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

The importance of HR has seen a dramatic increase in the past few years as talent becomes the number priority in organizations The rapid pace of change in the world of work is shattering stereotypes and expanding roles for the CHRO

Being a successful HR leader is no joke It requires years of dedication to human service unlimited passion towards making a change and relentless effort for growth

How long has it been since youve received or given feedback to someone at work When is the last time you have had an open discussion with your subordinates on how they were performing and how they could improve � months ago

Are you thinking about revamping your performance management process Moving out of a familiar area might seem risky but sticking to it can end up hurting your employees and business even more!

Performance management processes are taking a new shape in organizations The traditional once in a year review process has become much more detailed with regular checkins feedback and degree reviews  While it is important to help performance management processes evolve

The expectations of the modern workforce do not match what organizations have been offering for decades now For starters they do not prefer waiting twelve months to know how they have been doing

Imagine the following situation There is a new product launch next month and you just come back from a meeting for it Goals have been assigned deadlines have been set and everything needs to get

A staggering percent of employees worldwide are still not engaged Businesses spend thousands of dollars on employee engagement initiatives Yet these numbers scream out the slow progress towards attaining an engaged workforce

Employee turnover is a major problem that organizations face It takes a lot to find a good hire coach and train them to become the professional only to see them leave And the cost of filling up for the employee is huge

Being a high performer does not the mean the employee is engaged Perhaps this is why the rate of turnover among high performing employees who are actively disengaged is quite similar to low performing employees who are disengaged