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How effective is a personal improvement plan (PIP) really?
PIPs have a bad rap, with some people seeing them as a formality before the inevitable firing. But they can be an invaluable tool in helping to raise and nurture performance across an organization if you get them right. 58% of people on average see an improvement after getting a PIP. But with such a huge percentage of people seeing poor results, how do you make sure your PIP approach is successful?
Anita Grantham and Vanessa Brulotte dive into the tricky world of PIPs and performance management in this episode. They explore how we can reframe the purpose and perception of PIPs in an organization, how to manage performance effectively, and the common pitfalls to avoid. We hear why context and communication are key and why PIPs should be a two-way street, with clear expectations of leaders and a more collaborative approach to working toward goals.
Key moments:
Why PIPs sometimes failDifferent approaches to performance improvementHow to set the right expectations for both teammates and leaders Ways to maintain momentum in personal development What leaders can do to make sure improvement plans are a successAlternatives and things you should do before using a PIPHow to deal with leaders who don’t want to improve performanceKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/
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Did you know that 45% of employees say they’re more likely to stay in a role if they get training opportunities? And yet, training and development for employees isn’t always a priority for managers. Sometimes it’s seen as unnecessary, low-priority, or simply too costly. So what can HR leaders do to help managers prioritize a culture of learning?
In this episode of HR Unplugged, we explore the vital role of training in not only enhancing skills and job satisfaction, but also improving retention and hiring across the organization. Throughout the episode, Anita and Vanessa explore ways HR can collaborate with leaders to create impactful training programs and how to identify the most worthwhile opportunities for training.
We also cover how to foster a culture of continuous learning, training opportunities for HR leaders, and how to implement training with a low budget.
Key moments:
Why learning and development is so important for businesses and employees How HR can help managers identify training opportunities Balancing individual career goals with business goals How to encourage a culture of continuous learning Ideas for training with a low budgetTraining opportunities for HR leaders How to build a talent development programKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/
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Saknas det avsnitt?
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How can HR deal with workplace conflict without turning the office into a mini battleground? Conflict is a natural part of the human experience, naturally spilling into our working lives. In this episode of HR Unplugged, we hear why the solution isn’t to avoid conflict but to deal with it in a healthy, professional way.
Joining the episode is John Barrand, Chief HR Officer of the Utah Division of Human Resource Management, who introduces us to Utah’s innovative “Disagree Better” campaign from Governor Spencer Cox, which offers a great framework for handling conflict in the workplace.
This episode explores the delicate balance between too little and too much conflict, with John noting that a little tension can illuminate important issues within an organization. Throughout the conversation, John, Anita, and Vanessa discuss practical strategies for addressing different types of disagreements.
Whether you're managing a team of 22,000 like John or leading a smaller group, this episode offers actionable advice on creating a culture of healthy disagreement and open communication.
Key moments:
What the “Disagree Better” initiative involvesHow to tie company mission and values into conflict resolutionWhy organizations should give back to employees and help them growWhy cynicism leads to burnout and how to solve itWhy service and gratitude are important to encourageKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with John on LinkedIn: https://www.linkedin.com/in/johnpeterbarrand/
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Have you ever wondered how a single bad hire can ripple through an organization, costing it not just money but also time and morale? The true cost of a bad hire has implications that stretch beyond that job role. So what can recruiters and HR leaders do to counteract that?
In this episode, we welcome BambooHR’s Head of Recruiting, Brandon Welch, who helps us get to the bottom of the top mistakes that recruiters make during the hiring process. The conversation emphasizes the importance of a well-structured hiring process, highlighting that hiring mistakes can also cause tensions between different departments and erode trust in those responsible for hiring.
Brandon shares how inefficiencies in recruitment can lead to lost opportunities and explains that a smooth process not only attracts top talent but also reflects the company’s operational efficiency to candidates. Brandon, Anita, and Vanessa also discuss practical strategies to enhance the hiring process, including clear communication, pre-work before even posting a job, and aligning everyone on job descriptions.
