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
It’s that time of the year again – getting performance reviewed. Let’s face it, it’s not one of the most exciting things to look forward to.
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 check-ins, feedback, and 360-degree reviews. While it is important to help performance management processes evolve,
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.
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
There is a scene in the famous television show Friends, where the famous six are sitting at Central Perk agreeing to the fact that how each of their bosses hates them. It is in that scene where Ross says, “Maybe it is a universal thing.”
Being busy is in these days. Working past normal hours and getting work home is extremely normal. Not being busy is a rare phenomenon. However, is working for more than 12 hours actually a good thing? The answer is no.
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.
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,
The performance management revolution is in full flight. Companies across industries and geographies are relooking at the way they measure their employee’s performance