Performance Management

In the ever-changing landscape of the business world, one constant remains: change. As Leaders, it is our responsibility to ensure the continuity of our organizations, even as key individuals transition out of their roles.

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Succession planning is a process that very few companies do well. The keys to succession planning are creating a process including areas to evaluate each candidate and you need to stick to it for that period.

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Employee retention is critical to the success of an organization. High turnover rates are costly and can affect the organization in many ways. Not only does it create productivity issues, but it also hurts morale and future recruitment efforts for the organizations.

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As we start the new year, it might be a good time to review your HR program, including your policies and procedures. Too many accept the status quo and never consider modifying, dropping, or adding new policies to address today’s work environment.

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As we start the new year and think about achieving success for the company and as individuals, it is important to set targets and expectations to measure performance. Many businesses look at the overall performance or year-end results and consider how to measure this, and how various aspects should be weighed based on their importance…

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Employee recruiting has changed completely since the COVID-19 pandemic. It started with interviews and meetings being conducted virtually via Zoom or Teams.

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Some would argue that performance management (PM) isn’t necessary in today’s business landscape. I would argue the opposite.

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Does age determine wisdom?  It might to some extent.  In many businesses that have long-tenured employees, there is a tendency to hold back those people with fewer years of experience – only because they believe that this means they have less knowledge.

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