Category: Performance Management
-
DON’T NEGLECT YOUR STAR PLAYERS
If you’ve been in a leadership role managing teams for any length of time, chances are you will have experienced the surprise of an unexpected resignation.
-
DOES ONE BAD APPLE REALLY SPOIL THE WHOLE BARREL?
What do you do about the Jerk, the Pessimist or the Slacker in your team? How much damage will they cause, and will it spread throughout the rest of the team? The answer might not be what you expected…
-
TIPS AND TRICKS #11: TALKING ABOUT MY PROGRESS
The employees who are performing the best, and having the notable improvements in performance, will be able to affirm that “In the last six months, someone at work has talked to me about my progress.”
-
TIPS AND TRICKS #10: “A BEST FRIEND AT WORK”
Lots of studies looking at employee engagement suggest that customers can tell if the staff get along well where they shop. And it really affects the customer experience, even if it’s just because good vibes rub off on people naturally.
-
PROFESSIONAL DEVELOPMENT – WHO IS RESPONSIBLE?
Nobody in the company knows better what the employee needs to learn than the employee and his or her immediate manager.
-
TIPS AND TRICKS #5: SOMEONE AT WORK CARES ABOUT ME
Simply put, the essence of effective leadership lies in fostering a sense of personal connection and care within the team.
-
TIPS AND TRICKS #4: RECOGNITION AND PRAISE
In the words of Maya Angelou “people may soon forget the words you say… but they never forget how your words make them feel.”
-
TIPS AND TRICKS #3: THE OPPORTUNITY TO DO WHAT I DO BEST
If you are looking for a predictor of performance and engagement in your team, find out how many of your people would say that “At work, I have the opportunity to do what I do best every day.”
-
5 THINGS TO REMEMBER WHEN RECOGNISING PERFORMANCE
You know that you need to recognise good performance in the team but what if doing so makes someone uncomfortable or embarrassed in front of their peers. Should praise and recognition be done in public or privately? Well, it depends on the person doesn’t it?
-
DON’T BRING A KNIFE TO A GUNFIGHT
Performance management processes are designed to be a developmental approach to helping the employee achieve the required standard of performance for the role they are in. This is a remedial process where the manager works with the employee to guide, coach and mentor them to build the skills and capabilities to be effective at their…
The Workplace Coach 