Tag Archive: reward

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.