We’ve seen a lot of things change in the last few years in performance management. Some companies are moving away from annual performance reviews, and towards more regular feedback processes throughout the year. Others are eliminating hierarchical management models and going with ad-hoc teams and role-based management. But the more things change, the more one thing has remained the same. Goal setting (based on mutually agreed-upon goals) is still one of the most effective tools in the manager’s toolbox for managing performance.
The Health and Social Care Act 2012, secured explicit recognition from the Secretary of State for Health, to work towards ensuring 'parity of esteem' between physical and mental health, to ensure that people with mental health needs receive the same quality, education and quantity of services as those with physical health needs.
As a result there have been continuous calls for all areas of society to be better informed about how to support, care for and employ people with mental health issues.
And people living with mental health problems have a stronger voice in public debate than ever before, largely through social media. Mental health awareness needs to be a central part of any health and wellbeing agenda.
In today’s world, organizations that fail to adjust their learning management practices and solutions often struggle with organizational growth or productivity. As a result, leading companies are abandoning traditional methods of learning in favor of more effective solutions—often involving technology innovation—that engage talent and improve performance. This report highlights key trends affecting the future of enterprise learning and recommendations for selecting the right provider.
One-third of companies are increasing their budget for learning and development.41 percent of companies describe their culture as “Controlling.”Only 10 percent of companies are leveraging mobile learning solutions.59 percent of companies are leveraging social learning activities.
Via The Learning Factor
Emotional intelligence predicts people’s ability to regulate themselves, manage other people, and achieve success. Research shows a link between emotional intelligence and career success. Not everyone is born with it, but unlike IQ, emotional intelligence can be acquired and improved with practice. So, how can we tell if someone’s got it or not? Here are five signs of people with high emotional intelligence. These are qualities that are easy to assess in every day situations.
Sign No. 1: They handle criticism without denial, blame, excuses or anxiety.
One of the hallmarks of high emotional intelligence is self-awareness. Self-awareness is a deep understanding of what makes us tick; what angers us, makes us happy, bores and interests us. It’s also means that we can appraise ourselves, faults and all, with great honesty and clarity. So when people with high emotional intelligence make a mistake and get criticized for it, it doesn’t send them into an emotional tailspin. It’s simply a fact to be noted, analyzed and corrected.
Meetings are a great way for managers to have quality development opportunities with their people. Sadly, survey research originally conducted by The Ken Blanchard Companies together with Training Magazine in 2013 shows that most managers are missing the boat.*
Surprisingly, while meetings should include discussions about goals and objectives, it’s not happening as often as it should.
It’s about time someone demystified and explained the differences between recognition and reward. Recognition and reward are two completely different things and are used for different purposes. Some people and their organizations tend to see the two as being one and the same. I’ve seen way too many managers and employees not understanding either the subtle, or even the more obvious, differences between rewards and recognition. Unfortunately, even professional and industry trade associations perpetuate the problem with no uniform vocabulary or definition.
In a world where almost half of the companies on the Fortune 500 today will likely disappear in 10 years, learning is key. Only companies that have a dynamic workforce can hope to keep up, which means chief learning officers today have a profound part to play in helping their organizations survive and thrive.
Learning helps to attract, engage and retain the best people. And it allows workers to develop new skills that align with the changing needs of their businesses. Disruptive learning is not the enemy. Disruption is an opportunity for us to make our organizations more agile and ready for change.
Here are three ways CLOs can create a more engaging learning environment by leveraging technologies that have disrupted the market.
Millions of hours are wasted on sub-standard appraisals every year. Managers fret whether they’ve done the process right; appraisees feel demoralised. We take an in-depth look at three examples of next-generation performance management, and ask whether these are a better way to get the most out of your people
Managers sometimes have difficulty focusing on both people and results. They want associates to feel excited about their work, but also need them to perform. Many managers feel they have to choose—and most choose results, focusing on people only when improvement is needed.
If organizations want to create a more balanced coaching culture, leaders need to change their mindset and behaviors. They must acquire the skills to have effective conversations with their direct reports—conversations that not only make people feel safe and valued but also lead to decisions and actions that help them grow and unleash their full potential.
For me, weekends are a time to reflect upon my thoughts and be creative. Last weekend wasn’t any different. A bizarre thought crossed my mind that there was a connection between “Employee Retention” and “Successful Marriage.” At first, I thought that people might ridicule my idea but a second thought urged me to give it a try. Let me ask you few questions –
Who is responsible for retaining “high performing employees”? Is it the responsibility of the Functional Head, The HR or the Management team of the Organization?
When does the recruitment process start?
Who is responsible for the successful marriage? Is it the responsibility of the Couple, Parents of Couple or the Society as a whole?
It is easy to think of meditation as a waste of time or something to be done only if you had spare time on your hands. But according to author Tom Evans, when you get into the habit of meditating each day, even if just for 10 minutes, you will discover a range of attributes to boost your business.
Here are Tom’s top five business hacks as a result of bringing mindfulness into your life:
One in 10 people in the UK is dyslexic, myself included. I've experienced first-hand so many outdated attitudes towards dyslexia and other learning differences. Yet I feel proud of the innovation and creativity dyslexia allows.
One issue employees have with receiving feedback is that it feels like an annual event. Providing more consistent feedback is a start. But creating a work culture of accountability in which constructive criticism is par for the course is also crucial. Our research has shown that accountability is a major issue, with employees claiming that their companies don’t do enough to ensure that everyone is doing their job.
Most organisations are under pressure to evolve their businesses at a faster pace as they try to get in step with rapid changes in the business landscape, technology and customer behaviour. That means HR departments, too, need to become better equipped to lead the organisation’s people through constant and rapid change. They need to build a more agile workforce that is ready to adjust to the evolving needs of the market. This goes beyond offering people flexible working arrangements such as flexible hours or the ability to work from home.
Every office has its arguments, disputes and conflicts – but there are several steps that HR can implement which have been proven to significantly reduce the possibility of a colleague-on-colleague fight.
Author and self-help guru Kul Mahay believes that “a happy workplace is a productive workplace”, and has given his tips on how best to avoid arguments and diffuse tension at work. A former police officer himself, he advocates resolving conflicts before they turn into something more sinister.
Mental illness at work is still a precarious and lonely experience for many employees. Stephen Bevan of the Institute for Employment Studies looks at four areas where more progress is vital. This article is in support of this week’s “Free your mind” cycle ride in aid of the Black Dog campaign to end the stigma of mental health problems.
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