Course participant reviews for Legacy Business Cultures

Average rating 5

Based on 33 reviews

A. Somolinos
(5)
As gratifying as it has been to hear the positive personal feedback from our employees, the Respect initiative is very much a business growth strategy enabler. Employees emotionally connect and contribute hard to an organization which values and allows them to grow as both human beings and professionals. We believe that Legacy’s CWR process posi...
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A. Somolinos
(5)
As gratifying as it has been to hear the positive personal feedback from our employees, the Respect initiative is very much a business growth strategy enabler. Employees emotionally connect and contribute hard to an organization which values and allows them to grow as both human beings and professionals. We believe that Legacy’s CWR process posi...
Show more
P. Hartmann, Manager Corporate Learning and Development
(5)
So far, all sessions have been full, most with waiting lists. We plan to re-survey our employees in third quarter 2011 and, judging by early comments, we expect continued improvement in areas that have a measurable impact on our company.
T. Greene, VP of Human Resources
(5)
The goal of any program of this type should be to create an environment that, over time, will continue to foster retention, improve employee continuity and make for a better customer experience. All of those characteristics help differentiate our company in the marketplace.
P. Hartmann, Manager Corporate Learning and Development
(5)
So far, all sessions have been full, most with waiting lists. We plan to re-survey our employees in third quarter 2011 and, judging by early comments, we expect continued improvement in areas that have a measurable impact on our company.
T. Greene, VP of Human Resources
(5)
The goal of any program of this type should be to create an environment that, over time, will continue to foster retention, improve employee continuity and make for a better customer experience. All of those characteristics help differentiate our company in the marketplace.
P. Hartmann, Manager Corporate Learning and Development
(5)
So far, all sessions have been full, most with waiting lists. We plan to re-survey our employees in third quarter 2011 and, judging by early comments, we expect continued improvement in areas that have a measurable impact on our company.
T. Greene, VP of Human Resources
(5)
The goal of any program of this type should be to create an environment that, over time, will continue to foster retention, improve employee continuity and make for a better customer experience. All of those characteristics help differentiate our company in the marketplace.
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