June 21, 2016

Three smiling office workers

Leadership styles of executives dictate the outcome of operational success. A positive leader engages employees and motivates them daily. A negative leader impacts turnover and leaves employees feeling defeated. What kind of leader are you?

A leader that acts as a mediator enables employees to produce their best work through collaborative relationships and consistent feedback. A mediator’s leadership style acts on behalf of a larger group. They make employee needs a priority and are able to create a productive environment. Positive leaders get organizations put on “Best Places to Work” lists, while employees compete to work under them. Good leadership can be felt throughout the entire organization. Open two-way communication decreases misunderstandings and boosts morale. Employees feel that their work is impacting the success of the company and want to develop their skills as a result.

May 17, 2016

Young woman holding tablet

Everyone likes to be positively acknowledged for their work, and nobody likes to spend time and energy working on a project only to be told to start over. Timely feedback can reward work or allow check points to ensure a project is on track. Managing employee performance is one of the most critical challenges any organization will face. If the core of your company isn’t performing well, you need to understand why and be prepared to give specific developmental feedback. Implementing a performance management program can help your company track employee performance and the fulfillment of goals while maintaining a high level of employee engagement and motivation.

Performance management allows employers to understand strengths and weaknesses of the overall team. This holds each member accountable for their actions and work, while allowing you to have complete faith in their ability to help the organization stay competitive in the changing marketplace. Annual performance reviews have become a thing of the past as they ineffectively gage employee work and performance. Performance management isn’t a yearly score; it’s an ongoing conversation and coaching with a strong focus on employee engagement.

March 16, 2016

Manager and employee in a performance review

Performance management is not the annual performance review that it once was. Performance management has transformed into a consistent conversation and feedback loop between you and employees. This allows team members to direct their own career development toward company goals. Performance management helps you understand the strengths and weaknesses of your team, then adapt to best utilize their core competencies. Employees will flourish when you start using performance management that is driven by ongoing feedback and communication. 78% of employees said being recognized motivates them in their job (Source) and performance management is a great way to identify those successes.

October 16, 2015

Woman with glasses smiling in office

Most businesses wouldn’t be where they are today without setting goals or reviewing performance of the company and its employees. Goal-setting and performance reviews create a solid foundation for company growth and success. Performance reviews enhance employee engagement and, according to The Hay Group, companies with high engagement have 2.5 times more revenues compared to those with low levels of engagement. As strategies to improve employee engagement continue to keep HR and business leaders up at night it’s important to understand the factors that contribute to employee engagement. According to Forbes magazine, the five elements that drive engagement are:

  1. Meaningful work
  2. Hands-on management
  3. Positive work environment
  4. Growth opportunity
  5. Trust in leadership

A solid performance review process touches each one of the fore-mentioned elements. Employee success is made possible by reviewing progress often, integrating personal goals with company goals and providing employees insight into how their actions contribute to company success. Read on to explore the benefits of performance reviews and goal setting while also avoiding mistakes before they’re made.

June 23, 2015

Goal Ahead traffic sign

Have you ever tried to drive somewhere with no idea how you were going to get there?

No maps. No GPS. No Siri to guide you turn by turn as you arrive smoothly and safely to your destination. No copilot who knows the way. The only knowledge guiding you is your ability to drive a car and read the signs along the way.

Hard to imagine, isn’t it? Sure, you may get there. But, how long will it take you? How much gas will you waste driving in circles? How many times will you have to swallow your pride and ask for directions, and then try to decipher those directions as you pull away?

Exhausting. Frustrating. Time consuming. Costly. These are the words that immediately come to mind during this journey … save for those that aren’t fit to print.

Imagine that you went through all of this and found your way. You’re relieved and excited, but it quickly fades away because you have no idea what to do now that you’ve arrived. Nobody told you. You just knew you had to get there. Now what?