I cannot even begin to count the number of articles and reports that I have gone through in the last two years regarding the boycott of the traditional annual review system by global category leaders.
Two most basic human desires are validation and recognition. If a person is working hard, they want someone they look up to or admire to witness their journey. If people toil hard to achieve something, they would want to be noticed and applauded for their efforts.
The performance management revolution is in full flight. Companies across industries and geographies are relooking at the way they measure their employee’s performance
The importance of employee engagement has never been more in Human Resources (HR). HR leaders have identified improving employee engagement as one of their top areas of interest. Subtle changes are slowly taking place in organizations worldwide,
Executing performance reviews effectively continues to be a puzzle in organizations worldwide. All kinds of technology are being introduced at a rapid pace in order to solve the burning problems of performance management. While all this is good progress, why is top management still unable to crack an effective answer?
Earlier this year, a viral blog by a female employee at Uber set the whole world and social media on fire. It clearly brought out how female employees in top technology industries
Salary figure or company culture? What matters more when it comes to achieving positive levels of employee engagement?
The past couple of years have seen an enormous amount of discussion around performance management. There were numerous conversations and debates around organizations across the globe debunking the age old and traditional annual performance
Category leaders across the world are re-looking at their employee engagement strategies. Ford Motor Co., with an employee strength of nearly 200,000 employees across 40 countries recently developed a new people strategy.
Whenever a great employee puts in his/her papers, it comes as a shock to the management. They try whatever they can to retain that person because the cost of replacing a good employee is huge.