If you set goals (preferably SMART goals) for your team, have you checked to see how they’re getting on? Are they on track? Hopefully they are now well on their way to achieving those goals, but have you actually checked? Do you need to make adjustments to help them get back on track or to stay on track? Or are they doing well? If they’re doing well have you taken a moment to let them know?Read more →
As previously discussed, if someone is the wrong fit within a company it can affect productivity and performance. Last time I shared a case study that shows how a change in culture within a company can affect employees. Today I’m sharing a case study that shows why taking the path of least resistance is not always best. In this case it was around a wrong fit situation. Short term my decision made life easier, but long term having the right fit would have been better.Read more →
As mentioned in previous articles, how well someone fits within a company can be vital to their productivity and performance. If they aren’t the right fit, the costs associated with managing the situation and replacing them can be significant. Here I share a case study that shows how cultural change within a company can affect employees.Read more →
In previous articles I explained what I mean by cultural fit and why you want to take it into account when you hire. How do you reduce the risk of hiring someone who is not the right fit for your company? First identify the attributes the person will need to be successful in the job in your company. Then interview to find out if the person has those attributes.Read more →
The photo accompanying this article shows Jenson Button driving his Formula 1 car in a race in 2010. I’m sure Jenson and his team had a series of SMART goals that lead them to all that they achieved over the years. This article examines 2 articles about SMART goals. First I’ll summarize the linked articles and I’ll share some thoughts about what these authors are saying. Today’s topic is SMART Goals – which as some of you who’ve read earlier articles of mine, and who receive updates about my personal cycling goals (contact me if you want to be included) will know I’m passionate about.Read more →
What are your ‘lessons learned’ as you reflect on the past year? The end of the year is a time we typically look back on the goals we set at the start of the year. Hopefully they were SMART goals and you know if you achieved them or not. The end of the year is also a traditional time to step back and look at the bigger picture of the year overall.
If you look back at this past year – both business and personal – what do you think went well and what didn’t? Now is a good time of year to take a few minutes and quietly reflect and write some positives and negatives down, before we get caught up in the festive season. It doesn’t need to be tied to specific goals, think broader and bigger.Read more →
When the subject of the end-of-year performance review comes up, many people say their experiences over the years have not been good.
Those people who have had a good experience with their end-of-year review are people who were not surprised by the outcome presented in the review, because they had clear goals to work towards, and received ongoing feedback along the way. They were also people who received a well-written accurate and balanced evaluation that was tied to their goals.Read more →
Create a well-written evaluation to share with your employees as part of your annual review process. In it, reflect on the goals that you agreed with them at the start of the year.
Be clear about the strengths that the employee has demonstrated. Equally, be clear about any areas of weakness that have shown up, where there is an opportunity for improvement. Mention any development needs that have emerged, and above all write it in a fair, balanced and constructive way.Read more →
What will you do if a key member of your team leaves? Do you have a plan ready to roll out if that happens? If you don’t have a plan, what are the implications of this person leaving?
Succession planning is relevant to companies of all sizes. If you run a small company it might even be more critical than for a large company. Losing one person in a small company may mean you lose a whole department.Read more →
Your company should have a workforce planning process to ensure it has the right number of people, with the right skills, employed in the right place at the right time to be able to deliver your company’s objectives.
Your workforce planning should be linked to your company’s strategic business goals. You should review your plan regularly so your company can stay ahead of the game as things change. As employees come and go, and as your company grows, you should always know ahead of time which people you need to be looking to hire so you have the right people on board at the right time.Read more →