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Viewing entries tagged with 'performance'

The Power of Why

Posted by denise on 17 February 2017 | 0 Comments

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Simon Sinek’s ‘Why’ movement connects at so many levels.  The Why of what we do, the Why of what organisations do. 

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How to have a Courageous Conversation

Posted by denise on 10 February 2014 | 0 Comments

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Let’s face it, few people like or embrace conflict situations.   Given the choice, most people avoid facing up to conflict, whether that’s in the workplace, in our personal lives or when somebody has jumped the queue in the supermarket.  It takes courage (and skill) to get the issue out into the open and move it to a positive resolution.  

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Culture & Values = Double digit growth

Posted by denise on 3 September 2013 | 0 Comments

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We keep hearing about the importance of company values.  But it often feels like the fluffy, nice to have, side of organisation development. 

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The Power of Praise

Posted by Denise on 17 July 2012 | 0 Comments

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Whether you’re a parent, aunt/uncle, grandparent, godparent, etc., you’ll understand the power of praise on a young one.  How it can turn around negative behaviours and instill self-confidence, esteem and a positive work ethic that provide the foundations for success in life. 

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How to ... give quality feedback

Posted by Denise on 7 March 2012 | 0 Comments

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Feedback.  The cornerstone of performance management, but usually not executed well, or at all.  Employee surveys are consistently telling us  that  employees are not getting the feedback and direction they need and that many managers lack good feedback skills.giving feedback 

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How to Address Poor Performance

Posted by Denise on 3 January 2012 | 0 Comments

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... and avoid a bullying allegation

Poor staff performance is one of employers’ most common complaints. Managers faced with difficult conversations about work standards and potentially litigious staff  often avoid dealing with it or don’t handle it very well.  But ignoring the issue can demotivate other staff, so tackle poor performance firmly and with early intervention.

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360° feedback : The Good, the Bad and the Ugly

Posted by Denise on 28 April 2011 | 0 Comments

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Paint this picture.  Annual review period is around the corner.  Discussions flow at senior management level about the current process; it’s ability to draw meaningful information against which to rate an employee’s performance; how to get round the subjective assessment that can occur between line manager and employee.  The light bulb goes on.  Let’s introduce 360° feedback into the process.  Problem solved.  Or is it?  Organisations that do a poor job of introducing and implementing 360° feedback run the risk of unearthing a can of worms that can leave  employees feeling aggrieved, especially when it affects compensation decisions.  The outcome is disengaged employees who may ultimately vote with their feet.

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