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An Employee Development Plan (EDP) is a detailed framework that outlines your skills, career aspirations, and the necessary steps for your professional growth. It’s essential for aligning your goals with your organization’s objectives, eventually enhancing your job satisfaction. Comprehending the importance of EDPs can greatly impact your career trajectory and workplace engagement. As you explore this topic, consider how an effective EDP could shape your future and the strategies involved in creating one. Key Takeaways An Employee Development Plan is a structured framework for assessing skills and setting career goals for professional growth. It provides personalized paths for employees to enhance their skills and achieve their career aspirations. Development opportunities significantly reduce employee turnover and increase job satisfaction and engagement. Continuous training is vital as 44% of skills are projected to be disrupted in five years. Regular feedback and support from managers are essential for effective implementation and success of development plans. Definition of Employee Development Plans An employee development plan is a structured framework designed to guide you in evaluating your current skills and identifying your career aspirations. This strategic outline typically details your goals, the skills you need to develop, and the steps required to achieve professional growth within your organization. Employee development plan examples often highlight measurable objectives, timelines, and resources customized to support your path. When exploring individual development plan examples for employees, you’ll notice that these plans encourage a sense of belonging and engagement, allowing you to master specific job aspects as you learn new skills. In addition, a well-crafted career development plan for employees aligns not just with your aspirations but likewise with company goals, enhancing productivity and satisfaction. By implementing these plans, organizations can expect significant performance improvements, showcasing the importance of structured development in the workplace. Importance of Employee Development As the workplace constantly evolves, recognizing the importance of employee development becomes vital for both individual and organizational success. With 44% of employees’ skills expected to be disrupted in the next five years, ongoing training and growth opportunities are fundamental. Employee development plan examples, such as structured mentorship programs or skills workshops, can greatly improve your career growth plan for employees. Companies that offer development opportunities for employees examples, like tuition reimbursement or leadership training, can reduce turnover by up to 34%. Engaged employees, who see their interests aligned with their development paths, are 46% more likely to be involved in their work. In addition, a clear development path boosts employee performance ratings by an average of 30%, contributing to overall productivity. Investing in employee development not just improves retention but additionally bolsters the organization’s reputation, making it a fundamental strategy for long-term success. Benefits of Employee Development Plans Employee development plans greatly improve employee engagement and help reduce turnover costs. When you invest in your team’s growth, you’ll likely see improved motivation and performance, leading to greater retention rates. In the end, prioritizing these plans not only cultivates a more committed workforce but additionally positively impacts your organization’s bottom line. Enhances Employee Engagement When organizations invest in employee development plans, they not just improve individual skills but also promote a more engaged workforce. By implementing clear development objectives for employees, you create a pathway for growth that keeps them motivated. Engaged employees—who feel supported by their managers—report a 21% increase in workplace motivation. When you align these plans with employee growth plans, your team becomes 46% more committed to their roles. This commitment is essential in today’s competitive job market, where 94% of employees are likely to stay longer if they see investment in their development. Utilizing employee development plan examples helps illustrate successful strategies, ensuring that your organization reaps the benefits of increased engagement and improved performance. Reduces Turnover Costs Investing in employee development plans not only improves individual skills but also plays a crucial role in reducing turnover costs for organizations. Companies that focus on development are twice as likely to retain employees, leading to significant savings. With turnover costs averaging six to nine months of an employee’s salary, the impact is substantial. Personalized development opportunities can boost motivation by 21%, encouraging employees to stay. Clear development paths can improve performance ratings by 30%, further promoting retention. In the end, companies that prioritize these strategies are 11% more profitable. Below are some employee development plan examples that illustrate effective strategies: Development Plan Examples Benefits Impact on Turnover Costs Mentorship Programs Skill improvement Reduced turnover Training Workshops Increased motivation Cost savings Career Pathing Enhanced performance Higher retention Online Learning Flexibility in learning Engaged employees Cross-Training Versatile skill sets Loyalty to organization Types of Employee Development Plans In terms of employee development plans, you’ll find several key types that cater to different needs. General development plans provide a broad framework for skill improvement, whereas leadership programs focus on nurturing future leaders within your organization. Furthermore, specialized knowledge development targets specific expertise, helping employees deepen their industry knowledge and increase their overall value. General Development Plans General development plans serve as a foundational tool for employees, allowing them to articulate their skills, aspirations, and career objectives within a structured framework. These development plans provide a broad overview, helping you identify personal ambitions aligned with company goals without focusing on specific actions or timelines. By engaging with general development plans, you gain a clearer comprehension of growth opportunities within the organization, which can improve your job satisfaction and investment in your professional path. Companies that adopt these employee development plans often see improved retention rates, as regular updates nurture a culture of continuous development. Individual development plan examples illustrate how these frameworks can lead to meaningful conversations about your career path and professional growth. Leadership and Specialized Programs Leadership and specialized programs play an important role in employee development plans by targeting specific skills and knowledge critical for both individual and organizational growth. Leadership development programs are designed for high-potential employees, equipping them with fundamental skills for future roles, thereby creating a robust leadership pipeline. Furthermore, specialized knowledge development allows employees to deepen their expertise in specific fields, preparing them to tackle complex challenges effectively. Customization in these plans is significant; incorporating various learning styles—like classroom training, webinars, and job-shadowing—enhances learning effectiveness. For instance, a professional development plan example might include both leadership training and specialized workshops. Companies that invest in these programs often see increased employee retention and performance ratings, highlighting their importance. Responsibility for Employee Development Responsibility for employee development typically lies with both managers and employees, creating a shared partnership that nurtures growth. You, as an employee, should take ownership of your development by actively engaging in discussions with your manager about your goals. Managers, conversely, need to provide support through regular feedback and guidance. Utilizing individual development plans for employees helps to clarify these goals and expectations. Organizations can benefit from various staff development plan examples, including customized strategies that cater to individual learning styles. Development plan examples for managers can illustrate effective ways to encourage this collaboration. A balanced approach, where both parties are involved, promotes a culture of continuous improvement. When employees feel empowered and supported, they become more engaged, in the end aligning their growth with the organization’s objectives, enhancing retention rates, and cultivating future leaders. How Employee Development Plans Help Employees Employee development plans play a crucial role in enhancing your career by aligning your personal goals with the organization’s objectives. When you engage with a structured development plan, you gain clarity on your career path, which signals the organization’s commitment to your long-term success. For example, employee development plan examples often highlight personalized goals that can lead to a 21% increase in your motivation and job satisfaction. How Employee Development Plans Help Employers Even though it’s often easy to overlook the broader benefits of employee development plans, they play an essential role in improving organizational performance. By implementing a robust employee development plan template, you can boost employee engagement and retention. Companies investing in learning and development are twice as likely to retain talent, leading to increased profitability. Moreover, effective development plans reduce costs linked to voluntary turnover, which can average six to nine months of an employee’s salary. Customized initiatives address skill shortages and promote upskilling, ensuring your workforce meets evolving industry demands. A well-structured employee development plan cultivates a culture aligned with your company’s vision, driving better business outcomes. Here’s a quick overview: Benefits of Employee Development Plans Examples Improved employee retention Development plan example Reduced turnover costs Management individual development plan examples Increased internal efficiency – Better customer experience – Fostering Continuous Employee Development Nurturing continuous employee development is vital for creating a dynamic workplace where learning thrives. When you focus on staff development examples like leadership training in coaching techniques and emotional intelligence, you empower your managers to effectively guide employee growth. Utilizing a variety of training formats, such as online courses, job-shadowing, and mentorship programs, caters to different learning styles and encourages ongoing learning. An effective employee development plan format includes regular feedback, which is critical for enhancing performance insights and identifying growth areas. This feedback loop not only boosts engagement but also increases job satisfaction. Moreover, leveraging technology, like platforms such as Chronus, can streamline management of your employee development programs. These tools offer personalized learning pathways and facilitate mentor-mentee relationships, providing employees with a thorough professional development plan sample that meets their unique needs. Creating a Supportive Environment Creating a supportive environment is vital for nurturing employee growth and development within an organization. In such an environment, psychological safety allows you to make mistakes and ask questions without fear of negative repercussions. This openness encourages collaboration, as sharing ideas improves innovation. Celebrating risk-taking, regardless of the outcome, promotes a growth mindset, motivating you to tackle new challenges and learn from experiences. Incorporating regular feedback mechanisms is fundamental; they provide insights into your performance, helping you identify areas for improvement. When developing your employee development plan, consider using a development plan template that emphasizes these aspects. Look at employee development plan examples to see how others have successfully implemented supportive structures. In the end, a workplace development plan that prioritizes support can greatly boost engagement and retention, as many employees express a desire to stay longer when companies invest in their development. Leadership and Mentorship in Employee Development Effective leadership and mentorship play crucial roles in employee development, directly influencing both individual and organizational success. Leadership training focused on coaching techniques and emotional intelligence equips future leaders to support their teams effectively. By implementing mentorship programs that pair experienced employees with mentees, organizations promote knowledge transfer and create supportive learning environments, improving retention