Being a first time manager is a tough job. More than half of new managers fail in their first year, which in turn drives down engagement and leads to costly turnover. I wrote my new book, How Did Not See This Coming? to give new managers the tools they need to succeed. Throughout the piece I unlock
Recruiting and hiring the right talent is a process most organizations spend valuable resources on. Where many fall short though, is in the process completed over the first few days after a new hire begins: orientation. Most organizations fail to introduce, immerse, train and integrate new employees well in those first crucial days. Which is
Employees aren’t able to course correct when they can’t see their own mistakes. And though it may not be a pleasant part of a manager’s job, providing critical feedback is an important aspect of helping employees grow and succeed. By providing it, managers help them recognize where they’re falling short and how they can improve.
Traditional performance management solutions have typically been formal programs and annual review processes designed with an organization’s goals in mind. But they’re failing us. In conjunction with considering a more ongoing approach, to innovate and improve the process so that it actually adds value to an organization, HR professionals should consider adopting design thinking in