Every team, however small or big sets goals for itself as a whole as well as for all the individuals. While some believe in setting up goals that are ‘highly ambitious’ others think ‘being practical’ is more important to keep the team members’ morale up. When it comes to ‘stretch goals’ what makes people have
How do managers become successful? By ensuring their work is completed on time? Delegating work to their employees? Is there a secret mantra that they can use to accomplish every objective set for them? The answer to these questions lies in the primary job responsibility of a manager: ‘to manage’ As a manager, you have
LinkedIn recently released its list of top attractors that people would love to work for. Featured prominently amongst the top are Google, Facebook, Salesforce, Apple and a few others. What makes these companies appear regularly in such lists? Is it just their salary? Leave structure? Or is it because of the perks? Apparently it’s a combination
Do you think a really good speaker can become a great leader? Is it the only attribute required? Of course not! If that was the case, any person with good speaking skills would have been able to become one. Great leaders know that listening is as important as speaking, if not more. Leaders are known
A stand-up meeting (or simply “stand-up”) is a meeting in which attendees typically participate while standing. The discomfort of standing for long periods is intended to keep the meetings short. (Source: Wikipedia) Frequent reviews have become the need of the hour. While these are necessary, it is also important to not waste excessive time conducting
All successful companies, irrespective of their industry, have one thing in common. Motivated and highly productive workforce. And contrary to popular belief, a lot of effort goes into making them so. It takes well thought through development initiatives for employees to perform up to their potential. The more time, money and efforts they invest on employee
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Objectives & Key Results (OKRs) is a goal settings framework championed by Andy Grove at Intel in the 1970s. It was later popularised by John Doerr when he implemented it at Google in 1999 and it’s still being used successfully to this day. In fact some of the top management at Google attributes their disciplined
Since the time Management became a discipline in itself, most of the companies have been using techniques to efficiently manage performance of their human resources. Although many of them may not be aware of its name, MBO is the prevalent management philosophy adopted by corporates. While there are number of famous techniques in academia, only
Importance of feedback? Imagine taking a trip to the Himalayas. You are excited to drive all the way from your city. Do you just pack your stuff and leave? No. You determine your route and stick to it as closely as possible. Even with these preparations, you check whether you are on the right track
How would your employees react if they got to know their performance is not going to be reviewed? Pandemonium, right? Performance reviews are essential for both the managers as well as the employees. They provide an opportunity to have an insightful conversation. Managers get to know how their employees have performed throughout the month, quarter
Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management. Traditional performance management has proven to be insufficient to assess an employee’s contribution. Its primary focus is setting up a series of processes to measure the employee’s performance over the whole year. These processes end up having
An ideal employee goes beyond his assigned tasks or activities. He takes initiatives to further increase his contribution. This determines his accountability for his actions. Accountable employees own up to the responsibility of their actions. They ensure that there is an increase in the organisation’s performance. They help maintain a positive atmosphere & increase productivity. Nowadays companies
We all know that Managers are in a position to be the difference between a dull and a kick-ass team. They are leaders of their teams. They not only set the direction of their teams but also the mood. Each manager has her own unique style, method to manage the team. Having said that, many a manager have known to possess
We all have either said or heard (or both) ‘oh no! not again!!’ on announcement of the Annual performance reviews at the workplace. It is no secret that very few companies end up actually improving at the conclusion of the tedious review process. In fact, refer to the umpteen polls, surveys out there and one
It is no secret that recognition of hard working employees can benefit a company in many ways. Once an employee feels valued, he will know that his work is contributing towards the success of the company. In these hard economic times, when many employees are fearful of cutbacks and pay reductions, a couple of words of encouragement can
Many companies nowadays are trying to attract and retain people with great talent by simply promoting the fact that they have a ping-pong table in the break room. Sure, performance bonuses and free meals will be welcomed with open arms, but this is not always something that every employee wants and values in the workplace.
There are number of tools in the market that help companies in Employee recognition and Engagement. What is so different about UpRaise? What is the underlying philosophy behind UpRaise? Here are a few important factors that differentiate UpRaise For Employee Success, a JIRA add-on from rest of the tools. Adoption Employee engagement softwares are notoriously
Everyone wants to work in a productive and happy environment. You can ask anyone if they would want to work in an office that is boring, where nobody enjoys the time they spend together with their co-workers and where everyone just pays attention to work for completing it mechanically. We can safely assume that their
The fact is that, when your employees are engaged having a good time at work, their creative limits will know no boundaries. Unfortunately, almost 71 percent of all employees are not fully engaged by their jobs. And companies that have engaged employees have outperformed those who do not, by 202 percent. How do you find out