By now, you’re probably familiar with the term 360-degree feedback...now to find out how it can benefit you and your team.
Setting realistic, achievable goals is an essential step to success, as are the motivations behind setting them in the first place...
Ask your employees for their feedback about last year’s performance management process by sending out an employee survey. This is important to...
If you want to know if your employees are engaged, why not ask them? However, sending out a survey is not as simple as it sounds. Design your survey process to get maximum participation and real answers with these six tips:
Now that your company has started giving more frequent feedback, you may be wondering how this new system will impact the way you handle promotions and pay.
Adding real-time feedback to the equation can support and strengthen your performance management process in several ways:
No matter whether partnerships, friendships or business relationships, lack of communication that is meaningful can and ultimately will cause much trouble. Communication is the root of all human activities and every behaviour is a form of communication.
The feedback in a 360 review is about spotting strengths, and possibly weaknesses, which are used to plan personal growth and map specific paths for development.
Surprisingly, the most drastic change when introducing a feedback culture will most likely occur at the C-level. If your company wasn’t used to giving regular feedback previously, the C-level are the last group that would have received feedback from anyone. Prepare them for the change with these tips:
Extreme company cultures are taking over HR and thriving. Their policies have completely gone against the grain of traditional management strategies, yet innovation is flourishing and millennials are flocking to interviews.
Have you ever tried to implement a new change in your company and found you hit a barrier? Having a workforce that is open to any major or minor change is important for keeping up organizational agility. Here are six ways you can open up your workforce to new ideas: