White Paper Published By: Skillsoft
Published Date: Jul 23, 2014
This ExecBlueprint provides practical advice for developing such a code that will go beyond “window dressing” and inspire leaders and employees alike to build and sustain a compliant and ethical culture. While acting ethically is important for its own sake, the authors also provide pragmatic reasoning for fostering such a culture: ethical organizations earn the trust — and loyalty — of employees, customers, and investors. Accordingly, the code should be simple to understand, widely circulated, and aggressively enforced. But most importantly: adherence starts at the top.
Are performance reviews more time consuming than useful? Do your employees and your organization actually benefit from them? Well they should, and if done right, they will.
You will learn how reviews can:
- Motivate managers and employees
- Create better managers (not better reviewers)
- Improve TEAM performance
- Contribute to organizational knowledge
The dreaded annual performance review: whether you’re on the giving or receiving end, it can be an uncomfortable experience for both managers and employees. But it doesn’t have to be.
See how great organizations use reviews to:
• Motivate employees
• Increase employee productivity
• Create an on-going dialog between employees and managers
• Support overall organizational goals
Being a manager is hard. Being a great manager is even harder. Learn simple things you can do as a manager to increase performance from both individuals and teams.
Simple strategies like:
• Talk less, listen more
• Play to your (and your team's) strengths
• Manage teams, not individuals
• Accentuate the positive
JSJ Corporation realized they had a problem: their performance management process. And sticking with the familiar, time-consuming spreadsheets wasn’t helping them drive long-term talent decisions.
The solution? A performance management system that would simplify the process and drive long-term success.
Tracking employee performance is tough enough, but doing it with spreadsheets is a nightmare. It’s time consuming, error-prone and everyone in the organization suffers. And after all that hard work, what do you end up with:
• Incomplete or useless employee reviews
• No real organizational insight
• A headache
Want a better performing team? Of course you do.
In business, you rely on the successful performance of teams, but performance reviews only look at the strengths and weaknesses of individuals. How do you bridge the gap?
YouGov has clients across the globe and is a vanguard leader in delivering real-time research. Yet until recently, these technology innovators were still relying on a time-consuming spreadsheet and paper-based performance review process. Their solution? They fired their paper-based performance review process and turned to the performance management system designed just for small business: Cornerstone OnDemand.
Self-assessments…wasted time or time well spent? It depends…it’s all in your approach.
Self-assessments can be a powerful tool for you to showcase your accomplishments, show professional growth and desire to learn.
Whether you're just getting started or taking your business to the next level, paper-based performance reviews are not the way to go. When you have limited HR resources it probably seems easier to print off forms than sign up for software, but that pile of paper will cost you more in the long run… Get smart with your performance management!
Annual performance reviews…are you just over it? Affiliates Management Company (AMC) was, too.
Their traditional, once-a-year review process – managed with spreadsheets – didn’t deliver true performance insight. Knowing it was time to ditch the spreadsheets, AMC searched for a performance management system that would let them measure goals, leverage individual strengths and see the performance “big picture.”
White Paper Published By: Skillsoft
Published Date: Mar 05, 2014
From problem solving to leadership and business acumen, this paper outlines the seven deadly skills of the perfect employee and how they can be developed. HR departments don’t always pick all of these up, so take a look and see where your organisation could be missing a trick.