Achievers
OCTOBER 20, 2015
As a manager, you need to be able to shape the performance of your staff and offer guidance and course corrections as needed. Giving feedback to your team can be tricky, however, since sounding too negative or critical may cause your listener to simply shut down. Here are a few feedback techniques you can use to guide your employees in a manner that encourages them to perform at their peak.
HR Bartender
OCTOBER 18, 2015
I’ve mentioned a few times recently that the hiring market has shifted to the candidate. And we’re seeing some of the effects with increased time to fill metrics. I ran across this article recently that talks about how more than half of organizations don’t have enough internal candidates to fill their succession plan. Maybe the situation is more than just “mention” worthy.
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Insperity
OCTOBER 19, 2015
The dreaded annual review gets a bad rap – in the case of most companies – justifiably so. Frankly, the way most companies handle reviews is awful for managers and employees alike. The problems are myriad: once-a-year-only feedback, the scoring and ranking, tying ratings to raises, discussing goals and performance at the same meeting and one-size-fits-all forms.
UpstartHR
OCTOBER 19, 2015
Last week I spent several days with leaders at nonprofits from around the world at the LINGOS Global Learning Forum. It was a humbling experience, and I had some of my preconceived notions turned upside down. In the past I would have imagined (based on my own experiences working in and with nonprofit organizations) that many nonprofits and NGOs are backward at worst and behind the times at best due to limited resources.
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Performance reviews are a proactive way to engage with your employees, provide clear communication about expectations, and acknowledge them for their hard work. But getting the right framework and creating consistency across your organization can be tricky. We put together this checklist to help you evaluate your current performance review process and equip managers with the right tools to perform individual assessments.
Business Management Daily
OCTOBER 21, 2015
When Marty McFly does his time-travel thing in the 1985 movie Back to the Future II , he lands on the way-off date of October 21, 2015. today. So today's Soapbox takes a peek into the future of HR and, more specifically, some predictions of what our Wingtipped Overlords will be doing in the halls of Congress and the federal agencies over the coming months and years.
Comp and Benefits Today brings together the best content for compensation and benefits professionals from the widest variety of industry thought leaders.
Insperity
OCTOBER 21, 2015
Employee surveys are a useful diagnostic tool – not a final fix for a problem. However, they can uncover valuable insight that directs you to the best solutions for your company’s unique challenges. To be most effective, surveys should be created with highly specific goals and objectives in mind. Step one in creating a survey is knowing what you want to get out of it.
HR Bartender
OCTOBER 22, 2015
This reader question happens more often than it should. I have a query. I interviewed recently with an investment bank. The interviewer gave me some positive feedback and said he was happy with our conversation. He emailed me later that “I will get another call (from HR) for a second interview with his manager.” I’m trying to call HR – she’s not responding to my calls or emails.
HR Bartender
OCTOBER 23, 2015
There’s a phrase “for the long haul” meaning long-term or over the course of a long time. The idea is that the “thing” you’re working on should last a long time. Creating something that lasts doesn’t mean it can’t be changed or improved. I think about my first iPhone. It’s changed and gotten better over time. Some of those changes are software and some hardware.
Insperity
OCTOBER 19, 2015
The dreaded annual review gets a bad rap – in the case of most companies – justifiably so. Frankly, the way most companies handle reviews is awful for managers and employees alike. The problems are myriad: once-a-year-only feedback, the scoring and ranking, tying ratings to raises, discussing goals and performance at the same meeting and one-size-fits-all forms.
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Are you looking for ways to enhance your employee value proposition? Gallagher Better Works SM Insights has got you covered! Dive into the latest magazine issue and discover how flexibility, equity, recognition and strategically applied resources can improve your total rewards package. Download the PDF to learn more about: Building retirement benefits for a global and mobile workforce Promoting employee and organizational growth through succession planning Empowering women in leadership through
Insperity
OCTOBER 21, 2015
Employee surveys are a useful diagnostic tool – not a final fix for a problem. However, they can uncover valuable insight that directs you to the best solutions for your company’s unique challenges. To be most effective, surveys should be created with highly specific goals and objectives in mind. Step one in creating a survey is knowing what you want to get out of it.
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