When handled well, employee promotions create opportunities to celebrate success, make employees feel appreciated, and have the added bonus of motivating other employees to mirror their colleagues’ upward career trajectory. But when handled poorly, promotions can foster feelings of rivalry and…
Let’s face it: typical performance management systems are painful. No one enjoys the stilted, scripted, and awkward process of the yearly performance management review. And the results? Not particularly inspired or useful, kind of uncomfortable, and the process itself can…
The investigation is done and the report detailing the findings of the investigation is ready for dissemination. The question that always seems to pop-up is: do we share the report with the complainant and/or the respondent? After all, this whole…
The start of a new year often brings up the annual performance review and discussions about what kind of performance goals to set for the year ahead. As important as it is to focus on performance goals, the performance review…
We’ll admit upfront that we’re a little biased: we’re strong believers in the benefits HR can bring to any business. As HR consultants, we get to witness first-hand how solid HR practices have a hugely positive impact on organizations of…
Most employers have a keen eye on absenteeism, but what about presenteeism? On the job time-wasting, when employees come to work and under-perform, can happen for a multitude of reasons. Whether caused by fatigue, illness, or low levels of engagement…
Engaged HR is pleased to welcome guest blogger and DisruptHR speaker Silke Pleus. She is a highly adaptable Senior Human Resources & Business Leader with proven skills in translating an organization’s vision and desired culture into effective HR strategies. Silke's blog…
Have you been here before? You have an employee who just isn’t performing and everyone is walking on eggshells around them? We all want to develop employees who are engaged and perform well on the job, and to achieve this,…
Has this happened to you? You hire a new employee and they are doing great! They are eager, competent and picking up on the work really quickly. You like working with them and things seem to be going great! Then,…
Poor performance and poor attitude comes at a cost to managers and organizations– they cost money, time, turnover, morale and energy. Underperformance may be intentional; for example, a disengaged, disgruntled employee may engage in unproductive or disruptive behaviour, or may…