Throughout my 15 year HR career, I have always been responsible for the appraisal piece of a business – this involves a wide range of practical tasks including organising and implementing the appraisal policy and process; training managers and subordinates on what is involved; how appraisals should be conducted; how to give feedback – both positive and negative; and then finally a training needs analysis based on the “development” or “improvement” areas identified for each individual as a result of their performance. Continue reading
So it’s early on in a new year, and hopefully you have had some time to sit back and reflect on the year that was. Hopefully you have set your goals to achieve in 2017, and being early Feb, you are well on your way to achieving them. Part of this goal setting might be about actively seeking the next stage in your career, or simply looking for a new job. Continue reading
The focus of a recent coaching session with one of my protégés was the treatment of her by two other colleagues, who had been allegedly spreading rumours about her perceived extra-curricular relationship with a senior member of staff.
Naturally, my protégé was terrified of confronting the situation. In fact, I believe most people don’t confront issues that are bothering them, for fear of retribution or worsening the situation. So people go on to tolerate unfair and unreasonable treatment, which, in truth, can negatively affect someone’s reputation, performance, self-esteem and consequently, life in general. Continue reading
Workplace goals exist to move the business forward in line with the organisation’s vision and strategy. They can come in varied forms but the SMART acronym (the letters of which have many interchangeable versions with the same idea) is one basis often used to assist with goal creation and setting. Generally, your SMART goals will be set for you either by direction from your leader, or collaboratively, in line with what the business wants to achieve. But what about what you want to achieve?