Performance and contribution are so easily measured in the sports world in ways that are all but impossible in the business world
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The ability for leaders to be unleash employee creativity is quickly transitioning from a “nice-to-have” to a “must-have-now.”
With an eye on achieving bottom-line goals and desired return on investment (ROI), too often, organizations let performance management fall to the wayside.
When you work on a college campus, fall is exciting. This past fall, however, I lost a team member, who left our organization. While some may say the hiring process is exciting, the prospect of going through it in a tight job market is not.
Talking about recognition is easy, but doing it consistently in the busy balance of work and the other pieces of our lives can be hard. Let’s examine a few ways to work toward a consistent and engaging approach to making recognition a top priority.
The emphasis on growth and development in the workplace is reaching great peaks. According to the LinkedIn 2019 Workforce Learning Report, 94% of employees say they would stay at a company longer if it invested in helping them learn.
The responsibility of managing people doesn't lie solely on the shoulders of the HR team, and HR wouldn’t expect managers to work alone in these areas. While we understand this idea in theory, we aren’t doing a good job of practicing it in reality.
It is important to ensure that as people work toward goals, they realize that there is a difference between expertise and opinion. Keep in mind the words of John F. Kennedy: “Too often, we enjoy the comfort of opinion without the discomfort of...
To keep up in a dynamic, competitive world, companies from a range of industries have started investing in HR performance systems that bring performance management to the platform employees are most comfortable with: their mobile devices.
Texting is great when you need to convey information, confirm a plan, check in on a status or send a warm reminder photo of home. But supervision by text, email or smoke signal doesn’t cut it.