Key moments:
The true costs of a bad hire Unseen issues that crop up as a result of poor hiring strategiesThe biggest mistakes recruiters make How teams can get aligned on the hiring missionThe debatable value of reference checks How to do the “pre-work” before you even post a job ad Strategies for hiring and interviewing candidatesKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with Brandon on LinkedIn: https://www.linkedin.com/in/jbwelch/
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As the conversation around different work modes continues, the trend toward returning to the office has been met with very different reactions.
We recently published a report that looks at what employers and employees think about returning to the office, productivity, and remote work. In this episode, Anita and Vanessa dive into the surprising insights and what HR leaders can learn from work mode preferences.
Anita explains why we need to elevate the conversation beyond simply deciding whether people should be in the office. She encourages a focus on the bigger picture to determine the best way forward to achieve our goals.
The report also signified a worrying trend – that both remote and in-office workers feel the need to demonstrate their productivity through actions like keeping the green ‘active’ status on at all times. But while people may look productive, it doesn’t mean they are. Vanessa and Anita explain that businesses need clear metrics and goals aligned with their mission no matter which side your organization takes in the RTO vs. remote debate.
Key moments:
Introducing BambooHR’s new report Why we need to look at the bigger picture when it comes to returning to the office The green status effect and the need to prove productivity How to avoid focusing on the wrong things Why employers need to make the work mode align with goals How companies get intentional about in-office vs remote days How hybrid working arrangements during COVID have affected flexibility and the work-life balance Why the secret to perfecting this is in good leadership Advice for businesses doing something newKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Visibility Beats Productivity for RTO & Remote Report: https://www.bamboohr.com/resources/guides/return-to-office
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Did you know: 91% of mentored employees report higher job satisfaction? And 40% of those without mentor support at their workplace have even considered quitting!
Having the right mentor can be invaluable for your career, but it’s also very beneficial for mentors themselves and the wider organization. That’s why in this episode of HR Unplugged, we dive into the importance of and benefits of building a great mentorship program.
Our special guest is Cara Baldwin, Chief Legal Officer at Torus, who brings her expertise on how to create a successful program. We hear why investing in mentorship is time well-spent, how it can help to develop new leaders, and ways it can benefit the wider business. Along with hosts Anita and Vanessa, they explore the worries that organization have about developing people who may leave soon after and why HR isn’t the only department that can work on a mentorship program.
Key moments:
The benefits of investing in a mentorship program The positive impact on leaders who implement a mentor program Why mentors need training to be mentors Addressing the concern that people will leave after being trainedTips on building a program from scratch Advice for refreshing an existing programKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with Cara on LinkedIn: https://www.linkedin.com/in/cara-baldwin-43388620/
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Does your organization have a plan for succession? When high performers are looking for their next challenge, they have a choice. They find it elsewhere in another company and role or they move to the next stage of their career journey in your organization. But without a solid plan for succession from your leaders, it’s often the former option that people take.
In this episode, recorded live at a recent event, Anita and Vanessa sit down with Jessica Zwaan, the Chief Operating Officer at Talentful and author of the brilliant book, ‘Built for People: Transform Your Employee Experience Using Product Management Principles.’
Jessica shares her unique perspective on transforming employee experiences using product management principles. We dive deep into the differences between succession planning and growth planning, and Jessica offers valuable advice for HR leaders, especially those in small teams. She highlights the importance of understanding the business' economic outlook and how HR can directly contribute to making or saving money.
Jessica explains that when leaders help to develop their own successors, this is a far better investment than bringing new people in to replace those who leave. She explains how this ties into the Employee Customer Acquisition Cost (ECAC) and how factors like tenure and performance can be powerful levers in improving this metric.
