Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.
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Change isn’t always welcome, but it is necessary. Especially in this time of frequent and fast-paced changes in the market and economy, smart organizations recognize that improving programs and processes to better align with change is critical.
A lively panel, “Millennials Speak Out: How to Manage the Gen X Boss” at last month’s SXSW conference exposed the antagonistic attitudes between Gen X bosses and their Millennial direct reports.
In order to implement and sustain the changes needed to adapt to evolving needs, decision-makers generally agree that clinical and managerial teams must develop greater ability to carry out improvement or innovation projects in their ...Read more
The performance of Canada’s primary healthcare (PHC) system lags behind that of other industrialized countries. Well-targeted investments in PHC can improve the health of individuals and populations, which can in turn ...Read more
As leaders, we often see our employees go through various stages of motivation, contribution and engagement. Often, we get concerned when we see changes in how our employees seem to be responding to their work. We over think it, read into every action or reaction and then try to solve it by randomly calling a “one on one” meeting.
For the record, I am not a basketball fan and I do not particularly like using sports examples in my writing. Sometimes, however, witnessing an event and sharing the ensuing insight compels me to make an exception. This is one of those times.
Leadership is the most overanalyzed, thoroughly dissected, and utterly confused topic in business. Many leadership experts, myself included, make the topic of leadership far too complex, causing people to opt out of the chance to lead.
If you’re like me and follow HR-related press and HR blogs, you regularly read about a shortage of leaders. Executives all the way up to the CEO are expressing concern that a shortage of leaders will hinder business growth. But what is provoking these sentiments?