The world is increasingly moving towards a team-based based outlook within organizations, as opposed to focus on individual contributions. Deloitte’s Global Human Capital Trends Report, 2017 had 86 percent of respondents saying that companies are pushing towards a more
Charlie Kim, CEO at NextJump, asks a very good question on leadership. While comparing leadership to parenting, he asks if your family is going through a hard time, will you lay off one
The biggest reasons for motivation at work are recognition, appreciation, and validation. Without these three elements, employees are bound to quit sooner than you can imagine. Focusing too much on strategy and not so much
Without goals, we are all lost. To achieve any form of success or achievement, we always have to strategize how we are going to get there, with step by step planning.
Performance reviews are not just an indicator of an employee’s actions over the year. It also gives a view of how well the manager and organization as a whole have fared in their actions.
No matter what it is that we do, be it investing in personal relationships, running a marathon, cooking a meal for friends or happily going to work every day – the success of it will depend on what motivates us to do it.
Performance reviews can be an incredible way to boost employee morale and productivity. This can help in retaining employees for the long run. For this, it needs to be done right.
The ultimate aim of performance management is to improve employee performance and productivity which helps organizations reap the benefits of a highly productive workforce. Organizations everywhere are struggling with this.
We live in good times. You know why? Because people are finally talking about issues openly that have gone unnoticed or ignored for decades. Mental health is one such topic that is finally getting the attention it deserves.