Kazoo
OCTOBER 29, 2018
Let’s take a look at what today’s top talent really wants, and your performance management strategy’s role in making it happen for them. Managers are on the front lines of this, ensuring that employees are getting what they need to succeed, whether that’s in terms of coaching or training. appeared first on HighGround.
Kazoo
APRIL 5, 2016
Instead of force- fitting into a tired once-a-year review cycle, give your managers easy to use, mobile-friendly coaching tools. Throw the traditional annual review out the window and alternatively, use the record of the coaching conversations as a year in review and forward-looking discussion.
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Kazoo
DECEMBER 17, 2018
The authors point to a new future shaped by the gig economy and technological advances and, in this except, the implications of each: “The result of these trends is an even tighter labor market with new demands for developing and retaining top talent. That bond, of course, leads to a more meaningful work experience.
Kazoo
DECEMBER 21, 2016
If you’re acting like a judge rather than a coach during performance reviews, you’re doing it wrong. 7 Smart Ways To Give The Gift Of Experiences, Not Things. Check out some experiences you can give employees during the holiday season. Want Top IT Talent? Top IT talent is hard to find.
Kazoo
MARCH 5, 2019
Have you downloaded Josh Bersin’s latest report yet, Talent, Technology, and HR Predictions for 2019 ? Bersin covers quite a bit of ground, but we wanted to call out some interesting stats and ideas on performance management and the employee experience. Add in continuous feedback, regular coaching, and agile goal setting.
Kazoo
JUNE 22, 2016
New, ongoing forward-focused performance review processes are uncovering talented (and in some cases, under-qualified) managers. In 2016 it’s imperative for managers to be supportive mentors and coaches for their teams. appeared first on HighGround. So, what happens when managers are better? So are their employees.
Kazoo
MARCH 27, 2018
The best experience and highest levels of productivity and engagement happen when employees are formed into teams. For Hitachi, this was to: Create a robust, connected, data-driven process to better understand their talent. Implement agile, transparent goal setting, frequent feedback and coaching.
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