According to a new survey by Korn Ferry of nearly 5,000 professionals, being bored and lacking challenge is the number one reason employees will seek a new job in 2018.
One of the biggest disciplinary issues HR encounters is a lack of performance or discipline documentation on an employee that a manager wants to terminate. It is very difficult for HR to proceed with a termination request when the employee has only stellar performance reviews in her file.
Employee appreciation is a key element to achieving high levels of employee engagement and retention. Employees that feel appreciated have increased productivity and tend to feel better about their work. But if approached the wrong way, it could backfire.
A recent survey revealed that 58% of executives think that their current performance management approach does not drive employee engagement or high performance. More and more companies are doing away with annual performance reviews all together. But how are they doing it successfully?
2017 is right around the corner, and the HR industry is ever changing. The war for talent continues to evolve, performance reviews as we know them are disappearing, and just when we figured out the Millennials, Generation Z is entering the work force. Let’s look at some trends being predicted for 2017.
In today’s politically correct environment employee feedback has become a challenging proposition for managers. Having a tough conversation is even more difficult when the employee is not receptive and thinks he has done no wrong. At performance review time, the wrong words and/or intonation could lead to a lawsuit.
The old saying “timing is everything” could not be truer than when it comes to handling tricky FMLA and ADA cases. It happens often enough that an employer discovers employee performance problems or misconduct while the employee is on a FMLA leave or is receiving protections under ADA.
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