Great things in business are never done by one person. They’re done by a team of people. ~Steve Jobs Organizations which believe in this saying are sure to succeed.
If you type “effective performance management” in Google, you will get about 40,90,00,000 results. Whoa! That’s a huge number for this simple keyword.
Human experience has officially taken over. But where do organizations stand? Improving life at work is becoming a major priority for organizations. Employee experience, as we know it, has been rated as one of the top challenges for HR
There is not much difference between the world of Game of Thrones and the ruthless corporate world that we live in today.
In the last few years, traditional performance management practices have developed an increasingly bad reputation for focusing on numerical ranks and
Employees today care more about their workplace culture, bosses and growth opportunities than they did two decades ago. With strong economies, jobs are easily available to them, and most employees today are open to quitting their current jobs
There are two things that come to my mind when I think of one-on-one meetings. It’s either an event that employees really look forward to or it is an event that employees dread to participate in. It is obviously better if it is the first one. But to achieve a level of genuine interest in participation from the employee,
Employee motivation is critical because it directly or indirectly affects quality of work, performance and engagement levels. Traditional approaches have failed to look at these parameters.
Almost every other company is looking for ways to improve their talent management strategies. Talent management in itself is a broad category. A lot of areas get covered under this wide umbrella,
In the last post, we spoke about how culture can single-handedly make or break engagement levels in organizations. But how does culture really impact the one things managers really care about – employee performance?