rates for new hires. Regular development conversations between mentors and mentees help clarify career aspirations and align individual goals with organizational objectives, boosting engagement and motivation. Research shows that 74% of employees feel they aren’t reaching their full potential because of a lack of opportunities. This highlights the need for a strong emphasis on leadership and mentorship to create a continuous learning culture. Organizations that prioritize these elements not only cultivate high-potential talent but additionally improve adaptability and innovation in the workplace, ultimately driving overall success. Utilizing Technology for Employee Development Utilizing technology in employee development can greatly improve program management and create customized learning pathways. Tools like Learning Management Systems centralize training resources, making it easier for you to access materials and track progress. Development Program Management Technology greatly improves development program management by streamlining various processes essential for employee growth. By leveraging specialized tools, you can elevate your employee development initiatives considerably. Utilize Learning Management Systems (LMS) for easy access to training resources. Implement automated systems for conducting skills gap analyses. Collect feedback efficiently to assess program effectiveness. With technology, you can design and manage development plans more effectively. For instance, using a development plan sample can guide your structure, whereas employee development plan examples in PDF format can offer insights into best practices. Furthermore, learning how to create a development plan has never been easier, enabling collaboration between employees and managers to track progress and allocate resources efficiently. Personalized Learning Pathways How can personalized learning pathways transform employee development? By aligning training with individual skills and goals, personalized pathways improve engagement and retention. Technology, like Adobe’s Learning Management Systems (LMS), enables customized training modules, boosting skill acquisition efficiency. Companies leveraging personalized learning report higher profitability and employee retention rates. Personalized Learning Pathways Benefits Customized training modules Aligns with individual needs Microlearning techniques Offers flexibility and immediate access Progress tracking Provides timely feedback for continuous growth Individual development plan templates Standardizes personal development plans Employee development plan form Guarantees structured and measurable progress Utilizing these tools, such as a personal development plan completed example, can greatly improve the development experience for employees. Examples of Effective Employee Development Plans Effective employee development plans are designed to meet the unique needs of individuals at various stages in their careers, ensuring that each plan aligns with specific goals and aspirations. Here are some examples of effective plans: Entry-Level Development Plan: For someone like Alex, a Customer Support Associate, the focus is on skill-building, particularly in communication and troubleshooting, to advance into customer success roles. Mid-Career Development Plan: Jordan, a senior Software Engineer, benefits from a plan that emphasizes leadership skills and specialization, setting clear goals for future leadership positions. Executive Development Plan: Executives like Riley, a VP of Sales, require customized plans focusing on succession planning and mentorship, refining strategic vision and stakeholder management for potential roles like Chief Revenue Officer. These employee individual development plan samples illustrate how personalized growth paths cater to diverse learning styles and career aspirations, showcasing the importance of a development plan for managers. Steps to Create an Employee Development Plan Creating an employee development plan requires a structured approach that’s customized to individual needs and career aspirations. Start by identifying the employee’s strengths, skills gaps, and career goals. Use self-reflection exercises to shape a personalized development path. Next, set structured growth plans with measurable milestones, focusing on one growth area at a time. Utilize the three E’s: experience, exposure, and education for effective goal setting. Engage in ongoing conversations with employees, scheduling regular check-ins to discuss progress and address challenges, ensuring alignment with business needs. Keep development plans flexible to adapt to evolving needs during providing a structured timeline for activities. Incorporate support mechanisms, such as access to training resources and regular feedback, to facilitate successful execution. For further insights, consider employee development examples and individual development plan (IDP) examples as references to guide your planning process. Frequently Asked Questions What Is an Employee Development Plan? An employee development plan is a structured approach that helps you identify your current skills and future career aspirations. It outlines the training and resources you need to achieve your goals. This plan acts as a roadmap for your professional growth, aligning your ambitions with the organization’s objectives. Regular feedback and analysis guarantee it adapts to your evolving needs, enhancing your engagement and satisfaction during the process of benefiting the company’s retention efforts. What Are the 5 Components of a Personal Development Plan? A Personal Development Plan (PDP) includes five key components. First, it sets SMART goals, ensuring objectives are clear and measurable. Second, it identifies development areas, focusing on both technical and interpersonal skills. Third, it outlines support resources, such as training programs and mentorship. Fourth, it establishes a review timeline for evaluating progress and adjusting goals. Finally, it emphasizes accountability, detailing responsibilities for both you and your manager in the development process. Why Is a Development Plan Important? A development plan‘s important since it guides your professional growth, helping you acquire new skills and advance in your career. It provides clarity on your goals, aligning them with your organization’s objectives. This alignment boosts your motivation and engagement, making you more committed to your work. Furthermore, when you have a clear path to follow, you’re more likely to perform better, in the end benefiting both you and the organization you work for. What Is the Main Goal of Employee Development? The main goal of employee development is to improve your skills and knowledge, enabling you to grow professionally and meet organizational objectives. By identifying skill gaps, you can master your current role as you prepare for future opportunities. Development plans establish clear, actionable goals that motivate you and increase engagement. In the end, these plans aim to create a culture of continuous learning and improvement, essential for talent retention in a competitive job market. Conclusion In conclusion, an Employee Development Plan is essential for aligning personal goals with organizational objectives. It promotes professional growth, improves job satisfaction, and reduces turnover costs. By implementing structured development strategies, organizations can create a skilled workforce ready to tackle future challenges. Responsibility for these plans lies with both employees and leadership, ensuring collaboration in career progression. Utilizing technology can streamline this process, making it easier to track progress and outcomes, eventually benefiting both the individual and the organization. Image via Google Gemini and ArtSmart This article, "What Is an Employee Development Plan and Its Importance?" was first published on Small Business Trends View the full article

An Employee Development Plan (EDP) is a detailed framework that outlines your skills, career aspirations, and the necessary steps for your professional growth. It’s essential for aligning your goals with your organization’s objectives, eventually enhancing your job satisfaction. Comprehending the importance of EDPs can greatly impact your career trajectory and workplace engagement. As you explore this topic, consider how an effective EDP could shape your future and the strategies involved in creating one. Key Takeaways An Employee Development Plan is a structured framework for assessing skills and setting career goals for professional growth. It provides personalized paths for employees to enhance their skills and achieve their career aspirations. Development opportunities significantly reduce employee turnover and increase job satisfaction and engagement. Continuous training is vital as 44% of skills are projected to be disrupted in five years. Regular feedback and support from managers are essential for effective implementation and success of development plans. Definition of Employee Development Plans An employee development plan is a structured framework designed to guide you in evaluating your current skills and identifying your career aspirations. This strategic outline typically details your goals, the skills you need to develop, and the steps required to achieve professional growth within your organization. Employee development plan examples often highlight measurable objectives, timelines, and resources customized to support your path. When exploring individual development plan examples for employees, you’ll notice that these plans encourage a sense of belonging and engagement, allowing you to master specific job aspects as you learn new skills. In addition, a well-crafted career development plan for employees aligns not just with your aspirations but likewise with company goals, enhancing productivity and satisfaction. By implementing these plans, organizations can expect significant performance improvements, showcasing the importance of structured development in the workplace. Importance of Employee Development As the workplace constantly evolves, recognizing the importance of employee development becomes vital for both individual and organizational success. With 44% of employees’ skills expected to be disrupted in the next five years, ongoing training and growth opportunities are fundamental. Employee development plan examples, such as structured mentorship programs or skills workshops, can greatly improve your career growth plan for employees. Companies that offer development opportunities for employees examples, like tuition reimbursement or leadership training, can reduce turnover by up to 34%. Engaged employees, who see their interests aligned with their development paths, are 46% more likely to be involved in their work. In addition, a clear development path boosts employee performance ratings by an average of 30%, contributing to overall productivity. Investing in employee development not just improves retention but additionally bolsters the organization’s reputation, making it a fundamental strategy for long-term success. Benefits of Employee Development Plans Employee development plans greatly improve employee engagement and help reduce turnover costs. When you invest in your team’s growth, you’ll likely see improved motivation and performance, leading to greater retention rates. In the end, prioritizing these plans not only cultivates a more committed workforce but additionally positively impacts your organization’s bottom line. Enhances Employee Engagement When organizations invest in employee development plans, they not just improve individual skills but also promote a more engaged workforce. By implementing clear development objectives for employees, you create a pathway for growth that keeps them motivated. Engaged employees—who feel supported by their managers—report a 21% increase in workplace motivation. When you align these plans with employee growth plans, your team becomes 46% more committed to their roles. This commitment is essential in today’s competitive job market, where 94% of employees are likely to stay longer if they see investment in their development. Utilizing employee development plan examples helps illustrate successful strategies, ensuring that your organization reaps the benefits of increased engagement and improved performance. Reduces Turnover Costs Investing in employee development plans not only improves individual skills but also plays a crucial role in reducing turnover costs for organizations. Companies that focus on development are twice as likely to retain employees, leading to significant savings. With turnover costs averaging six to nine months of an employee’s salary, the impact is substantial. Personalized development opportunities can boost motivation by 21%, encouraging employees to stay. Clear development paths can improve performance ratings by 30%, further promoting retention. In the end, companies that prioritize these strategies are 11% more profitable. Below are some employee development plan examples that illustrate effective strategies: Development Plan Examples Benefits Impact on Turnover