Performance Management HQ

Developing a hybrid work policy is about striking a balance, but with strong opinions across the spectrum, where exactly is the balance? Getting it wrong can create a backlash - a policy that’s too tight may not meet individual needs and a policy that’s too loose might not meet the team's needs... and some fear they risk the performance of the organisation. How can HR respond to these fears and balance the needs of employees?

Our CEO Mark explains how automation can add value by removing the administrative burden that busy employees don't have time for. He also shares the strategies our customers use to empower their people to go above and beyond the base expectations.

The current labour shortage has once again made skills the "currency of work". Equipping your workforce with the skills they'll need in the future helps mitigate volatility, but most employers don't know what the skills makeup of their employees are, despite identifying skill development as a priority. Our Board Advisor, Breckon shares his views on the top skills you can nurture as a HR people leader that will continue to grow in relevance.

Create clarity and engagement by communicating how performance management works in your organisation. Dive into our performance policy template to get started.

Everything you need to know about onboarding your new hire to help them adjust to their roles and responsibilities more quickly. Crewmojo's guide to an onboarding process that delivers higher engagement, increased productivity, and lower turnover rates. Let's explore.

Balancing flexibility with wellbeing, productivity, and performance

We don’t become emotionally indestructible robots the moment that we walk into the office every morning. We all “bring our problems to work” one way or another. The question is whether we’re able to discuss them with our colleagues and leaders.In any workplace, there should be a focus on building an engaged and high-performing team of individuals who understand each other and support each other. When two people solve a problem together, their bond becomes stronger. In my view, this problem doesn’t necessarily need to be work related either, I see taking an interest in each other on a personal level as only having a positive impact.

Share the importance of delegation and empowerment with your managers this simple analogy.

Adding an F to the GROW coaching model (or GROWF as we like to call it) is the secret sauce to highly effective coaching

Breckon Jones, our Board Advisor and Head of Talent at Deloitte, shares his thoughts on the leadership skill of empathy as we head into 2022.

Find out if empathetic leaders really do get better results

1-on-1 meetings are an essential part of leadership. A regular, informal but structured conversation that builds a trusted employee-manager relationship.

"Open floor plans will slowly die out. Whether it’s because remote becomes big(ger) or, more likely, leaders realize that their team needs to have quiet, focused space to work."

Your employee performance management process is one of the main processes that drive retention and the likelihood to stay with your organisation. It also creates a sense of connection and commitment to achieving the employee's and the organisation's shared goals. Team members want regular communication and feedback. They want to feel valued and they want to know where they're heading. A well-executed performance process will provide that for your employees.

Can you imagine if Mission Control didn’t listen to problems being articulated by the Astronauts? Understanding the impact of not listening to your team.

Everything you need to know about onboarding your new hire to help them adjust to their roles and responsibilities more quickly. Crewmojo's guide to an onboarding process that delivers higher engagement, increased productivity, and lower turnover rates. Let's explore.

Shifting to a remote working environment

Right now is the perfect opportunity to reinvent your people management skills as we deal with the post-pandemic environment.

3 COVID trends impacting the manager employee relationship

Managing up is about taking on responsibility and investing in an important relationship which will ultimately make your job easier

5 tips for setting strategic goals in uncertain times

Teams with relationships based on trust absolutely rock! I know because I’ve had the privilege of working with a team like this. We out-performed all our competition, we punched well above our weight and we featured in Deloitte’s Top 50 fastest growing companies for 5 straight years.

The Marketing Manager gently closes the door behind him, explains it’s been a pleasure working with the team, but he’s been offered a position he can’t refuse and is moving on to new adventures. This position was critical for the company and we needed to find a replacement that could kick big goals.

Helping managers lead their remotely working teams

We’re hearing that working from home can be more exhausting than a normal day in the office - here’s 3 tips to avoid Zoom fatigue

What an employer should consider when adopting a performance goal framework

5 tips for setting strategic goals in uncertain times

Goals are worse than New Year’s Resolutions. When we make them they sound great, we’re all motivated and think we’ve got this… YEAH!! But, it’s easy to underestimate the time involved and it’s even easier to procrastinate a year away or get distracted by more ‘urgent’ activities.

The ultimate guide to implementing agile goals.

Exploring a new take on employee feedback with a little help from AI

How micro feedback is more than a “well done and a pat on the back”. It suggests real, actionable steps to improve in a given situation. Learn more about how this feedback can enhance your impact as a leader.

As a manager, having a cohesive team is real pleasure. I’ve worked with self-motivated people that seem to leap at every challenge and it made me proud to be part of a such a group. How energizing is it when you have a big workload, you’re kinda scared of what's ahead, and your team are like... Yeah! Let's get this done!

Employees need to feel connected to their team and understand how they’re going in real-time. They expect helpful feedback in-the-moment and not saved up for months at a time. Giving feedback is not always comfortable, so what’s the easiest way to do it?