Communication is key. Whether verbal or nonverbal, you communicate with everyone you meet and it can mean a lot, especially with those we work with.
Gallup reports the US loses from $450 to $550 billion annually to those employees considered “not engaged.” That means, those poor performing employees might be making a dent in your bottom line, an idea no leader wants to think about. Every manager will meet the challenge of addressing poor performance, and it’s the approach that’s taken that can lead to a reinvigorated worker or a ticking time bomb of an employee. To manage poor performers back to peak productivity, you and your management team should avoid these big mistakes.
Employee feedback is one of the most important (and most under-appreciated) aspects of running a business or managing a team. When overlooked and done improperly, it can result in low employee engagement, which will affect recruitment and retention. So, if it’s so important, how do so many of us let it go to the back burner?
Frequent mistakes, not following a project through and the inability to cope with given instructions are all signs of an employee performance problem. If these basic performance problems are running rampant through your organization, they plainly need to stop. The only question is… how? Annual performance reviews and one-on-one conversations when a major issue arises is not enough to keep performance problems at bay. In fact, 45% of HR leaders do not think annual performance reviews are an accurate appraisal of employee’s work, and they’re right!
Continue reading How to Get a Handle on Performance Problems Before You Implode
Performance management has come to mean many things to many people. Some take it to be the day-to-day interactions managers have with their employees, others feel it’s strictly the domain of Human Resources professionals. Whoever is in charge, performance management touches many areas of the world of work.
Compensation is a touchy subject and now more than ever the hot, blinding spotlight is keeping a close watch. The scruples of pay gaps, compensation perception and how compensation is communicated are now the center of an ongoing discussion that’s keeping employers and HR professionals on the edge of their seats.
HR has been expedited by the world of technology. With these tools comes the power to automate, facilitate, and ameliorate many of the processes within the HR domain. But how do you automate something that is primarily human interaction? Something like the performance appraisal? It is the human interaction between a manager and members of their team, but truthfully, the human aspect of performance reviews can damage the integrity of the feedback. I know that’s a bold statement, but let’s look at the evidence.
Forgive us if you’ve heard this before… but in order to actually keep quality employees you have to put forth a strong effort to improve communication, hire strategically and increase company morale.
Take this into consideration: Companies that up their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition. No seriously, it’s true. This survey by Gallup proves it.
The HR industry has been rapidly changing as the trends of the workforce indicate employees and job seekers need to be engaged, desire cultural fit, excel on collaborative teams, demand transparency from employers, and a plethora of other insights. What’s even more shocking is that much of today’s workforce is willing to accept less employee compensation, within reason, in exchange for a fulfilling career.