Costs Mentorship Programs Skill improvement Reduced turnover Training Workshops Increased motivation Cost savings Career Pathing Enhanced performance Higher retention Online Learning Flexibility in learning Engaged employees Cross-Training Versatile skill sets Loyalty to organization Types of Employee Development Plans In terms of employee development plans, you’ll find several key types that cater to different needs. General development plans provide a broad framework for skill improvement, whereas leadership programs focus on nurturing future leaders within your organization. Furthermore, specialized knowledge development targets specific expertise, helping employees deepen their industry knowledge and increase their overall value. General Development Plans General development plans serve as a foundational tool for employees, allowing them to articulate their skills, aspirations, and career objectives within a structured framework. These development plans provide a broad overview, helping you identify personal ambitions aligned with company goals without focusing on specific actions or timelines. By engaging with general development plans, you gain a clearer comprehension of growth opportunities within the organization, which can improve your job satisfaction and investment in your professional path. Companies that adopt these employee development plans often see improved retention rates, as regular updates nurture a culture of continuous development. Individual development plan examples illustrate how these frameworks can lead to meaningful conversations about your career path and professional growth. Leadership and Specialized Programs Leadership and specialized programs play an important role in employee development plans by targeting specific skills and knowledge critical for both individual and organizational growth. Leadership development programs are designed for high-potential employees, equipping them with fundamental skills for future roles, thereby creating a robust leadership pipeline. Furthermore, specialized knowledge development allows employees to deepen their expertise in specific fields, preparing them to tackle complex challenges effectively. Customization in these plans is significant; incorporating various learning styles—like classroom training, webinars, and job-shadowing—enhances learning effectiveness. For instance, a professional development plan example might include both leadership training and specialized workshops. Companies that invest in these programs often see increased employee retention and performance ratings, highlighting their importance. Responsibility for Employee Development Responsibility for employee development typically lies with both managers and employees, creating a shared partnership that nurtures growth. You, as an employee, should take ownership of your development by actively engaging in discussions with your manager about your goals. Managers, conversely, need to provide support through regular feedback and guidance. Utilizing individual development plans for employees helps to clarify these goals and expectations. Organizations can benefit from various staff development plan examples, including customized strategies that cater to individual learning styles. Development plan examples for managers can illustrate effective ways to encourage this collaboration. A balanced approach, where both parties are involved, promotes a culture of continuous improvement. When employees feel empowered and supported, they become more engaged, in the end aligning their growth with the organization’s objectives, enhancing retention rates, and cultivating future leaders. How Employee Development Plans Help Employees Employee development plans play a crucial role in enhancing your career by aligning your personal goals with the organization’s objectives. When you engage with a structured development plan, you gain clarity on your career path, which signals the organization’s commitment to your long-term success. For example, employee development plan examples often highlight personalized goals that can lead to a 21% increase in your motivation and job satisfaction. How Employee Development Plans Help Employers Even though it’s often easy to overlook the broader benefits of employee development plans, they play an essential role in improving organizational performance. By implementing a robust employee development plan template, you can boost employee engagement and retention. Companies investing in learning and development are twice as likely to retain talent, leading to increased profitability. Moreover, effective development plans reduce costs linked to voluntary turnover, which can average six to nine months of an employee’s salary. Customized initiatives address skill shortages and promote upskilling, ensuring your workforce meets evolving industry demands. A well-structured employee development plan cultivates a culture aligned with your company’s vision, driving better business outcomes. Here’s a quick overview: Benefits of Employee Development Plans Examples Improved employee retention Development plan example Reduced turnover costs Management individual development plan examples Increased internal efficiency – Better customer experience – Fostering Continuous Employee Development Nurturing continuous employee development is vital for creating a dynamic workplace where learning thrives. When you focus on staff development examples like leadership training in coaching techniques and emotional intelligence, you empower your managers to effectively guide employee growth. Utilizing a variety of training formats, such as online courses, job-shadowing, and mentorship programs, caters to different learning styles and encourages ongoing learning. An effective employee development plan format includes regular feedback, which is critical for enhancing performance insights and identifying growth areas. This feedback loop not only boosts engagement but also increases job satisfaction. Moreover, leveraging technology, like platforms such as Chronus, can streamline management of your employee development programs. These tools offer personalized learning pathways and facilitate mentor-mentee relationships, providing employees with a thorough professional development plan sample that meets their unique needs. Creating a Supportive Environment Creating a supportive environment is vital for nurturing employee growth and development within an organization. In such an environment, psychological safety allows you to make mistakes and ask questions without fear of negative repercussions. This openness encourages collaboration, as sharing ideas improves innovation. Celebrating risk-taking, regardless of the outcome, promotes a growth mindset, motivating you to tackle new challenges and learn from experiences. Incorporating regular feedback mechanisms is fundamental; they provide insights into your performance, helping you identify areas for improvement. When developing your employee development plan, consider using a development plan template that emphasizes these aspects. Look at employee development plan examples to see how others have successfully implemented supportive structures. In the end, a workplace development plan that prioritizes support can greatly boost engagement and retention, as many employees express a desire to stay longer when companies invest in their development. Leadership and Mentorship in Employee Development Effective leadership and mentorship play crucial roles in employee development, directly influencing both individual and organizational success. Leadership training focused on coaching techniques and emotional intelligence equips future leaders to support their teams effectively. By implementing mentorship programs that pair experienced employees with mentees, organizations promote knowledge transfer and create supportive learning environments, improving retention rates for new hires. Regular development conversations between mentors and mentees help clarify career aspirations and align individual goals with organizational objectives, boosting engagement and motivation. Research shows that 74% of employees feel they aren’t reaching their full potential because of a lack of opportunities. This highlights the need for a strong emphasis on leadership and mentorship to create a continuous learning culture. Organizations that prioritize these elements not only cultivate high-potential talent but additionally improve adaptability and innovation in the workplace, ultimately driving overall success. Utilizing Technology for Employee Development Utilizing technology in employee development can greatly improve program management and create customized learning pathways. Tools like Learning Management Systems centralize training resources, making it easier for you to access materials and track progress. Development Program Management Technology greatly improves development program management by streamlining various processes essential for employee growth. By leveraging specialized tools, you can elevate your employee development initiatives considerably. Utilize Learning Management Systems (LMS) for easy access to training resources. Implement automated systems for conducting skills gap analyses. Collect feedback efficiently to assess program effectiveness. With technology, you can design and manage development plans more effectively. For instance, using a development plan sample can guide your structure, whereas employee development plan examples in PDF format can offer insights into best practices. Furthermore, learning how to create a development plan has never been easier, enabling collaboration between employees and managers to track progress and allocate resources efficiently. Personalized Learning Pathways How can personalized learning pathways transform employee development? By aligning training with individual skills and goals, personalized pathways improve engagement and retention. Technology, like Adobe’s Learning Management Systems (LMS), enables customized training modules, boosting skill acquisition efficiency. Companies leveraging personalized learning report higher profitability and employee retention rates. Personalized Learning Pathways Benefits Customized training modules Aligns with individual needs Microlearning techniques Offers flexibility and immediate access Progress tracking Provides timely feedback for continuous growth Individual development plan templates Standardizes personal development plans Employee development plan form Guarantees structured and measurable progress Utilizing these tools, such as a personal development plan completed example, can greatly improve the development experience for employees. Examples of Effective Employee Development Plans Effective employee development plans are designed to meet the unique needs of individuals at various stages in their careers, ensuring that each plan aligns with specific goals and aspirations. Here are some examples of effective plans: Entry-Level Development Plan: For someone like Alex, a Customer Support Associate, the focus is on skill-building, particularly in communication and troubleshooting, to advance into customer success roles. Mid-Career Development Plan: Jordan, a senior Software Engineer, benefits from a plan that emphasizes leadership skills and specialization, setting clear goals for future leadership positions. Executive Development Plan: Executives like Riley, a VP of Sales, require customized plans focusing on succession planning and mentorship, refining strategic vision and stakeholder management for potential roles like Chief Revenue Officer. These employee individual development plan samples illustrate how personalized growth paths cater to diverse learning styles and career aspirations, showcasing the importance of a development plan for managers. Steps to Create an Employee Development Plan Creating an employee development plan requires a structured approach that’s customized to individual needs and career aspirations. Start by identifying the employee’s strengths, skills gaps, and career goals. Use self-reflection exercises to shape a personalized development path. Next, set structured growth plans with measurable milestones, focusing on one growth area at a time. Utilize the three E’s: experience, exposure, and education for effective goal setting. Engage in ongoing conversations with employees, scheduling regular check-ins to discuss progress and address challenges, ensuring alignment with business needs. Keep development plans flexible to adapt to evolving needs during providing a structured timeline for activities. Incorporate support mechanisms, such as access to training resources and regular feedback, to facilitate successful execution. For further insights, consider employee development examples and individual development plan (IDP) examples as references to guide your planning process. Frequently Asked Questions What Is an Employee Development Plan? An employee development plan is a structured approach that helps you identify your current skills and future career aspirations. It outlines the training and resources you need to achieve your goals. This plan acts as a