Here’s how to design the perfect performance management process.
It isn’t a trick. Really.
OK, well “perfect” may be a bit strong, but it is possible to design a performance management process that fits your organization and your culture. Read more…
One of the great myths of management is that supervisors want their employees to work long hours. Many employees think their hours are 9 to “whenever my boss leaves.”
This leads some to believe they have to forget about a personal life if they want to make a good impression because the boss wants face (until the end of) time.
The reality is supervisors are often at a loss when it comes to scheduling or providing employees with more flexible work arrangements because they often don’t have the control or training needed to make the most out of the hours being clocked. Read more…
In many of my recent conversations with clients, the topic of employee engagement surveys comes up.
Sometimes these are called climate surveys or satisfaction surveys. Regardless of what they are called, the general idea is to solicit feedback from your employees on a regular basis on how satisfied they are with their work and careers and how committed they are to the organization.
How is your employee engagement survey process working for you and your organization? Read more…
Providing meaningful, actionable feedback is an important part of managing your people, keeping them motivated, and ensuring they’re aligned with your goals.
Still, far too many companies either skip feedback or only give it annually. This may explain why Gallup recently discovered 70 percent of all employees are disengaged on the job.
Here are five (5) ways to improve your organization’s employee feedback, so workers stay motivated, productive, and aligned with goals: Read more…
Some folks resist systemization; perhaps they feel if “it’s all in their heads” they may actually have some measure of job security.
However, it goes without saying that workplace systems and procedures save time and money — and deliver consistent results.
Probably the world’s best example of this is McDonald’s. Read more…
The more resilient your workforce, the greater your ability to:
- Adapt nimbly to marketplace changes.
- Provide friendly, alert, loyalty-generating customer service.
- Implement change rapidly, with minimal resistance.
- Get maximum productivity from your employees without burning them out. Read more…
There were a lot of short-sighted things done to workers by their employers during the Great Recession.
I thought that once the economy improved and the job situation returned to normal again, well, the tables would be turned and that large numbers of employees would remember how they had been treated and bolt at the first opportunity.
Well, that shows you what I know.
The Great Recession turned into the not-so-great jobless recovery, and despite the overblown talk about employee shortages and a skills gap, it’s still pretty much a buyer’s market when it comes to talent. Read more…
Depending on who you speak to, there is a talent war going on and every employer should be gathering up their troops to battle for the best and brightest.
While I don’t disagree that there are still some highly sought after professionals that are hard to get, particularly in technical fields, I don’t see this said talent shortage/war being true in general.
What I have seen is great talent who are no longer passive but now actively open to any and all conversations surrounding new opportunities. I see those top performers as ready to have conversations about their next move, but employers being ill-equipped to receive them. Read more…
With the Winter Olympics coming to a close, it’s a perfect time to reflect on the importance of teamwork – and how working together as a team can help your business go for the gold!
Sure, you’re work isn’t being completed on a ski slope or an ice rink, but it is being completed on a platform for the world of your employees and customers to see. Creating a great team isn’t easy!
Successful teams excel in three core areas: Read more…
Frank Sonnenberg wrote a terrific blog post recently on “Tough Love: A Lifelong Gift.”
His context was parental responsibility and his descriptions of common scenarios that occur when parents don’t set strong parameters for appropriate behavior would make conscientious parents squirm.
His premise is that if parents don’t set boundaries and hold children accountable for operating within those boundaries, the children don’t learn right and wrong. They don’t learn how to behave properly, and in turn misbehave.
What do you think? Does this have relevance to the workplace? I think that it does. Read more…