An important starting point is to acknowledge that most people don’t leave jobs, they leave their manager.
A starting point is to define the values, attitudes and behaviours you want to see in your employees.
As a business leader, you need to realise that we all have different sensitivities that trigger our reactions.
Motivating employees was traditionally linked to pay for performance. But not everyone is motivated by money.
The starting point with any role you are going to recruit is to put a job analysis together.
Rather than being a destructive process, a performance review should be constructive, allow for two-way conversation and focus on output.
With a massive talent shortage, the “you’re lucky to have a job” type of management approach just doesn’t cut it any longer.
Keep your own personal sensitivities to the smell out of it. Your only focus is the impact it potentially has on your business.
Thanks to the internet, candidates are savvy, well rehearsed and armed with prepared answers and their sales success stories. So it’s time to get back to basics.
With workplace relationships on the rise, it’s important to ensure you have comprehensive internal policies and procedures in place.