roadmap for your professional growth, aligning your ambitions with the organization’s objectives. Regular feedback and analysis guarantee it adapts to your evolving needs, enhancing your engagement and satisfaction during the process of benefiting the company’s retention efforts. What Are the 5 Components of a Personal Development Plan? A Personal Development Plan (PDP) includes five key components. First, it sets SMART goals, ensuring objectives are clear and measurable. Second, it identifies development areas, focusing on both technical and interpersonal skills. Third, it outlines support resources, such as training programs and mentorship. Fourth, it establishes a review timeline for evaluating progress and adjusting goals. Finally, it emphasizes accountability, detailing responsibilities for both you and your manager in the development process. Why Is a Development Plan Important? A development plan‘s important since it guides your professional growth, helping you acquire new skills and advance in your career. It provides clarity on your goals, aligning them with your organization’s objectives. This alignment boosts your motivation and engagement, making you more committed to your work. Furthermore, when you have a clear path to follow, you’re more likely to perform better, in the end benefiting both you and the organization you work for. What Is the Main Goal of Employee Development? The main goal of employee development is to improve your skills and knowledge, enabling you to grow professionally and meet organizational objectives. By identifying skill gaps, you can master your current role as you prepare for future opportunities. Development plans establish clear, actionable goals that motivate you and increase engagement. In the end, these plans aim to create a culture of continuous learning and improvement, essential for talent retention in a competitive job market. Conclusion In conclusion, an Employee Development Plan is essential for aligning personal goals with organizational objectives. It promotes professional growth, improves job satisfaction, and reduces turnover costs. By implementing structured development strategies, organizations can create a skilled workforce ready to tackle future challenges. Responsibility for these plans lies with both employees and leadership, ensuring collaboration in career progression. Utilizing technology can streamline this process, making it easier to track progress and outcomes, eventually benefiting both the individual and the organization. Image via Google Gemini and ArtSmart This article, "What Is an Employee Development Plan and Its Importance?" was first published on Small Business Trends View the full article

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New UK regulation on Wi-Fi proves that Ofcom is on strongly siding with common sense and interests of the British people for more connectivity. The post New Ofcom (UK) rules for Wi-Fi in lower & upper 6 GHz band a victory for Wi-Fi. Are you listening, European Commission? appeared first on Wi-Fi NOW Global. View the full article

Mike Wirth has built a massive advantage for the only US oil company on the ground in the Caribbean nationView the full article

2025 was a year defined by buttholes and fury. AI companies, fueled by unlimited piles of cash, got in line with the same approach to branding: what’s been scatalogically dubbed a “butthole logo.” The amorphous circles neither propel you forward like a Nike swoosh nor ground you like an Apple’s apple. Instead they spin you around, hypnotizing you into who knows what’s next, just keep staring. At the same time, a polarized America debated its way through a newly political era of design—what you can see everywhere from the The President administration’s choice of typeface to its decision to weigh in on brand plays from Cracker Barrel and American Eagle. Marketers seized this uneasy moment to snag engagement by overtly pissing us off. So what’s awaiting us in 2026? It’s a question we posed to several leading brand designers. Of the themes that followed, everyone seemed to agree that in 2026, we’ll see the design world’s response to AI—or, perhaps more accurately put, its many responses to AI. At the same time, we’re hearing early indications of designers who plan to draw more lines in the sand with clients, and take a more active role in this tenuous techno-political moment. Just-Exactly-Not-Quite-Right design Lately, most every conversation about design turns very quickly into one about AI: How will it affect our work? Our creativity? Our livelihood? I am sure we don’t yet know the answers, but my hope is that we use these new tools in interesting and creative ways. In the meantime, I think a trend we will see in 2026 will be a renewed focus on humanity in the work we do and the brands we create. (And I don’t just mean using puppets to sell iPhones.) I think there will be a deliberateness in the use of the quirky. There will be things that are made purposefully “off” in design, typography, illustration, and photography. The imperfect will become more interesting and powerful. Capturing the in-between moments, qualities that AI would scrub out. I like to call it “just-exactly-not-quite-right” design, which suggests a skill and precision in making things look off. The wrong and the weird will be even more interesting and desired. I love the idea of logos that make you uncomfortable while still being beautiful, photography that catches the wrong moment, brand colors that shouldn’t go together but somehow do. I look forward to seeing things that will look perfectly wrong in a way that only imperfect humans can make—a way to show that we are not robots, yet. And one more thing, if I may: Design and designers need to get more involved. This moment on earth calls for it. Obviously, in terms of using our abilities to make a difference, but also to figure out how to responsibly use this AI that we all can’t stop talking about. We need to be part of this conversation. What is our responsibility, in terms of ethics, energy, and ecology? What are the standards and regulations we set for ourselves and our clients? How do we protect ourselves and make the (design) world aware of the deeper implications of the use of AI? I think we owe it to ourselves and to our community to put ourselves in the narrative, because if we don’t, someone else will make the rules for us. I believe we will (we must) see that happening more in 2026. —Emily Oberman, partner, Pentagram Micro-epic: the language of now The micro-epic unfolds in seconds. It is the reel that halts your finger mid-scroll, the meme that captures a cultural mood before you can articulate it. We often view these condensed narratives as a form of manipulation intended to trigger reactions, and, today, to keep us enraged. This skepticism is justified. But criticizing brevity itself overlooks a crucial point: Fitting more into less is not inherently corrupting. This is how stories adapt when attention becomes scarce. History provides us with insight. In 17th-century Japan, Matsuo Bashō transformed the initial stanza of collaborative poetry into a stand-alone art form—the haiku; three lines encapsulated entire seasons, fleeting emotions, and universes. Constraint didn’t diminish his artistry; it focused it. Today’s micro-epics can function similarly. A screenshot imparts knowledge. A six-second clip moves us. A sharp edit emits truth. The concise format is a pliable tool. The crucial question is what we choose to make: something true and lasting, or an improved way to sell, enrage, and distract. The grammar of the micro-epic is new, but the choice is old. —Forest Young, global design and AI resident, Wolff Olins A renaissance of craft In 2026, we’ll witness the renaissance of craft and detail. A surge of the “How did you do that?!” kind of work, the work that demands serious control and detail-orientedness to execute. A pushback against the ease of automation. A few years ago, when AI started becoming more widely used, optimists (myself included) predicted that the economy of craft would rise as a result, that mediocre work would become even more devalued. My prediction is that this year, we’ll start to see a return on that prediction. Since releasing the ornamental Eternal Research identity, I’ve had multiple conversations with fellow design leaders and studio heads who mentioned they’d been attempting similar ideas, which tells me people’s heads are already moving in this direction. I believe this shift will show up across all facets of design, from fashion (see the era-specific details in Chanel’s recent subway show) to interior design (already having a maximalist moment) to architecture, where Google’s top search terms now include postmodern, art deco, and googie. How this impacts branding is both a question and a challenge. The strongest logos have notoriously been the simplest ones, and I don’t believe that fundamental truth will change. However, we may see more vintage logos redrawn for the digital age (see Mouthwash’s Fender), detailed custom typefaces (I’ve got my eyes on Sharp Type), and craft that comes forward in design systems and motifs. The real question is whether this resurgence of craft will be a lasting cultural immune response, or if it’s merely a countertrend. My prediction is that, like all trends, it will rise, peak, and eventually balance out with another trend that fights back (perhaps the return of minimalism in a couple of decades). But whatever is to come, the bottom line is that we are at the very, very exciting beginning of an incredible and mind-blowing design shift, and I couldn’t be more excited to witness it. —Talia Cotton, founder and principal, Cotton The AI logo apocalypse continues There are more than 212,000 active AI companies worldwide. More than 62,000 are startups. In the past year alone, more than 300 new AI companies launched. The gold rush is real. The money is loud. And the visual landscape looks like a cosmic field of identical swirling apertures paired with bland product interfaces. Call it the AI “butthole logo” phenomenon. Credit the meme that said what the industry wouldn’t. Despite the anxiety that AI will replace creatives, these companies are still hiring the best ones. Top-tier designers. World-class agencies. Serious budgets. And yet the output keeps collapsing into the same hyper-sanitized aesthetic: abstract gradients, circular vortex marks, glowing rings, vaguely “intelligent” blobs, and product design so neutral it feels algorithmically flattened. This is branding by autocomplete. Safe. Smooth. Instantly forgettable. This isn’t a creativity problem. It’s a confidence problem. For an industry obsessed with disruption, AI is remarkably afraid of standing out. Legitimacy is signaled through sameness. Familiar shapes. Approved colors. Visual language that’s already been validated by capital. When OpenAI’s sphincter-adjacent logo succeeded, it didn’t just brand a company—it branded the category. It quietly set the standard for what “serious AI” is supposed to look like. Circular. Abstract. Untouchable. Now any AI company that doesn’t resemble a glowing anatomical opening risks being written off before it’s even understood. Innovation everywhere. Originality nowhere. —Lisa Smith, global chief design officer, Uncommon Old dogs, new tricks In a disrupted world, new ideas and talent will rise from unexpected places. Incumbents will realize that what got us here will not get us there. As the old guard works to reinvent, many will break away, resulting in unexpected work from unexpected places. It will be the best of times and the worst of times for creativity. We are seeing change to our industry that we have not seen for 100 years. Holding groups are in decline, creative leaders are being replaced with tech and finance experts, and some of the most prolific creative firms have ceased to exist. This fallout creates incredible opportunity, a leveling of the playing field, where independent agencies will claim their space and usher in a new wave of creativity. What will play out this year is a continued battle over the use of technology: What is real. What is fake. What is human. We will continue to discuss the uncanny valley of AI advertising and whether brand evolutions done the hard way are good, even if no one can tell. Work has become easier to make and harder to remember. As production tools are democratized, speed and scale are mistaken for value, even as quality, memorability, and persuasion are left behind. —Tosh Hall, global chief creative officer, JKR Democratic tools drive differentiation Creative tools are easier than ever to access and engage with. We’ve moved from desktop, single-serve software that was often the regard of a few—hidden behind downloads and deep technological know-how—to cloud-based creative platforms where everyone gets to play. And now we’ve welcomed AI into the mix. Image generation makes an art director of everyone and vibe coding democratizes code. Everyone gets to be grammatically correct and sharp in their writing. Brand guidelines are checked by machines, not people. AI is bringing people closer to the ability to execute their ideas, which