How to get the most out of Performance Reviews

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For many businesses the end of financial year is fast approaching and it can be a busy time for performance and salary reviews. The process can be time consuming for employers.  Many managers I speak to feel stressed and challenged by the conversations that need to be had! What can you do to ensure you and your employees get the most out of the process?

Make sure your employees have a clear idea of what is expected of them

It sounds obvious doesn’t it? but many of the employees I see who are underperformin have
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What is 360 degree feedback 360 degree feedback (also known as multi-rater feedback) is a process in which employees are reviewed by those around them at work (hence the 360 degrees) – their managers, peers and sometimes even customers or suppliers. Typically, the process is used to help people with their development, to improve their work skills and behaviours. Some employers use the process to evaluate performance and make decisions about things such as pay increases – which can be controversial.
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As a community we have become a lot more aware of the impact of bullying and the need to prevent it. From primary school age, children are now encouraged to stand up to bullies and in the workplace, there is a strong focus on preventing bullying behaviour. This is a good thing. The flip side is that ‘bullying’ is a term that gets bandied about, often inappropriately. Many managers that I speak to are nervous about managing poor performance or intervening in situations because they are unsure if the behaviour they are
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Feedback that is constructive is vital to employees’ ongoing development.  Feedback clarifies expectations, helps people learn from their mistakes and builds confidence. Positive feedback is easy – it’s not hard to find the right words to tell someone they’ve done a good job, or congratulate them on meeting a sales target. When things are going well it can be easy to become complacent about giving praise but stopping and smelling the roses is important to build employee confidence and encourage a culture in whic
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If hard work is its own reward as the saying goes, what role do incentives have to play in employee performance? Its human instinct to enjoy being acknowledged and recognised for our efforts. The common definition of incentives are rewards that link pay to the employee’s performance, however there are numerous ways to incentivise employees – not all of them involving money Those in favour of incentives argue that they are a great motivator for employees and when done well the competitiveness they spark can increase
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2018 has started with a bang, infact it's flying by, and you are keen to get moving on all those fantastic plans and new ideas you have for your business and success, problem is, you haven’t got the right team in place – yet. Finding the right employees for your business can be a business itself. Recruiting well can be a real competitive advantage but when things don’t go smoothly the impact is substantial – disruption to your business, reduced productivity, patchy customer service plus the long-term costs asso
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Training... hmm.  Most business owners understand the benefits of investing in their equipment, infrastructure or stock, yet some struggle with investing in their greatest asset of all – their people. Time and time again I hear that training is ‘not necessary’, a ‘nice to have’, too time consuming or too expensive. Instead of seeing training as an expense, or an obligation, we should look at it as an investment that pays the following dividends:

1. It allows your business to stay ahead of your competitors<

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‘Why do we need a bullying policy? We all get on like a house on fire’ is something I’ve heard numerous times over the years from business owners, whenever the word policies is mentioned.

There are three good reasons why your business should have a suite of workplace policies: 1. They set the standard of behaviour and performance expected of employees and provide clear parameters around what is and isn’t acceptable in your workplace. 2. They reduce the risk of problems in the workplace. Employees know
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Have you ever interviewed someone who looks great on paper and interviews well but there’s still something you’re not sure about? It can be a challenge to obtain the full picture during an interview. Whilst education, skills and experience are all things that you can question a candidate about, we often rely on gut instinct when it comes to assessing things like personality and behaviour. Relying on gut instinct can be a risky approach because of the potential for personal bias to creep in (see below about Unconscious Bi
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The recruitment process is serious business! Now that you’ve made the decision you need to hire someone, you probably wish you could click your fingers and find the perfect person. Advertising the role, and shortlisting and interviewing candidates can be a time- consuming process which can be especially challenging for small business and franchise owners trying to run a business with limited resources. Once again, planning the process is paramount. The first thing you will need to decide is whether you are going to cond
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