When combined with multiple electronic communication systems an interruption-rich work environment is created. Evidence shows exhaustion, error rates, stress, anxiety and physical ailments increasing with frequent interruptions.
Motivating a team might be compared to creating a sculpture. The artist is able to see beyond the raw material to the potential in the mass, and then carefully carve away extra material to realize a fine piece of art.
A great sales leader who is highly-desired has mastered the art, delivered the numbers and brought out the best in their people. Investing in people does not mean leaders are "soft" and won't get results. It is quite the opposite.
The work world is smaller and spinning faster than ever. Many of us keep up by moving faster, doing more work with fewer people and modifying processes to minimize cost. That is what makes profits grow. But it may not distinguish us from others.
Performance appraisals may finally be a human resource system of the past. Tons of evidence and our guts tell us they are ineffective measures of performance. Often, the best performers do not get the highest performance scores.
Of course, even the best performance management system cannot make all managers effective at setting goals, coaching, and giving feedback. The answer for them is not eliminating the appraisal system; it is eliminating them.
In many companies today, performance appraisals are all about what is going wrong. That should be turned around, so that there is more of a conversation of what is going right, and if it isn't, how that can be fixed.
Employee surveys are a distraction; they cost a lot of money, produce data of questionable value and waste time and resources that could be better spent on doing business. The problem is they have now become an end in themselves.
Outcomes! Data-driven! Performance management! These words are buzzing throughout the nonprofit sector. Funders want to fund them, nonprofits want to have them. How do you get your nonprofit to the point where data can demonstrate that you're effective?
The Salesforce.com annual pow-wow took place last week amid much fanfare. While I could not attend, I was able to get a first-hand account of it through Terri Griffith, a professor of Management at Santa Clara University's Leavey School of Business.
Managers, listen up: stop making your employees quit -- you're not doing the unemployment rate a favor, after all. Switch up your leadership style and stop watching your best employees walk away. Here's how
At its core, employees need to walk away from their evaluation understanding what effect their past behavior has had on the business and also, what they can do going forward to ensure they continue contributing to their own growth as well as to that of the company's.