Build great Teams – People management

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Past Year – What Have You Learned?

Past Year - What Have You Learned?

Look back at this past year – what have you learned? Take some time now to reflect on how it’s gone and what you might do differently or better as a result. Look at the goals you set – both business and personal and think about how well they met the objective behind them.

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What Is A PIP And How Does It Work?

What Is A PIP And How Does It Work?

If you have an employee who’s not performing well, what do you do? Ignoring it is not an option as it will have an impact on the rest of your team and your business overall. The best things to do is to create a Performance Improvement Plan, which is a specific process.

The Performance Improvement Plan process is similar to a typical performance management process, it just uses more specific goals over a shorter time frame. The goals is to give an employee every opportunity to turn themselves around. If you follow the process, and keep appropriate records, it will speed things up if you have to pursue disciplinary proceedings, or even dismissal.

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Helpful Evaluations Support Your Employees

Helpful Evaluations Support Your Employees

Create helpful evaluations to share with your employees as part of your annual review process. Write the evaluation before you meet with the employee. Decide if you need to update it based on the review conversation. Once you have edited the evaluation provide a copy to the employee.

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Monthly Feedback Works – A Case Study

Monthly Feedback Works - A Case Study

Monthly feedback and reflection is a great way to make sure everybody’s on track. After setting SMART goals, ‘continual performance feedback’ is the best way to make sure your team can achieve their goals. Continual performance feedback can happen in many ways, but monthly in the form of self-review is one of the best.

This case study is from a client who had given up on goals altogether. We introduced SMART goals, and to reinforce them, added monthly feedback. It made all the difference for his team.

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How To Deliver A Productive Review

How To Deliver A Productive Review

When the time comes for an end-of year review make sure you deliver a productive review. It should be a good experience for both parties. It should help the employee move forward with a clear understanding of what they’re doing well and where they can improve.

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Impact Of Having No Induction Process – A Case Study

Impact Of Having No Induction Process - A Case Study

What happens if you have no induction process? Many small businesses I’ve worked with say they don’t need a formal induction process. They’re only small and it’s all pretty straightforward. There aren’t many people to meet; they’re like one big family and they all sit together. “We’ll show the new hire what they need to do as we go along. It’ll be fine.” I believe all companies need an induction process. Even if it’s based off a check list. Here I share a case study that demonstrates how thinking you can ‘wing it’ can back fire.

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End Of Year Status Check – A Case Study

End Of Year Status Check - A Case Study

In 2015, some very large companies announced they weren’t going to do end-of-year reviews any more. One small company decided these headlines were the excuse they needed to stop doing end-of-year reviews. A couple of years later, when I started working with them, the impact of their decision was being felt.

They use SMART goals and they check-in with their team several times a year, both of which are great. The challenge they had when I stated working with them was trying to raise the bar overall. That’s what I’ll share with you in this article.

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Status Check – Review Of Goals

Status Check - Review Of Goals

Olympic athletes periodically do a status check against their goals to see how they’re doing. Businesses should do the same for their goals to ensure success. Managers should also do the same for their employees to make sure they too can be successful. Communication about goals, and progress towards achieving them, should be two-way between the manager and employee. It should happen at least once a quarter and all feedback should be specific to the goals rather than being a general chat.

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Is A Question Simply A Question?

Is A Question Simply A Question?

Ask the right question and you’ll get the information you need. Communication is key to all aspects of managing people. The questions you ask in interview when recruiting. Making sure an individual has understood a request you have made of them once they are working for you. And a whole lot more.

There are, however, different ways to ask a question. That’s what we’re going to look at today. I’ve recently been sharing articles with you that focus on recruitment, so I will limit my examples to interview-based situations. The information provided here is valid for all situations where you might need to ask questions. There are different types of question so let’s look at some of them and find out when to use them.

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Extract Experience

Extract Experience

How do you find out if someone has experience that demonstrates they have the attributes you are looking for? In a previous article we discussed identifying the attributes that are most important for a particular role in your company. Knowing what you are looking for is the first step in finding the right person to hire. Once you’ve done that, how do you find out if the candidate has the attributes you are looking for? The best way to find out is to ask, but there are different ways to ask a question. You want to elicit open, honest answers that will help you decide if this candidate will fit in your company.

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