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Let’s face it: middle managers have never had it tougher.

They sit at the intersection of strategy and execution, people and performance, transformation and day-to-day reality. But too often, they’re overburdened, under-supported, and left to figure it all out on their own.

Thinking about taking your hiring global? You’re in good company.

Effective coaching can improve job performance, satisfaction, and commitment, which are crucial for retaining talent, while poorly delivered coaching can be uncomfortable and cause unnecessary conflict. In their article, “Coaching in the Workplace: It’s Different from Traditional Managing,” the Society for Human Resource Managment shares that coaching focuses on developing employees in the areas and skills they need to succeed¹. It is first important to understand why coaching is important and then learn steps to make it effective and improve performance.

Corporate coaching, professional coaching, executive coaching... Whatever you’d like to call it, coaching in the workplace has long been a cornerstone of leadership development, helping individuals overcome challenges, gain self-awareness, and accelerate their professional growth.

Updating pay grades is a critical process for maintaining market competitiveness and ensuring fair compensation across your organization. Let’s take a closer look at the best practices in pay structure design, utilizing salary consultants, and strategies for effective compensation consulting to update pay grades efficiently.