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DEVELOPMENT PLANNING

Four Development Actions to Help Employees Grow, Plus Five Tips for Creating Effective Employee Development Plans

An employee development plan can help your employee close the gap between where they are now and where they want to be. Managers can play a crucial role in creating these plans and helping their employees succeed—especially if they maximize the impact of their plans by including practical development actions and following some best practices for development planning.
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DEVELOPMENT PLANNING

Key Components of a Successful People Strategy

A people strategy is an important element of any business plan. Learn more about what a people strategy is and the five key components that every successful people strategy should include.
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360 DEGREE FEEDBACK

Three Reasons Employees Are Leaving Their Jobs and Three Strategies to Improve Employee Retention

Employee retention is a major challenge for companies right now across industries. And the talent shortage makes losing employees even more problematic. Let’s take a deeper look at the issue of employee retention and explore three common issues and their solutions. These strategies can help you manage employee retention and encourage employees to become even more engaged at work.
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HR SOFTWARE

Optimizing Your People Team’s Process for Employee Promotions

Promotion decisions can have a profound impact on the success of your employees and your company. And yet, while many organizations have invested in implementing consistent performance management processes, they have not taken the same steps with their management of employee promotions. If this is true of your company, consider the importance of an effective promotion process and how you can overcome obstacles with the right solutions.
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DEVELOPMENT PLANNING

Developmental Reviews vs. Performance Reviews and Why You Should Use Both

Performance management is key for helping your employees thrive in their roles and helping your organization plan for a successful future. Effective performance management involves multiple tools at your disposal. Two critical tools are developmental reviews and performance reviews. Read on to learn about the distinct roles each of these review types can play for employees and your company.
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DEVELOPMENT PLANNING

5 Common Reasons for Performance Issues (Plus 3 Tips to Create an Effective Performance Improvement Plan!)

In a perfect world, all employees would be top performers every day, week, quarter, and year, but we know that’s not the reality. Addressing performance issues can be an uncomfortable and daunting task for many managers, but avoiding the issue only makes it worse.
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360 DEGREE FEEDBACK

7 Tips for Getting the Most Out of Your 360 Degree Feedback Process

Improve Your Leadership Skills Through 360 Degree Feedback Research has consistently shown that the receipt of 360 degree feedback results in positive behavior change. As a leader receiving 360 feedback, the results that you achieve are going to be directly related to the actions you take in response to your feedback results. Follow the 7 steps outlined below to realize the benefits of the process and achieve your career goals. → For more information on 360 degree feedback, download viaPeople's whitepaper: The 360 Degree Feedback Advantage.
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DEVELOPMENT PLANNING

Personalized Performance Goals Drive Employee Engagement & Exceptional Performance

Setting goals is not just about documenting what we are hoping to accomplish so that we can measure against it later. Goal Setting is about motivating effort and action to facilitate high performance. The theory of Goal Setting is regarded as among the most valid and practical motivation theories in the fields of Industrial Organizational psychology and organization behavior. Click here to read about the foundation of Locke and Latham's theory of Goal Setting.
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360 DEGREE FEEDBACK

360 Degree Feedback Still Shines Bright - If You Do It Right

Don't let the lights go out on your 360 degree feedback process!
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DEVELOPMENT PLANNING

Talent Management Strategies to Combat the Global Talent Crisis

Goals for 2012 are set and everyone is moving forward in the same direction (*fingers crossed*). So, let us now shift our focus to the development planning aspects of
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