Find out how Impraise can help you improve your leadership skills and communication flows within your team!
Worried sharing feedback with a tool will lose the personal touch you get when giving feedback face-to-face? Rather than replacing face-to-face feedback, our goal with Impraise is to enhance the interactions already taking place in your organization. Here are 6 ways Impraise can help you get more out of feedback:
From employee engagement to turnover rates, to simply creating a company culture which your employees feel is open and communicative, having an effective performance management system in place can make all the difference.
Today’s HR innovators don’t take any process, institution or practice for granted. The only way to discover what truly works best is to put yourself into the shoes of the people who work and run your organization and open your mindset to new possibilities.
As you read through this guide on how to give effective feedback to different personalities, you may recognize bits and pieces of yourself, your co-workers, managers, and friends within these various personality types. Try to think of an instance where you gave feedback to someone and they felt offended or confronted.
Objectivity is the most important part of having an effective performance appraisal system. Unfortunately, this isn’t always the case.
Just like Mondays, everyone hates performance reviews. Find out what your employees actually want and how to deliver.
Thinking about revamping your performance review process but aren’t sure if it’s the right time? It may seem safe and comfortable to stick with the familiar, but holding on to an outdated process may be hurting you more than you think.
Buying Performance Management is not the most simple or straightforward procedure; but here at Impraise, we’ve come up with a checklist of sorts to help simplify the process. Performance Management software is not something you can bring home ‘try it on for size’ then return it if you aren’t completely satisfied.
Employee retention is probably one of the most important topics you need to focus on early during the growth of your company. Although you might put most effort on recruiting and hiring new talents never forget about all the energy it takes to get this done properly.
Many employees mistakenly see feedback simply as the company’s way of assessing who gets a raise, a promotion or who gets fired1. You may have noticed that this mindset can elicit different reactions in your team members.
Performance reviews are valuable for both the employer and the employee. They provide an opportunity to assess performance, goals and objectives and also to plan for the future. Yet, despite the benefits, they are almost always universally despised by both managers and their reports alike.
The performance review is a necessary part of most jobs. It is a valuable way to keep track of how an employee progresses; to take stock of their successes, as well as their failures. They are essentially just a summary of an employee’s work history over the past year
Traditional top down annual reviews were created for static teams in which managers, peers and reports stay the same and an individual’s year long performance is assessed. The challenge for HR will be to redesign performance appraisals so they can fit these new types of teams.
We spoke with 4 companies about innovative ways their HR departments are redesigning traditional processes to fit the employee experience. From recruitment to leadership development these companies are putting their employees first and creating an engaging culture in the process.