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As organizations are becoming more employee-focused today, creating a highly engaged workplace is key to talent retention. Organizations are fast-evolving to meet the current needs of employees and are leaving old-school approaches for new and better ones.
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With the right tools, an annual performance review can shift from a meeting, both employees and managers dread, to something collaborative, proactive, and gratifying. Check out how organizations can lift their employees all year long, leading to a more productive, more efficient, and more human workplace.
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Most of today’s organizations lack mature and effective diversity, equity, and inclusion (DEI) programs, according to a recent HR Research Institute study. Check out exclusive insights on the current state and future of Diversity, Equity and Inclusion.
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Between the job hopping trend and an increase in women exiting the workforce, there’s an opportunity for organizations to rethink the ways they engage and drive loyalty among their female employees. Here are tips on how to avoid the “Great Resignation” and build a workplace where women thrive.
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Creating a more equitable work organization isn’t just the right thing to do, but is also an important business decision. Check out seven steps HR practitioners should take to help their organizations achieve DEI goals.
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The pace of change in diversity and inclusion can sometimes seem nothing short of glacial. Thankfully, there are at least nine points of leverage available to organizations that recognize inclusion as a powerful engine for positive change at every level.
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The reasons for doing annual employee performance reviews are just as important as the review strategy and expected outcomes. Incorrectly implemented employee performance evaluations can lead to frustration on both sides of the fence. Here’s how to do it right.
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Check out five reasons annual performance reviews don’t work and why you should shift your focus to more frequent, employee performance conversations.
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Effective performance management should not be a dreary exercise in complying with policy or as a tick box exercise – we must think about how we as leaders can drive a culture of continuous feedback. Check out 5 reminders of how organisations can roll out a more agile approach to managing performance.
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