How to create high peforming teams through collective focus
This article explores how a collective focus on employee development can help create high-performing teams....
This article explores how a collective focus on employee development can help create high-performing teams....
Creating poor quality employee performance objectives and setting them up badly will lead to misdirected efforts, weak accountability and, at best, slows the forward momentum of your business. Conversely, when people work to good objectives, they’re more likely to achieve excellent results. There’s an opportunity here for HR managers to support the writing and acceptance of good objectives. This is the starting point for achieving a high performance culture. So, how do you do this? 1. Help people to take accountability Individuals are far...
You’ve done the hard work – you scoured the marketplace for a 360 feedback provider, you chose a platform, put together a questionnaire and launched it to your stakeholders… But it’s what happens next – or rather what perhaps doesn’t – that could prove to be your biggest challenge; participation. Fear not though, there’s lots that you (the organisation) can do to embed or reinvigorate 360 feedback surveys to maximise uptake and ensure great value for all parties on an on-going...
Here we explore case study examples from Adobe and Facebook and look at the latest best practice on running performance reviews that work....
Performance ratings and performance appraisals remain a source of frustration. To provide some inspiration, we look here at case studies from six big companies who’ve moved away from ratings....
In this this blog we explore how using balanced scorecards helps companies such as Apple and Microsoft to drive high-performance among employees....
We look at whether 360 degree appraisal could help to inform fairer and more effective performance reviews....
We explore why companies like Netflix have moved away from traditional performance appraisals and look at some of the new approaches being used....