In the last few years, traditional performance management practices have developed an increasingly bad reputation for focusing on numerical ranks and
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?
The world of business is now obsessed with finding ways to develop a more productive workforce. This is because productivity directly translates into revenues. But when it comes to employee productivity, one issue that goes completely out of the discussion relates
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.
The biggest reasons for motivation at work are recognition, appreciation, and validation. Without these three elements, employees are bound to quit sooner than you can imagine. Focusing too much on strategy and not so much
Without goals, we are all lost. To achieve any form of success or achievement, we always have to strategize how we are going to get there, with step by step planning.
Performance reviews are not just an indicator of an employee’s actions over the year. It also gives a view of how well the manager and organization as a whole have fared in their actions.