Need help setting up your goals? Read this post on SMART goals. We’ll show you exactly what SMART goals are, why they can be so effective, and how you can write SMART goals for yourself.
The key to having a successful team is not to avoid conflicts but to manage them effectively. This article provides an overview of the types of conflicts within a team, how they are caused, and how to approach solving them within a remote environment.
You can still establish a great work culture even with a remote team. Read on to see how you can create one with a remote team.
While most employers seem to only focus on the physical health of employees, their mental health is just as important.
Having more money to give your employees may put a smile on their faces, but it's not the only way to keep them happy. Here are eight employee engagement tips to help you get a happier workplace.
In order to maintain a productive and positive work environment, it's essential to give feedback that is both timely and constructive.
Somewhat similar to SMART goal construction, when you're leaving comments for your employees you need to be objective.
Tools are becoming faster, more efficient, and easier to use. Technology providers, such as ourselves, recognize the speed at which business is happening.
It's important to understand the role that leadership plays in promoting employees. While someone may be great at their job, they must also learn how to be good at leading a team.
According to a Gallup survey, only 34% of employees are actively engaged in their work. That's a record high! Isn't that depressing?
Heading into 2021, business leaders need to set the example for their workforce. Just as with other corporate benefits like vacation days or reimbursements, managers should set the example.
We took a cursory glance at Twitter to see what the crowd thinks of year-end performance reviews. The results were not unexpected...
According to a survey of Fortune 1,000 companies done by the Corporate Executive Board (CEB), 66% of the employees were strongly dissatisfied with the performance evaluations they received in their organizations.
People are afraid to give too strong of an opinion for better or for worse. This leads to common mediocre responses. Middle of the pack thinking makes it much more difficult to learn.
The standard 1 on 1 performance review is outdated, unhelpful, wildly subjective, and biased. Keeping the meeting between a manager and employee is not the future of workforce management. Three's a crowd!
December, it's the holiday season. The air is crisp, gifts are being purchased. In the office though, things are hectic. Year-end quotas are being met. Employees are working overtime...and teams are gearing up for employee performance reviews.
Naval Ravikant, founder, investor, and progressive thinker, came up with this phrase in response to a Warren Buffett quote from a Berkshire Hathaway annual shareholders meeting, "Praise by name, criticize by category."
We call them performance reviews. This is somewhat of a misnomer. Yes we're looking back at how you've done, but what is the purpose of a performance review, really?
When it comes to dealing with employees, one of the hardest things to do is to give honest feedback. It's difficult because we want to build positive relationships with the people who we're spending so much time with
By learning how to give quality feedback, you are equipping yourself with a business communication skill that fosters individual growth, a healthy work environment, and the advancement of overall performance.
Here are some answers to questions we've come across.