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.
If no one on the ground has time for recruiting, the vicious cycle of work overload continues. Read on to learn how we helped strengthen the East Africa team of a global organization.
If sales targets are not met, the whole company is at risk. This case study explains more about edge’s approach and successes in handling such scenarios.
It is thrilling for us in edge that we have reached this far. This is our transformational journey: from our products, our business model and to ourselves.
2014 is a very proud moment in edge’s ten-year history.
In just one year we achieved the transformation from a grant-based talent development and placement program towards a business delivering crucial support in unblocking business performance – and we’re well on track to profitability!
When we set out to changing from a non-profit program to an advisory business, we didn’t anticipate how deeply our ambitious would challenge each of us personally and professionally. We’re now building new ways of working together, to achieve the overall change goals.
It doesn’t have to be hard: Radically improve your start-up’s performance with better people practices
As part of our business model transition, over 6 months we interviewed 80 impact businesses, 25 investors/accelerators, 20 Human Resources experts and 100 talented young professionals across 4 markets. We are more convinced than ever that better talent management could help promising businesses to really take off. Take a look at our market research highlights