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Maybe you’ve started to notice it at local businesses you frequent. The cashier at the supermarket looks unkempt. The new receptionist at the salon has no customer service skills. You thank the waiter for bringing the check, but he doesn’t thank you.
A new survey conducted by Willis Towers Watson, a leading global advisory, broking, and solutions company, finds salary increases are expected to remain basically flat next year, at 3 percent.
In recent years, there has been a movement toward flatter organizations. The shift, aimed at greater equality, is based on the idea that each person understands his or her responsibilities and will act accordingly.
There has been a great deal of debate in recent years about eliminating the performance appraisal, as well as confusion about what steps various companies have already taken.
With college intern hiring on the increase, it’s a good time to review internship best practices.
Employees’ perception of their company’s senior leadership is far from favorable, according to research from Willis Towers Watson, a leading global advisory, broking, and solutions company.
Nearly everyone has opinions—and complaints—about performance management. The annual performance review in which employee and supervisor fill out a form and sit down for a talk is rapidly going out of style. Although that system addresses an employee’s strengths and weaknesses and may even include a discussion of goals for the future, it’s increasingly seen […]
By Morag Barrett In yesterday’s Advisor, guest columnist Morag Barrett made the case for why HR must be brought into the 21st century. Today she elaborates on what this means for performance management and training.
When performance management is mentioned, people often think of the employee performance appraisal or review, however, performance management involves so much more. Properly constructed appraisals should represent a summary of an ongoing, year-round dialogue. Focusing only on an annual appraisal form leads to misunderstanding and a lack of appreciation for the benefits of performance management.
Yesterday’s Advisor reviewed 6 of 10 flaws that can afflict typical performance management systems; today, we present the final four pitfalls to avoid while you’re assessing employees during appraisals.