It’s never easy to go through the performance review process, but when done properly it can derive a lot of value for you, your manager, and your company. By turning the feedback you receive into goals you can be more focused in your work, advance your career, and develop professionally.
A new trend has emerged whereby companies and HR departments are shifting towards a more holistic People Enablement approach. Instead of a steady progression along a role-based pathway, leading organizations are shifting toward a model that empowers individuals to acquire valuable experiences, explore new roles, and continually reinvent themselves. Find out why People Enablement is here to stay.
1-on-1s are fairly simple: just take 1 hour every two weeks for each team member and have an informal conversation about engagement, workload, team dynamics, performance and learning and development.
Are you wondering how on earth you’re going to get the annual performance review crossed off your to-do list? Here are our top tips to make them more efficient and stop dreading them.
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.
Setting great professional development goals means you can take steps towards improving every aspect of your working life, building on professional knowledge, skills and effective working practices.