means know-how is no longer enough. So what happens? The expectation of brands, and the standard of their design, rises. We’ve seen this before in consumer expectations of the web—for example, compare the aesthetic of Web 1.0 to 2.0. The result of better tools is better practitioners and more experience. Design itself becomes more critical than ever, but is less of a differentiator. It’s table stakes. So where’s the opportunity? Taste, ideas, and—perhaps most importantly—daring to differentiate from the market and vertical you exist within. In today’s world, where everyone can have great design, the meaningful, strategically rigorous brands that take a strong position on who they are and how they appear will ultimately win. —Jowey Roden, chief creative officer, Koto A scarcity of taste AI will continue to pollute the world of marketing and communications, contributing noise, clutter, confusion, and complexity through artificial imagery, videos, messaging, and brand elements—something the world isn’t asking for and surely doesn’t need more of. If you look at the Jaguar, American Eagle, and Cracker Barrel of it all, these brands made noise, and some were immediately rewarded for it. But they could have seen better outcomes if they committed to answering some essential, tough questions beforehand. We will see more cases like this next year as budgets continue to tighten, and as the competition for attention intensifies. At the same time, we’ll see the opposite from truly great brands making investments in what not to do and where not to show up. As asset creation becomes cheaper, marketing budgets will reallocate to high-quality foundational brand building (clarity, consistency, voice). Since audiences can now smell the faintest BS more easily, smart marketers will ask, What do we actually stand for, and how do we say it clearly? This will give rise to the intermediary expert in 2026. The winning brands will almost appear to play it safe, when in fact they’re just intentional, consistent, focused. Deliberately narrow in their ambition and crystal clear in their positioning. They won’t sound like they were written by the algorithm—they’ll sound like someone who knows exactly what they believe, who they’re talking to, and why it matters. If that sounds simple, it’s because it is. But committing to simplicity, clarity, and authenticity so that your customers “get” you requires the opposite of what AI offers. It requires taste. —Jason Cieslak, global president, Siegel+Gale 2000’s Techno-Dystopia and the return of Playstation 1 and 2 What’s resurfacing under the name 2000’s Techno-Dystopia is not nostalgia for the early internet so much as a reacceptance of its emotional climate. Metallic sheen, hostile minimalism, moody art direction, synthetic hues, sharp typography. This was an era when technology felt powerful, alien, and immersive. Interfaces didn’t bend to legibility, they required you to adhere to their logic. They didn’t have “best practices.” They had vision. They didn’t baby you. You didn’t customize them. You entered them. What makes this trend different from earlier nostalgia cycles is its lack of comfort. There is no warmth, no sepia filter, no promise of simpler times. This isn’t classical retrofuturism, it’s a new retrofuturism. Cyber Y2K is not about childhood—it’s about adolescence under fluorescent light. When design has taken out all danger, well, that’s exactly what we begin to crave. This brand of Cyber Y2K does not ask to be liked. It asks to be registered. Its surfaces are reflective but emotionally opaque. Typography is narrow, sharp, slightly uncomfortable to read. Motion design favors glitches, flickers, abrupt transitions. There is often a sense that the interface is not meant for you. Or at least not designed with you in mind. This is branding that does not flatter the user’s self-image as a creative collaborator. It restores a kind of asymmetry: The brand has power; you encounter it. For a decade, branding moved in the opposite direction. Platforms softened their edges, adopted warmth, and borrowed the language of care just as they consolidated control. In the age of AI, that friendliness has collapsed under its own dishonesty. Generative systems speak fluently but impersonally; they produce without intention or empathy. Against this backdrop, 2000’s Techno-Dystopia reads as truthful. Cold surfaces, dark and shiny, mirror how technology is actually felt now. This aesthetic always carried sex appeal. Early-2000s futurism framed the body as optimized, sharpened, and slightly inhuman. Slick skin, hard lighting, hyper-controlled silhouettes. Desire was technical, not romantic. That logic converges almost perfectly with the cultural rise of GLP-1 drugs. No discipline arc, no wellness sermon. Just outcome. The body, like the interface, becomes something tuned rather than understood. Together, these forces explain what’s to come. 2000’s Techno-Dystopia rejects reassurance in favor of intensity. It doesn’t promise warmth or fun, but it does have momentum and a strange, polished appeal, not optimistic for the future necessarily, but a promise to look good getting there. This aesthetic is not anti-capitalist. It is capitalism shedding its friendliness. It reflects a recognition that users no longer believe brands are on their side. And so brands can stop pretending. They become systems again. Brands don’t need to feel human to be enjoyed. In an era saturated with friendliness, the cold interface is radical. Chrome reflects, but it does not empathize. That may be the point. —Rion Harmon, cofounder and executive creative director, Day Job View the full article

President The President's concept, which is framed as a potential bipartisan effort, could mean a new route to a goal Dems targeted via foreclosure sale restrictions. View the full article

Rochester, New York, and Harrisburg, Pennsylvania, stood atop Realtor.com's list for the second consecutive year, due to their affordability. View the full article

Brands love to insert themselves into cultural conversations or piggyback on buzzy current events, a strategy sometimes called newsjacking. But it can happen without seeking, or even wanting, the attention. The borderline absurd virality of a Nike tracksuit evidently worn by Venezuelan President Nicolás Maduro as he was taken into the custody of American captors is the most high-profile recent example—but it definitely won’t be the last. This form of what we could call involuntary product placement can be a conundrum for brands, which prefer to be associated with upbeat or positive events, not dictators or controversial geopolitics. And that’s been made even more challenging by a starkly divided political climate that has put brands from Bud Light to Tesla to Hilton in the crossfire, and a hypercharged social media environment that constantly hungers for new angles, riffs, and takes on whatever is hogging the spotlight. Of course, involuntary product placement isn’t new: If you remember the car chase climaxing in O.J. Simpson’s arrest, you know he was driving a Ford Bronco. Yet unsolicited pop-culture brand cameos aren’t always bad. Ocean Spray, for instance, enjoyed a boost after it accidentally had a starring role in a feel-good viral clip of a skateboarder sipping the drink as Fleetwood Mac’s “Dreams” played. And in a marketing-soaked world, plenty of accidental brand appearances scarcely register. But that same ubiquity is part of what makes brands such handy and ultimately irresistible signifiers for people to latch on to and exploit—especially now, when they pop up in full-on news spectacles amplified by social media. Spawning instant and endless memes (and, increasingly, AI fakery), these events soak up and repurpose all the relevant cultural material they can, brands very much included. When a healthcare executive was gunned down in Manhattan in 2024, for example, coverage of the subsequent manhunt included plenty of online scrutiny of his jacket, backpack, and other gear. Since Luigi Mangione was arrested on murder charges for the crime, brand sleuths have continued to obsess over his courtroom style choices, snapping up items like a merino sweater from Nordstrom he wore to his arraignment. Luigi Mangione The Maduro tracksuit has brought all this to a new level, attracting attention for how much attention it was attracting. Searches for Nike Tech spiked, and styles and colorways similar to the jacket and pants Maduro wore were selling out; some reviews on the brand’s site seemed to wink at the whole scenario. (“Viva Venezuela!!”) There was something disconcerting about the “presence of a globally recognizable brand in a moment typically governed by the visual codes of state power,” design writer and educator Debbie Millman observed. “Athleisure replaced uniform; a logo supplanted insignia.” The specific tracksuit “has its own cultural significance,” a New York Times style assessment on the matter reported, and has lately served as a “uniform” of sorts for some rappers and athletes (and their fans). Less seriously, of course, the juxtaposition of a detained head of state and Nike gear was fodder for a slew of ironic meme humor—a “steal his look” parody; the mock slogan “For the gym. For errands. For federal custody,” and so on. A brand caught up in an involuntary product placement moment certainly doesn’t want to be seen as celebrating the attention. But really any kind of acknowledgment can be fraught. When the healthcare executive’s killer was still at large, the CEO of Peak Design recognized the shooter’s backpack as one made by his company, reached out to law enforcement—and ended up being threatened by customers who evidently wanted the fugitive to escape. As for Nike and its tracksuit’s unplanned week in the spotlight, the company swiftly replied to an inquiry from Fast Company, declining any comment. Sometimes when a brand finds its products placed in the middle of the cultural conversation, the best move is to just do nothing and wait quietly until the news moves on. View the full article

CES is a show that’s all about the future. Usually, that future is within the next year or two. Companies show off products to kick off marketing campaigns and begin building consumer demand. Sometimes, though, they offer a peek a good bit further down the road. Several prototypes at this year’s CES offered clues about how companies expect the consumer electronics world to evolve. Many, of course, will fall by the wayside. Almost all of them will experience changes before getting anywhere close to market. Despite that, though, they offer a look into a consumer electronics crystal ball. Here are some trends they’re prophesizing for the years to come. Smart watches will get a lot more useful – and easier to repair Smart watches already do a lot. They free up users’ hands, letting them check messages, see who is calling them without fumbling for their phone, track health data, and can act as a lifeline if you’re stranded. They’re good for opening hotel room doors, but they’re generally not seen as being secure enough for something like a banking or access system. Cambridge Consultants, however, showcased a prototype luxury watch that also doubles as a digital passkey. The rotary bezel (the rotating ring with markings most often seen on dive watches) utilizes extreme miniaturization to boost security components. At that same demo: a prototype smart watch designed to let consumers repair the device itself without sacrificing the aesthetics. Augmented reality will ditch the cameras Eye tracking, at present, requires a camera. But another prototype being shown by Cambridge Consultants did away with the lens, using a photonics and sensor fusion instead. That could be the push AR needs to gain wider acceptance, as it could make headsets significantly smaller and more comfortable. TVs are about to be a lot brighter This upcoming trend is a lot closer than some of the others. Both Samsung and TCL were showcasing TV sets that blast out the colors, utilizing next-generation backlighting called RGB LED, the latest in the alphabet soup mishmash of backlighting names (which also includes QLED, OLED, LED, Mini LED, and more). The colors pop like never before, but the screens are also significantly brighter – to the extent that if you’re too close, you might find yourself squinting. The Samsung prototype reached a brightness of 4,500-nits. That’s about twice the level of current high end TVs. Position sensing could be the next battleground As the robotics industry continues to grow and nudge its way into homes and businesses, it’s going to be crucial for positioning software to be as precise as possible. (It’s fun to watch a robot dance, but a lot less fun when it hits you full force while showcasing its moves.) This year’s CES showed off a number of new position sensing technologies, from Lego’s smart bricks, which incorporate position sensing into play, to a prototype architecture that shrinks the footprint of unidirectional position sensing. That could open the door to adding position sensing to devices where it currently can’t be used — while also ensuring your housebot doesn’t accidentally pop you with a right hook as it takes care of your laundry. View the full article

