Employee Performance: Spotting a Poor Performer before It’s Too Late
Employee performance has long been under the spotlight, as many businesses strive to reach the profitability that they require. Given that people are without a doubt the single most important asset that any organization has at its disposal, it is vital that they perform well. Even businesses that have the luxury of providing the best […]
Flexible Work Arrangements: Sometimes It Pays to Be Flexible, and Other Times It Can Cost
As the economy continues to pick itself back up, so does the job market. Companies that used to find themselves with an over-abundance of potential employees are once again forced to compete over qualified applicants. But just because the economy is picking back up doesn’t mean businesses can yet afford to offer sensational salaries or […]
Performance Management — an Overview
Welcome to our new weekly series on performance management. Join us every Friday as we’ll be posting a new topic to help you get the most out of your employees through various performance management strategies and techniques. Organizations that are searching for renewed motivation and employee morale with increased productivity will find the solution with […]
Tips for Performance Management — Guidelines for Developing a Performance Appraisal System
Hello, welcome back to our blog series with tips for performance management. Last time we looked at performance appraisals and this week we will continue exploring the topic by explaining the guidelines for developing a performance appraisal system. Developing a performance appraisal system for your organization should be considered just as important as any other necessary business […]
Tips for Performance Management — How to Give Feedback to Poor Performers
You can catch more flies with honey than with vinegar.– American proverb In today’s blog post in the series on performance management we will be discussing that uncomfortable conversation that arises when an employee’s performance has fallen short of the desired level. Knowing how to give feedback to poor performers is one thing, but being […]