Key moments:
Jessica explains the topics in her bookAdvice on succession planning for teams of one The differences between succession and growth planning Why business leaders and HR need to know the business fundamentals How we can incentivize leaders to grow their successors Why succession planning is a better investment than acquiring new talent Succession when tied to tenure and performance Building a strategy around succession planning How employees can learn and develop Focusing on the bigger picture when asking for a tech solution Why succession planning needs to happen from day one if you’re a growing companyKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Jessica on LinkedIn: https://www.linkedin.com/in/jessicamayzwaan/Learn more about Jessica and her book: https://www.jessicamayzwaan.com/
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The big question in this episode of HR Unplugged is how do you define your business values?
Anita and Vanessa dive into the importance of not only defining, but also implementing business values, covering topics such as the pivotal role of company values in shaping organizational culture, using mission and vision statements as the foundation for defining these values, and the process of helping team members live those values daily.
They also discuss practical steps for startups and established organizations alike to identify and refine their values through team feedback and leadership guidance. The episode is packed with real-life examples from Bamboo's own journey, highlighting values such as 'Assume the Best,' 'Be Open,' and 'Do the Right Thing,' and offers insightful tips on how to incorporate these principles into the employee experience and recruitment process.
Key moments:
The importance of defining business valuesIdentifying and defining company valuesReal-life examples and practical applicationsConnecting values to your mission and visionImpact of company values on businessImplementing and living company valuesKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/
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How do you align new hires with company values? On this episode of HR Unplugged, host Anita Grantham welcomes Megan Galloway, founder of Everleader, as a special guest to discuss this in detail and provide practical tips.
Megan shares insights from her collaboration with BambooHR in evolving their onboarding process. One of the key challenges discussed is the lack of time managers have to properly onboard new employees while under pressure to meet productivity goals. The conversation delves into the importance of leadership buy-in and the critical role managers play in the onboarding process – which should not solely be an HR responsibility!
They discuss the ways onboarding presents a valuable opportunity to instil company values and create a common language within an organization. Through practical examples, Megan illustrates how experiential learning can significantly enhance retention and integration of company values.
They also cover the need for onboarding programs to go beyond orientation by making the learning process interactive and relevant to new employees' day-to-day roles. Plus, Megan gives her suggestions for metrics to gauge onboarding effectiveness, such as time to productivity and employee satisfaction.
Key moments:
Challenges in onboarding programsThe importance of company values in onboardingMarking onboarding experiential Remote onboarding strategiesMeasuring successCommon mistakes in onboardingImmersive onboarding processesImmediate tools for new hiresDefining and living company valuesBalancing work and personal lifeKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/
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Delivering feedback can be a daunting process (on both sides) but coming to it with a commitment to improvement will help you take the best steps forward.
In this episode of HR Unplugged, Head of HR Anita Grantham sits down with Rebecca Port, the Chief People Officer at 10x Genomics. Together, they swap tips on the best approaches for delivering feedback – both positive and negative. They explore the benefits of continuous feedback, how role-playing can help you tackle difficult discussions, and why all feedback should be delivered with kindness, care, and compassion.
Rebecca also breaks down the SCARF framework (status, certainty, autonomy, relatedness, fairness) to help you structure feedback sessions effectively and the research-backed benefits of positive feedback and recognition.
Key moments:
How to help managers deliver constructive feedback The benefits of continuous feedback How the SCARF method can help you deliver feedback How to make managers comfortable with giving constructive criticism Why managers need to be committed to an employee’s success Why the intention of the feedback needs to be clear How positive feedback impacts performanceKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Rebecca on LinkedIn: https://www.linkedin.com/in/rebeccaport/
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A clear compensation philosophy steers HR and recruitment teams onto the right path when it comes to setting pay according to job responsibilities, pay transparency, and tackling any pay equity issues that might be hiding under the surface.
In this episode of HR Unplugged, Vanessa and Anita chat with John Baldino, President of Humareso, live from Transform 2024 in Vegas. With over 30 years of HR experience, John delves into the importance of having a compensation philosophy, sharing insights on using data, addressing pay equity, and setting crystal clear job expectations.
He shares top-tier advice for HR teams, including smaller teams and solo HR professionals, on common pitfalls to avoid within your compensation policies. We hear why clear, up-to-date job descriptions (not job titles) should be the key focus of your compensation philosophy, plus how to find and solve equal pay issues in the workplace.
