To answer the question above, you need to start by asking yourself some other questions. They may be the tough questions that you’re asked by your senior management team – that you wish you had the answers too by the spreadsheet and information you have is simply out of date and too difficult to keep fresh.…
You and your managers know the importance of objective setting if your employees - and the organisation - are to achieve their goals. And you'll no doubt know of the acronym SMART when it comes to writing a good objective. But SMART misses a couple of key elements - and as such, we've refined SMART to become STREAMS.…
Is this something you hear from your line managers and other employees when it comes to 360 degree reviews? You need to reassure them that, if they've been asked to provide some 360 degree feedback by a colleague it’s because their opinion is valued. They're seen as being someone who's in a good position to observe and comment on the other person's behaviours and interactions - and because they're seen as being someone who will provide useful, honest and meaningful feedback. So what can you do to help those that have to give feedback on others?…
You’ll have read the HR news articles which report on how some well-respected organisations have moved (or are moving) way from their annual appraisal system. They’re moving towards a more on-going, continuous conversational approach to encourage their managers to check-in on progress towards objectives and goal achievement of their team members. Such a shift in approach requires immense effort, commitment, time and energy - not least by the HR team as they seek to upskill managers, educate employees and change hearts and minds. So what’s in it for HR? Is it not easier just to stick with the status quo and not make this transition?…
Deep down, you and your managers know the importance of strong objective setting if your employees - and the organisation - are to achieve their goals. And that's the case regardless of the size of your business. But, sometimes, you'll find that managers will simply have "too much to do" or claim it as an "admin burden" or that their team "know what to do" - and they don't set objectives.…