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A new insult for artificial intelligence just dropped thanks to Microsoft’s CEO. If you use Microsoft products, it’s near impossible to avoid AI now. The company is pushing AI agents deep into Windows, with every app, service, and product Microsoft has on the market now including some kind of AI integration, without the option to opt out. Microsoft CEO Satya Nadella recently shared a blog post to LinkedIn titled “Looking Ahead to 2026” offering an insight into the company’s focus for the new year. Spoiler alert: it’s AI. Nadella wrote that he wants users to stop thinking of AI as “slop” and start thinking of it as “bicycles for the mind.” Many took the post as a pushback against the popular insult “slop” often leveled at anything AI-generated, recently crowned Merriam-Webster’s word of the year for 2025. The internet saw Nadella’s critique and raised him a new insult for anything AI, now dubbed “Microslop.” “I will hereby be referring to Microsoft as MicroSlop for the rest of 2026,” one X user posted in response to Nadella’s words. The post currently has almost 200,000 views. The term subsequently trended across Instagram, Reddit, X and beyond. On X, @MrEwanMorrison wrote, “A great example of the ‘Streisand Effect’ – in which telling people not to call AI ‘slop’ is already backfiring and resulting in millions of people hearing the word for the first time and spreading it virally. A huge own goal from Microslop.” “Year of the Linux desktop,” another X user posted. “but not because of Linux.” In a separate clip uploaded over the weekend, programmer Ryan Fleury demonstrates Microslop in action. At the start of the video, the settings page AI-powered search bar for Windows 11 recommends searching “My mouse pointer is too small.” Yet, when Fleury searches “My mouse pointer is too small,” word for word, nothing turns up. He waits around for a moment or two, but nothing loads. But when he looks up “test” afterwards, three results pop up. “This is not a real company,” Fleury wrote. He then added: “AI writes 90% of our code!!!!,” referring to claims made by Nadella that as much as 30% of the company’s code is now written by artificial intelligence. “Don’t worry, we can tell.” View the full article

Over the course of 2025, deepfakes improved dramatically. AI-generated faces, voices, and full-body performances that mimic real people increased in quality far beyond what even many experts expected would be the case just a few years ago. They were also increasingly used to deceive people. For many everyday scenarios—especially low-resolution video calls and media shared on social media platforms—their realism is now high enough to reliably fool nonexpert viewers. In practical terms, synthetic media have become indistinguishable from authentic recordings for ordinary people and, in some cases, even for institutions. And this surge is not limited to quality. The volume of deepfakes has grown explosively: Cybersecurity firm DeepStrike estimates an increase from roughly 500,000 online deepfakes in 2023 to about 8 million in 2025, with annual growth nearing 900%. I’m a computer scientist who researches deepfakes and other synthetic media. From my vantage point, I see that the situation is likely to get worse in 2026 as deepfakes become synthetic performers capable of reacting to people in real time. Just about anyone can now make a deepfake video. Dramatic improvements Several technical shifts underlie this dramatic escalation. First, video realism made a significant leap, thanks to video generation models designed specifically to maintain temporal consistency. These models produce videos that have coherent motion, consistent identities of the people portrayed, and content that makes sense from one frame to the next. The models disentangle the information related to representing a person’s identity from the information about motion so that the same motion can be mapped to different identities, or the same identity can have multiple types of motions. These models produce stable, coherent faces without the flicker, warping, or structural distortions around the eyes and jawline that once served as reliable forensic evidence of deepfakes. Second, voice cloning has crossed what I would call the “indistinguishable threshold.” A few seconds of audio now suffice to generate a convincing clone—complete with natural intonation, rhythm, emphasis, emotion, pauses, and breathing noise. This capability is already fueling large-scale fraud. Some major retailers report receiving over 1,000 AI-generated scam calls per day. The perceptual tells that once gave away synthetic voices have largely disappeared. Third, consumer tools have pushed the technical barrier almost to zero. Upgrades from OpenAI’s Sora 2 and Google’s Veo 3 and a wave of startups mean that anyone can describe an idea, let a large language model such as OpenAI’s ChatGPT or Google’s Gemini draft a script, and generate polished audio-visual media in minutes. AI agents can automate the entire process. The capacity to generate coherent, storyline-driven deepfakes at a large scale has effectively been democratized. This combination of surging quantity and personas that are nearly indistinguishable from real humans creates serious challenges for detecting deepfakes, especially in a media environment where people’s attention is fragmented and content moves faster than it can be verified. There has already been real-world harm—from misinformation to targeted harassment and financial scams—enabled by deepfakes that spread before people have a chance to realize what’s happening. AI researcher Hany Farid explains how deepfakes work and how good they’re getting. The future is real time Looking forward, the trajectory for next year is clear: Deepfakes are moving toward real-time synthesis that can produce videos that closely resemble the nuances of a human’s appearance, making it easier for them to evade detection systems. The frontier is shifting from static visual realism to temporal and behavioral coherence: models that generate live or near-live content rather than pre-rendered clips. Identity modeling is converging into unified systems that capture not just how a person looks, but how they move, sound, and speak across contexts. The result goes beyond “this resembles person X,” to “this behaves like person X over time.” I expect entire video-call participants to be synthesized in real time; interactive AI-driven actors whose faces, voices, and mannerisms adapt instantly to a prompt; and scammers deploying responsive avatars rather than fixed videos. As these capabilities mature, the perceptual gap between synthetic and authentic human media will continue to narrow. The meaningful line of defense will shift away from human judgment. Instead, it will depend on infrastructure-level protections. These include secure provenance, such as media signed cryptographically, and AI content tools that use the Coalition for Content Provenance and Authenticity specifications. It will also depend on multimodal forensic tools such as my lab’s Deepfake-o-Meter. Simply looking harder at pixels will no longer be adequate. Siwei Lyu is a professor of computer science and engineering and director of the UB Media Forensic Lab at the University at Buffalo. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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Strategic planning is a big business. Companies spend millions of dollars working with consulting firms to chart a path forward. Not only does a lot of money change hands as part of this process, but the amount of time that employees invest in working on the plan likely doubles the cost of the entire process. In the end, leadership gets a shiny report they can send to employees, shareholders, external stakeholders, and others. Often, though, much less money and time is invested in implementing that plan than was spent creating it. As a result, there is a lot of cynicism around engaging in strategic plans. In many ways, this feels a lot like New Year’s resolutions. With great fervor, people will identify a change they want to make in the new year. Now is the time to get physically fit, develop deeper relationships, or get an education. Yet, most people have abandoned their resolutions in a few weeks. The central problem with strategic plans is in the name itself. Every organization needs to be concerned both with strategy and tactics. Strategy defines the north star for the organization. What are the big-picture elements you’re trying to accomplish? Tactics is the method for getting there. What specific steps are team members going to take on a daily, weekly, and monthly basis that will lead to the desired outcome. Ultimately, a strategy is unlikely to meet with success without a tactical plan to get there. There are several things leaders can do to increase the chances of success for a strategic plan. In many ways, these mirror the steps people need to take to be better at achieving their New Year’s resolutions. Focus on resources A big part of the problem with the strategic planning process is that the focus is almost entirely on strategy instead of the resources needed to execute on it. Organizations take their plan and then develop other teams tasked with turning that plan into a reality. This creates two central problems. There are inevitable tradeoffs that must be made to start to implement a plan, which dampens enthusiasm for the golden future the strategy promised. In addition, the resource (human, financial, and material) needed to implement the plan is rarely identified ahead of time, which leads to significant battles during implementation. A planning process should put most of the effort into the tactical planning rather than the strategic planning. Responsibility for particular elements of the plan should be given to specific groups. Money needed to move the plan forward should be identified early. The new work to be done should not just be dumped on top of the existing load carried by employees. Instead, responsibilities must be shifted so that people in the organization have the time to make progress on the new work. Otherwise, the plan will fail. Identify concrete steps If an organization is going to do things differently in the future than it does in the present, people are going to have to engage in different actions than they were before. That means you need to know what people are doing now. How do the actions people take now move the organization’s mission forward? How can the elements of that mission that cannot be lost be integrated with tasks that will promote the new direction? Much of the success of this planning process also requires thinking through the reward structure for employees. In any organization, there is what you say, what you do, and what you reward, and people listen to those in reverse order. What you reward is what drives a lot of daily behavior. So, if you want people to do something different tomorrow than they were doing today, you’re going to have to shift what people are rewarded for doing so that more of the actions related to the new goals is incorporated into the work day. This kind of specific exploration of the work day is not nearly as much fun as envisioning a bright future, which is why strategic planning processes often kick that can down the road. But, this kind of detailed work is directly related to the likelihood of success of the plan. Try, then adapt As Mike Tyson said, “Everybody has a plan until they get punched in the mouth.” The other reason that the planning process is fun (albeit unproductive) is that it is blissfully unsullied by reality. It is impossible to envision the issues that will inevitably arise as you implement a plan. Success at reaching a strategic goal is done in successive approximations. You try something, measure the outcomes, and then assess what is working and what is not. Keep what works, and fix what doesn’t. Ultimately, your plans are more like software than hardware. Hardware is as good as it will ever be when it comes out of the box. Software gets better by patching the bugs and adding new features. When you commit to continuous improvement of your tactical plans, you greatly improve the likelihood of reaching strategic aims. View the full article

