants get to know the model of the Johari Window. It shows the difference between the perception of others and the perception of oneself. The Johari Window clarifies the "blind spot" and shows why the "secret" will remain a secret. This course teaches that "giving feedback" does not mean "praise" or "criticize". Rather, it is about being open to self-perception through feedback from outside.
Aufgaben delegieren
macrolearningDelegating Tasks
Delegating TasksDelegating TasksDelegating TasksDelegating TasksDelegating Tasks
Delegating is more than just "do it"! Participants will learn which tasks can be delegated in principle and which ones must not be passed on under any circumstances. They learn to develop requirement profiles in order to be able to assign respective activities to appropriate employees. Additionally, learn the four stages of the delegation discussion, avoid back delegations, and learn to check agreements and deadlines.
Das Bewerbergespräch führen
macrolearningConducting the Interview
Conducting the InterviewConducting the InterviewConducting the InterviewConducting the InterviewConducting the Interview
New employees will take on important responsibilities, and influence the working atmosphere and team dynamics. Therefore, the selection and hiring process should be given sufficient consideration. In this e⁠-⁠training, learn how to conduct professional, goal-oriented interviews with applicants. You will learn how to create a job description step-by-step, develop a requirements profile from the job description, prepare interview guidelines, and then conduct the interview. Highlights include the art of asking the right questions, how to follow up on the interview, and how to make a final selection. You will also learn ways in which companies can "appeal" to candidates as attractive employers.
Mitarbeitende motivieren
macrolearningMotivating Team Members
Motivating Team MembersMotivating Team MembersMotivating Team MembersMotivating Team MembersMotivating Team Members
When employees hide behind their desks, it may not be because of ill will or convenience. They often lack knowledge, ability and confidence in themselves. So how can managers motivate their employees to come out of their shell and conquer new tasks? In this e⁠-⁠learning, the participants will learn helpful methods of employee motivation. This courses focuses on "self-efficacy".
Konfliktmanagement für Führungskräfte
macrolearningConflict Resolution for Managers
Conflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for Managers
For managers, the rule is: intervene as little as possible, but as much as necessary in a conflict involving their own employees. As a starting point, it is important to also recognize hidden conflicts and assess their severity. The theoretical basis for this is provided by Friedrich Glasl's model of the nine stages of conflict escalation. It clearly shows how conflicts can escalate if timely intervention is neglected. For each escalation stage, managers will learn various methods of conflict resolution - from the promotion of independent conflict resolution to mediation and arbitration as well as to the intervention of power.
Gute Entscheidungen treffen
macrolearningMaking Good Decisions
Making Good DecisionsMaking Good DecisionsMaking Good DecisionsMaking Good DecisionsMaking Good Decisions
Decisive strength is an essential skill in an ever faster changing environment. Participants can develop and expand this competence in this multimedia e⁠-⁠learning. Learn to quickly categorize a task, discern what needs to be done immediately and what can be postponed, and other methods that can help with good decision-making.
Trennungsgespräche führen
macrolearningConducting Termination Meetings
Conducting Termination MeetingsConducting Termination Meetings
Termination meetings differ from other meetings due to immense importance they have for the employees involved. They are often associated with a great emotional shock that can manifest in various ways. It is part of your job as a manager to conduct termination meetings in a professional and respectful manner. This e⁠-⁠training course will equip you with the tools you need to do this. You will learn the proper way to perpare and how you should plan and structure termination meetings. One focus of the e⁠-⁠training course is handling emotional factors: What are typical reactions and how can you deal with them well? In an extra chapter, you will learn how to conduct termination meetings by online videoconferencing or telephone.
Neu in der Führungsrolle
macrolearningNew to the Leadership Role
New to the Leadership RoleNew to the Leadership RoleNew to the Leadership RoleNew to the Leadership RoleNew to the Leadership Role
The focus is on specialists who are promoted to management level. This training is suitable as a preparation for management tasks and imparts knowledge on result control, process management, employee leadership and self-management. The participants learn how to handle different expectations and conflicts of interest. In addition, seven leadership myths are explained and refuted - because leadership does not fit into simple patterns.
Führen mit Empathie
macrolearningLeading with Empathy
Leading with EmpathyLeading with EmpathyLeading with EmpathyLeading with Empathy
The ability to lead with empathy is considered to be an essential discipline in leadership. If you succeed in managing your team with appreciation and trust in on a daily basis, you will be able to win over your employees more easily. Because with empathy, you not only take other people with you – you can also better understand them and put yourself in their shoes. This will create a working atmosphere in which your team will know they are appreciated, making them feel more comfortable. This will have a positive effect on every conversation along with your ability to persuade and convince others as a manager. Those who show empathy and attentiveness to other people can also better assess their attitude and thus avoid the negative consequences of misjudgments. However, leading with empathy is something that needs to be learned. In this training course, you will learn how to be more perceptive of other people's emotions and understand their motives. By applying this understanding, you will have greater assurance in working out suitable courses of action.
