Up until a decade or two ago, the way to measure the success of a company was on the basis of traditional metrics such as financial performance or the quality of products and services.
Employee performance issues are real and they need careful analysis before managers and leaders jump into giving numbers to these intangible concepts.
Despite so many tools available to change the way ineffective systems of performance management works, there are seldom good things said or experienced about them. Everyone has a performance review once or twice a year, but rarely would anyone go out of their way to mention how positive the whole experience is.
The term employee engagement isn’t binary. Gallup has divided it into three distinct categories: engaged, not engaged and actively disengaged. Understanding the difference between these is necessary as each kind of employee represents different levels of scope for organizations to tackle disengagement.
Last year, Gallup released a report which highlighted alarming statistics on the world facing an employee engagement crisis. Discussions are many and leaders in organizations also understand the importance of employee engagement.
We have all heard the fact that employees don’t leave companies, they leave managers. Having efficient and understanding managers is a prerequisite for employee retention.
According to Andrew Chamberlain, chief economist at Glassdoor, the top predictor of workplace satisfaction is not pay. It is the culture and the values of the organization, closely followed by th
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
To survive in this cut throat world of recruiting the right talent, retaining them and making sure they are productive at every stage, almost every company is going through a digital transformation.
While performance management continues to be one of the most popular areas in HR, it continues to remain as one of the most neglected aspects of management. There is no point of reviews and measuring performance if it fails to achieve the end result of developing employees and keeping them engaged.