Paycheck pay, or net pay, is what you actually take home after deductions. To figure it out, you’ll start with your gross pay, which is based on your hourly wage or annual salary. From there, various deductions like taxes and contributions come into play. Comprehending this process is essential, as it affects your overall financial planning. Next, let’s break down the calculations and see what influences your paycheck further. Key Takeaways Paycheck pay is the net income received after all deductions from gross pay, including taxes and contributions. Gross pay is calculated by multiplying hourly rate by hours worked or dividing annual salary by pay periods. Deductions include federal, state, local taxes, FICA taxes, and any pre-tax contributions like retirement savings. Net income is determined by subtracting all applicable deductions from gross pay, resulting in take-home pay. Pay frequency affects the number of pay periods annually, influencing cash flow and financial management. Understanding Paycheck Pay Comprehending paycheck pay is crucial for managing your finances effectively, especially since it directly impacts your take-home income. Paycheck pay refers to the amount you receive after deductions, commonly known as net pay. To calculate this, you start with your gross pay, which is your total earnings before any deductions are taken out. These deductions include federal, state, and local taxes, in addition to FICA taxes, which fund Social Security and Medicare. Your gross pay can be determined by multiplying your hourly rate by the number of hours worked, or by dividing your annual salary by the number of pay periods. Grasping these calculations allows you to see how much you’re actually bringing home. To simplify this process, you can use paycheck calculators that help estimate your take-home pay by inputting your salary, pay frequency, and applicable deductions, making it easier to plan your finances. Calculating Gross Pay Calculating your gross pay accurately is essential, as it serves as the foundation for grasping your overall earnings. To figure out gross pay, start by determining if you’re paid hourly or salaried. For hourly employees, multiply the number of hours worked by your hourly wage, including any overtime hours at a higher rate. If you’re salaried, calculate your annual salary from your hourly rate by dividing your yearly salary by the number of pay periods in a year. You can likewise use a payroll hours calculator to assist with these calculations. Knowing how to compute monthly income or how to determine hourly rate from salary guarantees you comprehend your earnings. Keep in mind that gross pay may fluctuate based on hours worked, bonuses, or commissions. Mastering how to calculate gross salary helps you grasp your financial situation and prepares you for realizing net pay after deductions. Deductions and Withholdings When you receive your paycheck, it’s crucial to comprehend that various deductions and withholdings will reduce your gross pay, leading to your net income. Federal income tax withholding is based on the details you provide on your W-4 form, including your filing status and number of dependents. In addition, FICA taxes, which include a 6.2% Social Security tax and a 1.45% Medicare tax, are likewise deducted from your gross pay. If you earn over $200,000, an extra 0.9% Medicare tax applies. Pre-tax deductions, such as contributions to retirement plans or health insurance premiums, lower your taxable income, thereby reducing the amount of federal and state taxes owed. Wage garnishments can furthermore affect your take-home pay, as these deductions occur because of court orders. Comprehending these deductions and withholdings is crucial for managing your finances effectively. Determining Net Income Comprehending your paycheck goes beyond just recognizing the deductions and withholdings. To determine your net income, you start with your taxable income, then subtract pre-tax contributions like retirement plan contributions and health insurance premiums. After calculating this figure, you need to evaluate the applicable federal, state, and local taxes, which are withheld based on your Form W-4 and current tax rates. Next, any post-tax contributions, such as Roth 401(k) contributions, are deducted from your gross pay, along with any mandatory wage garnishments if applicable. The final amount remaining after all these deductions and withholdings is your net income, which represents your take-home pay for the pay period. Grasping how to accurately calculate net income is essential for effective financial planning and budget management, helping you make informed decisions about your expenses and savings. The Importance of Pay Frequency Grasping the significance of pay frequency is crucial for both employees and employers alike, as it directly influences financial planning and cash flow management. Pay frequency refers to how often you receive your paycheck, impacting the total number of pay periods annually. For example, a weekly pay frequency results in 52 pay periods, whereas bi-weekly gives you 26. This choice can affect the gross paycheck amount; more frequent payments mean smaller individual checks, but your overall annual salary remains the same. Knowing how to calculate hourly rate from salary can help you better grasp your finances. Furthermore, employers must be aware of state regulations on pay frequency to guarantee compliance. Accurate payroll processing is critical for budgeting, so using an employee hours calculator can aid in tracking hours worked and planning accordingly. In the end, comprehending pay frequency is key to managing both personal and professional finances effectively. Frequently Asked Questions How Is a Paycheck Calculated? To calculate your paycheck, start with your gross pay, which is your total earnings before deductions. This is determined by multiplying your hourly wage by the hours you worked or dividing your annual salary by pay periods. From gross pay, subtract federal, state, and local taxes, along with any other deductions. Finally, the result is your net pay, the amount you take home after all deductions are made. How Much Tax Comes Out of a $300 Paycheck? When you receive a $300 paycheck, various taxes come out. Federal income tax withholding can range from 10% to 22%, depending on your W-4 information and filing status. Furthermore, FICA taxes, which include Social Security (6.2%) and Medicare (1.45%), amount to about $21.60. If your state has income tax, you’ll see further deductions. After all taxes, your net income might range between $250 to $260, depending on your specific situation. Is Salary Calculated by 26 Days or 30 Days? Salary isn’t calculated by 26 days or 30 days; instead, it’s based on the number of pay periods in a year. For example, if you’re paid bi-weekly, your annual salary is divided by 26 pay periods. Monthly salaries are divided by 12, providing consistency regardless of the month. Hourly wages depend on the total hours worked, multiplied by your hourly rate, without considering the number of days in a month. How Do I Calculate a Biweekly Paycheck? To calculate your biweekly paycheck, divide your annual salary by 26, since there are 26 pay periods in a year. For instance, if you earn $52,000 annually, your gross biweekly pay would be around $2,000. Next, subtract pre-tax deductions, like retirement contributions. Don’t forget to include federal income tax withholding based on your Form W-4 and FICA taxes, which consist of Social Security and Medicare taxes, to find your net pay. Conclusion In conclusion, comprehending paycheck pay is crucial for both employees and employers. By calculating gross pay accurately and accounting for all deductions, you can determine your net income effectively. Keeping track of these figures helps you manage your finances better and guarantees compliance with tax regulations. Regularly reviewing your paycheck can likewise help you identify any discrepancies or changes in your earnings. Being informed about your paycheck pay ultimately empowers you to make better financial decisions. Image via Google Gemini This article, "What Is Paycheck Pay and How Is It Calculated?" was first published on Small Business Trends View the full article

Paycheck pay, or net pay, is what you actually take home after deductions. To figure it out, you’ll start with your gross pay, which is based on your hourly wage or annual salary. From there, various deductions like taxes and contributions come into play. Comprehending this process is essential, as it affects your overall financial planning. Next, let’s break down the calculations and see what influences your paycheck further. Key Takeaways Paycheck pay is the net income received after all deductions from gross pay, including taxes and contributions. Gross pay is calculated by multiplying hourly rate by hours worked or dividing annual salary by pay periods. Deductions include federal, state, local taxes, FICA taxes, and any pre-tax contributions like retirement savings. Net income is determined by subtracting all applicable deductions from gross pay, resulting in take-home pay. Pay frequency affects the number of pay periods annually, influencing cash flow and financial management. Understanding Paycheck Pay Comprehending paycheck pay is crucial for managing your finances effectively, especially since it directly impacts your take-home income. Paycheck pay refers to the amount you receive after deductions, commonly known as net pay. To calculate this, you start with your gross pay, which is your total earnings before any deductions are taken out. These deductions include federal, state, and local taxes, in addition to FICA taxes, which fund Social Security and Medicare. Your gross pay can be determined by multiplying your hourly rate by the number of hours worked, or by dividing your annual salary by the number of pay periods. Grasping these calculations allows you to see how much you’re actually bringing home. To simplify this process, you can use paycheck calculators that help estimate your take-home pay by inputting your salary, pay frequency, and applicable deductions, making it easier to plan your finances. Calculating Gross Pay Calculating your gross pay accurately is essential, as it serves as the foundation for grasping your overall earnings. To figure out gross pay, start by determining if you’re paid hourly or salaried. For hourly employees, multiply the number of hours worked by your hourly wage, including any overtime hours at a higher rate. If you’re salaried, calculate your annual salary from your hourly rate by dividing your yearly salary by the number of pay periods in a year. You can likewise use a payroll hours calculator to assist with these calculations. Knowing how to compute monthly income or how to determine hourly rate from salary guarantees you comprehend your earnings. Keep in mind that gross pay may fluctuate based on hours worked, bonuses, or commissions. Mastering how to calculate gross salary helps you grasp your financial situation and prepares you for realizing net pay after deductions. Deductions and Withholdings When you receive your paycheck, it’s crucial to comprehend that various deductions and withholdings will reduce your gross pay, leading to your net income. Federal income tax withholding is based on the details you provide on your W-4 form, including your filing status and number of dependents. In addition, FICA taxes, which include a 6.2% Social Security tax and a 1.45% Medicare tax, are likewise deducted from your gross pay. If you earn over $200,000, an extra 0.9% Medicare tax applies. Pre-tax deductions, such as contributions to retirement plans or health insurance premiums, lower your taxable income, thereby reducing the amount of federal and state taxes owed. Wage garnishments can furthermore affect your take-home pay, as these deductions occur because of court orders. Comprehending these deductions and withholdings is crucial for managing your finances effectively. Determining Net Income Comprehending your paycheck goes beyond just recognizing the deductions and withholdings. To determine your net income, you start with your taxable income, then subtract pre-tax contributions like retirement plan contributions and health insurance premiums. After calculating this figure, you need to evaluate the applicable federal, state, and local taxes, which are withheld based on your Form W-4 and current tax rates. Next, any post-tax contributions, such as Roth 401(k) contributions, are deducted from your gross pay, along with any mandatory wage garnishments if applicable. The final amount remaining after all these deductions and withholdings is your net income, which represents your take-home pay for the pay period. Grasping how to accurately calculate net income is essential for effective financial planning and budget management, helping you make informed decisions about your expenses and savings. The Importance of Pay Frequency Grasping the significance of pay frequency is crucial for both employees and employers alike, as it directly influences financial planning and cash flow management. Pay frequency refers to how often you receive your paycheck, impacting the total number of pay periods annually. For example, a weekly pay frequency results in 52 pay periods, whereas bi-weekly gives you 26. This choice can affect the gross paycheck amount; more frequent payments mean smaller individual checks, but your overall annual salary remains the same. Knowing how to calculate hourly rate from salary can help you better grasp your finances. Furthermore, employers must be aware of state regulations on pay frequency to guarantee compliance. Accurate payroll processing is critical for budgeting, so using an employee hours calculator can aid in tracking hours worked and planning accordingly. In the end, comprehending pay frequency is key to managing both personal and professional finances effectively. Frequently Asked Questions How Is a Paycheck Calculated? To