How do you help employees reach their greatest potential? How do you set performance expectations and help those you know could be performing so much better than they actually are? Can you identify gaps in training or communication among roles and hierarchies?
You may conduct annual performance reviews with your employees or have some type of time-based evaluation system at your company.
What protocol or performance improvement templates do you have in place to actually do something about struggling employees?
Raise your hand if you enjoy managing the annual employee review process. (Cue crickets).
Nobody enjoys annual reviews. Employees find them bothersome at best or nerve-wracking and nausea-inducing at worst, depending on the culture of the company. Managers find them time-consuming and ineffective, but they continue to go through the motions because it’s a box that has to be checked.
The process of finding the right employees for your organization is never a particularly easy one. Just finding someone who can perform the job tasks alone is challenging enough, but there are other factors to consider beyond ability. In the last few years, employers in all industries have faced some common challenges in the hunt for the best talent. Here are a few trends affecting the staffing process currently:
The buzzword in benefits and compensation training these days is Total Rewards. In the competition for talent, it’s not enough to offer a high salary—you have to have the entire package. In fact, more and more Millennials and Generation Z value perks other than base salary. Fortunately, some of these perks can be simple and affordable even for small businesses.