As organizations look to the future and consider their approach to the return to the office, redefining the use of space, adopting hybrid models of work, and all the underlying strategies that will support all of these issues – it is clear, the pace of change is not going to let up – and it is paramount for the success and longevity of the organization to get these decisions right – or else their employees will be voting with their feet.
There are many Low-Code/No-Code programs that are available to use, so you may be wondering which are the best and why. With these programs you want what makes the coding process as simple as possible and allows for the outflow of work/projects to be sustained in a quicker time frame. These 10 programs are just a few of the options available, but tend to be better for than other said programs, and this is why they are on this list. In the end, it all comes down to what your business desires, but these are just 10 tried and true programs that can be used.
Low-Code and No-Code are newer programs that make the coding process easier for any business to use. Low-Code is a project that still requires some knowledge of coding, they give you code that has already been written and helps you complete the task at hand quicker and easier. No-Code is exactly what it sounds like as well, there is no coding knowledge required for a No-Code project and it is as easy as using Excel or Word.
As learning professionals, we are constantly asked to demonstrate the value of what we do. And while we can look at this data and perhaps say “well it is different here” or “I know my organization is better than this” – I would bet there is a nagging voice in the back of your head asking “what if I am wrong”
According to a recent study published by Yoobic, 80% of the global workforce is what is considered frontline workers. Despite this, frontline workers are often overlooked in terms of meaningful investments in terms of human capital and learning and development. This is often driven by the perception that these jobs are high in turnover and transient in nature. We believe that organizations are ignoring this audience at their peril.
We agree. The headlines are dire. A day does not go by where there is not another headline about the great resignation, the shortage of workers to fill much needed frontline jobs, or about the quagmire that companies are navigating as they seek to bring their workforces back into the office – in some fit or fashion. There is still such uncertainty in the ecosystem it would be easy to pull the covers over your head – and go back to bed. Ask yourself this though…
When we think of an organization, we deliberate about what it embodies, the size, how many employees are retained, or even its slogan. Rarely do we consider what type of diversity it might have. However, variety is the unconventional route that all prosperous institutes must contemplate in order to become and remain successful.
Creativity is described as the inclination to spawn or distinguish ideas, alternatives, or possibilities that allow us to decipher problems, communicate, and allow us to entertain. In order for us to be creative, we must view things from a different perspective. In layman’s terms, we must pivot and adapt as we see necessary, especially during the instance when assets and time are limited.
If you have taken a look at our past posts on EI, you’ll know how it is defined and how important it is in the workplace. With all of this new information, it’s easy to feel overwhelmed. Perhaps you are questioning if you have what it takes to be an emotionally intelligent employee or employer. We think you do.