Ich habe Angst, im Trennungsgespräch emotional zu werden
microlearningI Fear I’ll Lose My Composure in the Termination Meeting
I Fear I’ll Lose My Composure in the Termination Meeting
Emotions aren't off limits in termination meetings. However, you should always be attuned to the other person.
Ich weiß nicht, wie ich als neue Führungskraft zu Beginn auftreten soll
microlearningI’m Not Sure How to Lead as a New Boss
I’m Not Sure How to Lead as a New Boss
Swapping the role of employee for that of manager always means a change. However, this should not affect your own personality or your dealings with others.
Mein neues Teammitglied ist auch nach Monaten noch hilflos
microlearningMy new team member is still helpless months later
My new team member is still helpless months later
New employees need support at every stage of the onboarding process. There are three simple steps you can take to help them settle in well at the company.
Das Onboarding endet nicht mit der Probezeit
microlearningOnboarding does not end with the probationary period
Onboarding does not end with the probationary period
Support new employees even after their probationary period by motivating and encouraging them. In this way, you can integrate them into the company in the long term and build up a long-term relationship.
Mein Teammitglied hat die Motivation verloren
microlearningMy Team Member Has Lost Motivation
My Team Member Has Lost MotivationMy Team Member Has Lost Motivation
How can you get formerly high-performing team members back on track when they’ve lost motivation? This micro provides tips on how to achieve this using the three needs theory.
Mit den Basismotiven Mitarbeitende individuell motivieren
microlearningMotivate Employees Individually With The Basic Motives
Motivate Employees Individually With The Basic MotivesMotivate Employees Individually With The Basic Motives
Every person is driven by different things. By knowing the basic motives, you can have a positive influence on your employees' motivation!
Im Bewerbungsgespräch habe ich das Gefühl, mein Gegenüber ist nicht ehrlich
microlearningI Doubt My Interviewee Is Being Honest
I Doubt My Interviewee Is Being HonestI Doubt My Interviewee Is Being HonestI Doubt My Interviewee Is Being Honest
If you sense that the candidate is holding back, it may be helpful to approach your assessment with empathy and understanding to uncover the underlying cause.
Mein:e Bewerber:in stellt im Bewerbungsgespräch keine Fragen zum Job oder dem Unternehmen
microlearningMy Candidate Doesn't Ask Questions About the Job or Company in the Interview
My Candidate Doesn't Ask Questions About the Job or Company in the InterviewMy Candidate Doesn't Ask Questions About the Job or Company in the InterviewMy Candidate Doesn't Ask Questions About the Job or Company in the Interview
If applicants don't ask any questions about the job or the company during the interview, this quickly creates the feeling that they are not interested in the job. It's best to address this before you turn them down.
Nach meiner Delegation bringt ein Teammitglied das Ergebnis nicht
microlearningWhen Delegating Tasks to My Employee Falls Short of Expected Results
When Delegating Tasks to My Employee Falls Short of Expected ResultsWhen Delegating Tasks to My Employee Falls Short of Expected ResultsWhen Delegating Tasks to My Employee Falls Short of Expected Results
You delegate tasks to your employees, but they don't complete them to your satisfaction. However, an unsatisfactory result serves as a learning or training opportunity for the employee.
Ich möchte nicht delegieren, weil ich die Aufgabe lieber selbst abschließen will
microlearningI Don't Want to Delegate Because I Prefer to Complete the Task Myself
I Don't Want to Delegate Because I Prefer to Complete the Task MyselfI Don't Want to Delegate Because I Prefer to Complete the Task MyselfI Don't Want to Delegate Because I Prefer to Complete the Task Myself
It can be difficult to delegate tasks that are enjoyable, but it is crucial for both time management and employee development.
Es fällt mir schwer, Gleichbehandlung bei individuellen Problemen meiner Mitarbeitenden umzusetzen
microlearningI Find It Difficult to Implement Equal Treatment for My Employee's Individual Problems
I Find It Difficult to Implement Equal Treatment for My Employee's Individual ProblemsI Find It Difficult to Implement Equal Treatment for My Employee's Individual ProblemsI Find It Difficult to Implement Equal Treatment for My Employee's Individual Problems
Ensuring equality doesn't involve imposing rigid one-size-fits-all solutions. This micro explains how fairness and respect can be integrated into team dynamics while considering the individual needs of each team member.
Ich habe das Gefühl, mein Teammitglied ist unglücklich im Unternehmen
microlearningI Have a Feeling My Team Member Is Unhappy in the Company
I Have a Feeling My Team Member Is Unhappy in the CompanyI Have a Feeling My Team Member Is Unhappy in the Company
You feel that your team member is absolutely not happy with the current state of affairs in the company. If you are open about your observation, you can find a solution together.