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Setting Goals

Goals define desired outcomes. They are the building blocks for performance planning, appraisal and improvement. If this isn’t reason enough to pay attention to goals then consider Parkinson’s Law. It states that work expands to fill the time available; that without goals people will occupy themselves with activities that keep them busy, usually on activities they are most comfortable doing, […]

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How To Reward and Engage Non-Commission Employees

It’s easy to use compensation to motivate some employees—especially those whose roles are performance-based or work for commission. But how do you put fire under the seat of those who aren’t in commission-based, numbers-oriented roles at your company? Are big bonuses enough to drive high performance for those employees? Will a yearly check that’s really based on company performance and […]

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Why is Employee Loyalty So Hard to Achieve?

Employee loyalty stems from an actual interest in the industry, organization, or position. Plus, that interest probably should be reciprocated from employer to employee as well. If that wanes or was never there in the first place, loyalty suffers. There ceases to be a reason for the employee to care outside of a paycheck.

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Owning the Performance Review

No one really likes performance reviews. They can make you and the person who’s being reviewed feel like you’re heading to your own execution if approached the wrong way. But, you can change that vibe of traditional performance reviews by focusing on the positives, and integrating areas the employee can grow at the same time.

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Coaching On The Fly

If talent management is to be effective and a process-oriented endeavor, it needs to happen like that. Humans are dynamic; so is life and thus work. Because of this, feedback and coaching have to be dynamic, too—constant in nature and communicated consistently, depending on when the situation calls for it.

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