Key moments:
Why a clear compensation philosophy is crucialHow to navigate compensation dataWhy job descriptions are vital to get right Descriptions and CompensationAddressing pay equity issues Understanding the value of work when setting compensation Should you be transparent about pay? Why you should avoid over-extendingKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with John on LinkedIn: https://www.linkedin.com/in/johnbaldinohr/
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HR may not always swim in the same waters as finance, but there are plenty of benefits to building a good working relationship between the two teams.
In this episode of HR Unplugged, we welcomed BambooHR’s Chief Financial Officer, Justin Judd, to share the perspective of a finance team leader working closely with HR. Justin is a big believer that HR and finance teaming up pays dividends to the wider business and individual team members.
Hear him explain the benefits, how a team partnership can help to minimize conflict and solve problems faster, and what to do if your teams aren’t aligned on the same goals.
Key moments:
Tips for building a relationship between finance and HRHow to prioritize it and what to do if some team leaders don’t want toThe benefits of HR and finance working together Why communication between teams should be constantHow to deal with conflict between teamsHow operations can get in alignment with HR and financeKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Justin on LinkedIn: https://www.linkedin.com/in/justin-judd-48b0a08/
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Modern tech tools can make managing HR more efficient and solve common pain points for HR teams. But how do you decide what tech you really need?
Each HR team has different needs and priorities, but building an efficient tech stack is a game-changer for modern HR teams. With the right tools, you can save time and energy, leaving your team free to focus on the things you’re best at – building and maintaining relationships for the good of the wider business.
If you’re new to building a tech stack, you might be wondering where to start. Or, if you already have one in place but it’s not working as well as you’d hope, how to streamline things.
In this episode, BambooHR’s Head of HR, Anita Grantham sits down with Lauren Nathanson, VP of People Operations at Axios, to talk about what really needs to be in your tech stack. We discuss how you can get started, which tool types to prioritize, how to make decisions based on company goals and pain points, and how to refine an existing tech stack.
Key moments:
The biggest challenges to building a tech stackThe first step for building a tech stackHow to prioritize what problems to solve firstAligning your tech stack to business strategiesConsolidating your existing tech stackWhat every HR team needsMetrics to measure with tech toolsHow to get the timing rightHow to manage your tech stack as a large vs. small HR teamKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/
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Is it time to scale your HR team? Deciding when and how to scale the HR department can be a delicate task. Who do you hire? What role should your second HR person play? How do you scale in a small or large company?
If these questions are on your mind, then this episode is for you. BambooHR’s Head of HR, Anita Grantham, and HR Business Partner, Vanessa Brulotte, sit down to explore the best practices for making your next HR hire.
They explain why you should always start with a solid strategy that reflects the company’s mission and values, how to decide what type of role to hire for next, and the best ways to scale your team effectively.
Key moments:
Why you need a solid strategy to scale your HR teamHow to decide what type of role to hire for nextWhy you should consider retention and employee experience in your strategyWhy scaling your HR team is good for the overall companyHow teams should scale Advice for small companies looking to grow their HR teamsKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/
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When CEOs team up with their HR leaders, it can only mean good things for the wider business. It means a more strategic recruitment drive, better performance management, and more alignment on company goals.
In this episode of HR Unplugged, Vanessa Brulotte and Anita Grantham sat down with Sam Devyver, the CEO of EasyLlama, live from Vegas at the Transform 2024 event to talk about how to make that all-important relationship happen.
Sam shares his take as a CEO who works closely with HR professionals on how to build that relationship, mistakes to avoid, and the benefits of integrating HR into other business functions.
Key moments:
Why a close working relationship between HR and CEOs is importantThe benefits of HR being aligned on business initiativesSam explains his experience as a CEO working closely with HRAdvice for CEOs and HR leaders to build that relationshipWhy trust is keySam’s advice on bringing HR into different areas of the businessKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with Sam on LinkedIn: https://www.linkedin.com/in/samueldevyver/
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Firings and layoffs are never an enjoyable part of HR or leadership. But it’s important that there’s a robust process in place to manage the transition and it’s handled with compassion.