calculate your paycheck, start with your gross pay, which is your total earnings before deductions. This is determined by multiplying your hourly wage by the hours you worked or dividing your annual salary by pay periods. From gross pay, subtract federal, state, and local taxes, along with any other deductions. Finally, the result is your net pay, the amount you take home after all deductions are made. How Much Tax Comes Out of a $300 Paycheck? When you receive a $300 paycheck, various taxes come out. Federal income tax withholding can range from 10% to 22%, depending on your W-4 information and filing status. Furthermore, FICA taxes, which include Social Security (6.2%) and Medicare (1.45%), amount to about $21.60. If your state has income tax, you’ll see further deductions. After all taxes, your net income might range between $250 to $260, depending on your specific situation. Is Salary Calculated by 26 Days or 30 Days? Salary isn’t calculated by 26 days or 30 days; instead, it’s based on the number of pay periods in a year. For example, if you’re paid bi-weekly, your annual salary is divided by 26 pay periods. Monthly salaries are divided by 12, providing consistency regardless of the month. Hourly wages depend on the total hours worked, multiplied by your hourly rate, without considering the number of days in a month. How Do I Calculate a Biweekly Paycheck? To calculate your biweekly paycheck, divide your annual salary by 26, since there are 26 pay periods in a year. For instance, if you earn $52,000 annually, your gross biweekly pay would be around $2,000. Next, subtract pre-tax deductions, like retirement contributions. Don’t forget to include federal income tax withholding based on your Form W-4 and FICA taxes, which consist of Social Security and Medicare taxes, to find your net pay. Conclusion In conclusion, comprehending paycheck pay is crucial for both employees and employers. By calculating gross pay accurately and accounting for all deductions, you can determine your net income effectively. Keeping track of these figures helps you manage your finances better and guarantees compliance with tax regulations. Regularly reviewing your paycheck can likewise help you identify any discrepancies or changes in your earnings. Being informed about your paycheck pay ultimately empowers you to make better financial decisions. Image via Google Gemini This article, "What Is Paycheck Pay and How Is It Calculated?" was first published on Small Business Trends View the full article

It’s four answers to four questions. Here we go… 1. My interviewer mentioned my boudoir photos I went to an interview at an event planning company I have wanted to work at for a long time. The first interview was successful and I got along with the group of managers really well. They gave me an assignment to do and, after I did that, they happily invited me to return for a follow-up interview, this time with only one of the managers. We got along so well, and I was told I did very well on the assignment. Near the end of the interview, the manager told me to wait a minute and she left and then came back and offered me the job. I was super ecstatic, and we started chatting about getting to know each other more when I start. She mentioned that she did a check of my socials and saw that I love dogs and she talked about her own dogs. We also talked about which concerts we had been to, as I had many pictures of me at concerts on my pages. At the end, she got a little too comfortable in my opinion and mentioned that she had done a boudoir shoot with the same company that I did mine with. At that point, I remembered that I had my boudoir pictures on social media. After I left the interview, I was a tad bit embarrassed that my new manager saw me in such a state of undress. I’m obviously at fault for them seeing it, but I’m wondering if you think this is a major red flag for me working there? It seems as if she didn’t mean any offense by it and was just very friendly and chatting with me. She also didn’t say it was a bad thing and, hey, I got the job and at least I had a bra and underwear on and wasn’t nude! I’ve always wanted to work there and I am not sure if I am overthinking this or not? Oh noooo. Yeah, “I saw your boudoir shots” is not what you want to hear from the person who just offered you a job. But “I did my own with the same company” actually does make it less creepy … it’s still boundary-crossing, but it’s a different kind of boundary-crossing. It sounds like she’d already been thinking the two of you have a lot in common and maybe lost sight of appropriate professional boundaries in the moment. There’s no guarantee that she won’t continue to do that once you’re working there, but it’s also possible that she just got too comfortable with you. “Too comfortable with you” can still be a bad thing, of course! But if everything else was good, I wouldn’t let this be the reason you don’t take the job (although I’d go in prepared to be thoughtful about what boundaries you want to keep up so that you can actively enforce them rather than going with the flow without thinking about it, and then realizing too late that conversation wandered into a place you’d rather it not have gone). 2. What to do about serious problems you never see firsthand We are an educational institution, and I am in support/professional development. We have several classrooms where teachers are concerning, but when I or the directors or anybody is in for an observation, they are fine or good-enough, and I document they are doing what they are supposed to. But when I meet with other staff, they say it stops as soon as the observer is out of the room — and that if no one is in observing, the teacher is more abrupt with children, lets frustration show, doesn’t use the appropriate nurturing language, and lots of specific practices around interactions with children that we expect are not happening. A teacher said to me about another teacher we’ve been working with, “I guess it’s a little better, but they still have bad days, and I’ve heard from other teachers it’s worse when I’m not here (when it is just that staff and the assistant).” I asked the supervisor if those specific behaviors had been directly addressed with that teacher and their response was, “Well, we haven’t seen it.” The supervisors will also say, “The other staff need to let us know. We can’t do anything if we don’t know.” But there is a dynamic of staff going to leadership with concerns and feeling like they were not heard and nothing was done. Morale is tanking in some of these rooms, and we’ve lost teachers. When people see that others are not held accountable, it is hard on everyone. I think staff don’t feel trusted, because their word that someone is problematic is not good enough. I understand the impulse to not go by rumor or hearsay; everyone needs due process, and we can’t really set up cameras to see what is going on when no one else is there, and lurking in the doorway and trying to watch when they don’t know isn’t going to do it either. What can I tell directors about how to deal with this? They acknowledge there is a problem, but act like they are helpless unless they see it themselves, but also don’t really go out of their way to see what is really happening. Well, that’s wildly problematic! I don’t know how schools typically deal with these issues, but I can tell you how I’d deal with it as manager in a different environment and maybe something here will be applicable. If I was getting secondhand reports about serious concerns with an employee’s performance and that they were deliberately altering their behavior when I was observing, I’d do a few things. First, I’d find ways to observe for longer periods. For example, if I was hearing reports like this about a trainer — probably the closest comparable situation — I might even take a laptop into their training room and work from there for a few days. Second, I’d talk with people who were seeing it firsthand — which in this case presumably means teaching assistants and the students themselves. If enough people are reporting a behavior, and especially when you know those people to be generally credible, there’s a point where you don’t need to see it firsthand; the pattern of reports is enough in itself. Third, I’d talk directly with the employee in question, tell them forthrightly what concerns have been reported, and say that we need to work together to resolve those concerns and that I was going to be spot-checking with others who observe their work — because at some point, the perception itself is a problem, totally aside from the rest of it. I’m concerned that your colleagues are so willing to wash their hands of dealing with what sound like truly serious issues (and ones involving kids?!) just because they’re not witnessing the behavior firsthand. If they heard a teacher was, I don’t know, slapping kids, would they say they couldn’t do anything about it because they didn’t see it happen? Presumably not. They need to bring similar urgency to this too. 3. Foster care and parental leave My workplace offers five weeks of parental leave, which includes birth of a baby, adoption, or the placement of a foster child. I cannot have biological children, but I am about to be licensed to be a foster parent with the goal of caring for a teenager. When I receive my first foster placement, would it be unethical to take parental leave? I’d like to use the full benefits that are available to me as an employee, but I also don’t want to be unreasonable: I won’t have a baby at home, and for that reason won’t “need” the leave in the same way as others. But, it’s a big life transition. I almost wish I could split it up and use it for court dates, appointments, etc., but that’s not an option — the leave must be taken in one chunk and it can be taken a maximum of once per year. Another consideration is that I won’t have months of pregnancy and a due date to tell my boss, make arrangements, etc. Once I’m licensed, I have no idea how long I’ll wait before getting a call, and I could find out hours before that a placement is happening. If I choose to take parental leave, how do I navigate this conversation with my manager and HR? What can I be doing now to prepare? Yay to fostering teenagers! There is a massive, massive need. You should absolutely use the leave when you get the placement. The policy explicitly allows it; you’re not doing anything wrong or anything that the policy didn’t explicitly envision. And there is a ton of work in the beginning of a placement, as well as just lots of relationship-building to do (so even if you’re not actively caring for him or her every hour of the day like with a baby, being around and available is very helpful). You should also look into FMLA, because it also covers the placement of a foster child, and it can be taken intermittently and specifically includes court dates, appointments, etc. As for what to say to your boss and HR: “I am in the process of being approved to foster a child. The timing is somewhat up in the air, but it could be any time after X. When I get a placement, my plan is to take parental leave per our policy. So I wanted to talk with you about logistics and what I should be doing to prepare now, since I might not have a lot of advance notice when it happens.” 4. Can I ask if my department is going to be dissolved? My department was just subsumed by a larger department, which has negative implications for our entire team’s titles. We are pretty niche, and I am worried the ultimate goal is to just slowly get rid of us completely, with our work being absorbed by the larger department. Can I just … ask? My manager’s manager reportedly made a comment to my manager at one point implying that our department might not need to exist forever. I really love my job, and I have had a lot of professional success recently. I cannot help but worry that the recently merged organization no longer places much value in our work, so that success will not protect me if they don’t feel it serves their business needs. I am kicking myself for being too specialized at this point. I don’t know if they would be honest if I do ask, and I worry that asking makes it obvious I am going to be looking if I don’t get reassurance. Don’t ask, right? You can ask, but if you hear “no, we’re not going anywhere,” you can’t place any real weight on it. For one thing, if there are plans to cut your team, your manager may not even know that right now. For another, if they do know, they might not be allowed to tell you (that’s highly likely, in fact). You can still ask, because you might hear something useful (like that she’s worried about that too) that confirms your worries, but you’ve got to go into knowing that you can’t take anything you hear as negating your worries (unless it’s something really clear and unusual, like they have specific plans to expand and support your work). In other words, either way you should probably be thinking about next steps. The post interviewer mentioned my boudoir photos, problems you never see firsthand, and more appeared first on Ask a Manager. View the full article

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