Three weeks left! The final sprint in 2019. Time to organize the end of year team party! It’s also time to evaluate everyone’s contribution and growth this year and shape roles for a stronger 2020!
As an entrepreneur and manager, you spend most of your time helping others stay focused, effective, motivated and optimistic.
But what about when you start feeling burnt out?
We’ve put together our thoughts and tips on getting a break and refreshing your batteries, crucial for managers who want to build lasting successful companies.
Wondering what you as a hiring manager or business leader can do differently when hiring this new generation to stay ahead of the curve? This blog is for you!
Join us if you want to work in talent acquisition, a business advisory firm, or wondered what it takes to help organizations build high performing teams! We know you are cautiously thinking through which work environment fits you best and brings your talents out to shine, so this article is for you!
Mental wellness at work is not a fad. It’s become a key determinant of job seekers when they are applying for jobs and deciding which employers they want to work for. In addition, organizations that are prioritizing their employees well being are attracting top talent and sustaining a productive workforce. Want to learn more about why you should care about mental health as a manager? Read this blog.
Are you chasing a big idea, building a great product, disrupting an industry while trying to make unit economics work? Enabling employees to perform and leading teams to succeed is never easy, but even more complex when you’re sprinting. We thought about the management basics for fast-growing organizations – because we believe in your business!
Being defensive stops us from collaborating freely with others. It limits our talents from shining. Over time, defensiveness sours your relationships and can contribute to toxic workplaces.
This blog shares first steps to recognize and transform your triggers, alone and with your team.
It is hard to imagine the social enterprise and venture capital ecosystem without cross-cultural teams. This diversity is an incredible opportunity to build innovative, winning and competitive models. Meanwhile, the day to day in the office with each other can sometimes be puzzling or draining.
Hiring for culture as your company grows is probably going to be one of the toughest team battles you’ve encountered yet. Without caution, the temptation to compromise hoping to develop the missing values in the future in exchange for rising business demands slowly becomes your daily choice. And before you know it, everyone is asking: “What happened to this place? We used to love working here!”
Martha shares how you can ensure that every single hire is a gem to the team!
Are you tired of recruiting for the same role over and over again? Maybe you are not taking advantage of reference checks when hiring! In this blog our recruiter shares what mistakes to avoid and how to effectively use background checks when deciding who joins your team.
Top talent is not only rare but wise: They are cautious about where and with whom they work. Thus attracting them requires not only great recruitment effort, but also an equal amount of work in creating an attractive workplace! Martha shares a few unexpected issues that are making great talent shy away from joining your bus.
We work with different clients across East Africa and our team loves it! The exposure we gain across industries, business models and entrepreneurial journeys is just mind blowing.
In many offices rest, relaxation and leave are neglected at the expense of short-term project or mid-term company success. If you want to avoid this trap and build an effective and happy workforce, you need to get creative around leave. Let’s claim back “rest” as a key driver for human productivity!
Career growth is crucial for personal satisfaction. Being able to contribute on increasing levels and mastering new skills and situtions boost your confidence. Here’s how growth looks like at edge!
We’re hiring! Learn more how it’s like to work at edge, and how a recruitment career looks like!
We asked over thirty Nairobi professionals about their experiences with bosses that made them quit, here are their stories and here is what you can learn from them.
We share with you our tried and tested internal communication tips to solve your team’s communication woes.
Retaining talent is a challenge in a small and growing company, but what can you offer your talent that the big players can’t or don’t? Here are our suggestions.
Does your team seem hesitant? Here is what leaders can do to avoid fear in the office and encourage team engagement.
Employees who go through structured on-boarding 58% more likely to stay long term. Here are our tips on how to guide your new employees.
Interviewing is the most commonly used selection tool! But are you making the best of it? Scratch gut feeling hires by improving your interviewing skills.
Low performance or people quitting are nightmares to all CEOs. These tips help you tailor your hiring process to get people who stay and perform!
You don’t have an ‘employer brand’ like the big guys? No problem! Here is how you can get started on positioning yourself as an attractive employer.
If you are a manager who envisions that with the right team you can surpass all challenges, make your customer happy and finally take relaxing vacations again, read this blog to help you get started!
We estimate that at least 85% of the talent challenges growing businesses face could have been avoided from the beginning. Read on to learn more about what we found.
Traditional job descriptions aren’t working in start-ups. Start improving your team’s output today by thinking through role clarity and expectation setting in new ways.
39% of hiring managers say that bad hires cost them productivity. How can you avoid such high costs? Read on to find out.
I would like to explore with you the impact of unaddressed feelings in the workplace and share some ideas for creating a healthy workplace, where people share their emotions in constructive ways.
Learn how your organization can succeed when you prioritize your people and nurture relationships in the workplace.
Read in this case study how we supported an organization to transition from NGO to social enterprise. Learn how we made space for the new and retained the part of the culture that was working.