In this episode of HR Unplugged, our Head of HR, Anita Grantham and HR Business Partner, Vanessa Brulotte, discuss how to manage firings and layoffs in the right way. We discuss the best practices, do’s and don’ts, and how to build a process that protects the company and provides the best chance of the employee parting on good terms.
We dive into some of the common questions on how to handle a contract termination, who should be in that meeting, when to hold these meetings, and whether you should offer to be a reference for the person in question.
Key moments:
Dos and don’ts of layoffs and firingsWhy you should have a detailed process in place How to break the news of firing or layoffs to employeesHow to tie your process to your company mission What to do in the event of a crisis How to reassure remaining employeesKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/
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How do you compensate team members fairly so that they’re happy and don’t start looking elsewhere?
In this episode of HR Unplugged, we welcomed back Alex Bertin, BambooHR’s Head of Total Rewards, to talk more about compensation and benefits strategies. Alex sits down with our Head of HR, Anita Grantham, to discuss when leaders should talk to employees about compensation, how to build efficient pay processes, pay transparency, and more.
Alex and Anita also tackle the debate on whether on-site workers should be paid more than remote workers and how to assess compensation based on business impact.
Key moments:
What the data on compensation levels saysHow often should leaders bring up compensation with their teamWhy leaders need to build and understand the compensation processThe debate on pay transparencyShould on-site workers be paid more than remote employees?How to assess the impact of a role/employee on the businessKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/
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Recruitment is always a tricky part of HR, but there are ways to be more strategic in your approach to ensure a high quality of hire.
In this episode, we welcomed Casey Bailey, Head of People at Deel, to talk about recruitment and interviewing strategies. Casey and Anita Grantham break down their favorite interview questions to ask, how to decide which questions to prioritize, and how to approach different types of interviews.
Casey explains how you don’t always need a formal applicant tracking system, but you probably need a scorecard to measure the suitability of candidates for a role. We also look at how interviews for internal and external candidates may differ.
Key moments:
How to decide what interview questions to askHow many interviews should we conduct while recruiting?Managing your applicant tracking systemHow to hire internal vs. external candidatesMistakes that hiring managers often makeKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Casey on LinkedIn
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A growing mental health crisis, particularly since 2020, has put HR professionals on the front line in many organizations. This, coupled with the difficulties of the job, such as dealing with redundancies, legal issues, employee emotional wellbeing, and even employee death, means that HR needs support more than ever.
Joining the podcast is Julie Turney, Founder and CEO of HR@Heart Consulting, who shares lots of brilliant ideas for people in HR to get the support they need to do their jobs effectively.
We hear about the importance of having coaches and mentors for your career, resources for support, how to set healthy boundaries, and much more.
Key moments:
The importance of HR for HR Why there’s a greater need for trauma and response training for HR today Why HR professionals need mentors How to be intentional about networking Why people in HR need to set healthy boundaries Resources to get supportKey links:
Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/ Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw Bamboo HR Homepage: https://www.bamboohr.com/Communities
https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwhttps://hrgirlfriends.com/https://www.acas.org.uk/https://www.raconteur.net/Working together to support mental health and wellbeing
https://www.youtube.com/watch?v=2kRPRsl8d3k https://www.youtube.com/watch?v=F9ULc-rjHbU21 Best HR Resources
https://www.bamboohr.com/blog/top-websites-for-hr-professionals
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Without a good performance review process, managers risk leaving employees unhappy, unproductive, and unaligned on goals that affect personal progress and the business.
So how do you fix a broken performance review process?
In this episode of HR Unplugged, we welcomed special guest Adam Weber, Chief Evangelist at 15Five, to share his perspective and advice for leaders. Adam is the host of the HR Superstars podcast and leads the HR Superstars community alongside his main role. His book ