People Management

Goal-setting is about making aspirations achievable. It’s also an opportunity to boost your team’s confidence, align their objectives with corporate strategy and monitor individual progress. […]

The unfolding of a new year is traditionally a time for reflection, and the perfect time to plan your company strategy for the year ahead. […]

Does your organisation actively promote open expression? To see how you’re faring, we’ve put together a quick-fire Freedom of Opinions audit.

Organisational Fit is about aligning your company values with the personal values of your employees. Getting it right has been shown to improve job satisfaction and reduce employee turnover.

A pat on the back is easily doled out. But giving meaningful, timely and motivating recognition to your employees takes some thought. It’s worth making the effort: a 2015 study showed that praising your employees’ strengths is many times more effective in driving engagement than trying to correct weaknesses.

Watching your employees grow and develop is a great feeling, perhaps even better than the thrill of learning a new skill yourself. Once they gain experience and start progressing within your organisation, they’ll only be looking up.

We can’t all be lifesavers or world leaders, but we all need to feel like we have Meaningful Work. From the CEO to the new trainee, having a sense of being valuable motivates us to give our best effort, so how can we make sure our teams find their work meaningful?

Autonomy is freedom. It’s independence. It’s when you throw away the Lego instructions and still build something that resembles a spaceship. It’s also one of the toughest things to get right as a manager.

A sense of accomplishment is a lovely thing, and it’s also crucial for a productive workplace. Remove that glowing feeling and things start to unravel pretty quickly. So, how can we help employees gain a sense of accomplishment?

Understand the real driver of your business – the people. Peakon.

Asking for feedback from anyone can be a daunting process, especially when you may not know what the response will be. However, feedback is crucial for the continued growth of any business, and for maintaining a good level of trust between employees and their leaders. But is there a right time to start gathering this feedback?

With dozens of networking events always on offer, an increased number of outreach opportunities through platforms such as LinkedIn, and more ways than ever to cross paths with potential candidates, there is a huge pool of talent at your doorstep. Perhaps you will meet these potential candidates before you’re ready to hire. But that doesn’t mean you should let them pass you by…