The term “Performance Review” or “Appraisal” can send a feeling of dread and apprehension through your employees. So how can you make this valuable time with your employees more positive? And how can you prepare for an effective performance review?
In today’s tight labor market, any company that does not have an ongoing, active strategy for employee retention will be at a significant disadvantage to their competitors who do.
Employee turnover cost can be significant to any company, ultimately hitting squarely on a company’s bottom line.
In a recent Dynamic Communication workshop with a group of local business owners an overwhelming number of them had a similar question: How do I improve communication between my team members?
In our last blog, To Restructure of Not to Restructure?…That is the Question, we discussed the need to evaluate a company’s specific needs before making the decision to restructure, as it is not always the right fit for everyone. As part of our partnerships with organizations our advisors continuously look to assist business leaders with effective talent evaluation and development in support of performance management practices and succession planning. This week we focus on a well-known talent assessment tool “The 9-box Grid” which can be facilitated to help our clients solve some of their most pressing talent challenges.
In our previous blog post, Measuring your future: what does success look like?, we looked at how measures can be combined to create dashboards to focus leadership team discussions, giving direction for improvements in a timely manner to minimize risk, and used in individual performance agreements to help align employees with a company’s vision. This week we ask you to consider effective restructuring within your organization and what you should consider when doing so.
In our previous blog post, “The Power of Employee Engagement”, we looked at the empowering effects an engaged workforce has on an organization, looking at the crucial steps organizations should consider in implementing an effective engagement process. This week we ask you to consider your strategy and the high level objectives of your organization and how to effectively communicate these throughout your organization to drive results.
In our previous blog post we asked you to set the stage and lead by example when creating and communicating your goals and objectives within your organization in “Ready, Set, GOAL: Don’t forget your organization and employees when making New year’s resolutions”. In doing so we suggested finding a system to check-in with your employees, to hold them accountable and to support them in the achievement of their goals, celebrating the victories, sharing the success and ultimately tying it to your overall company goals and objectives.
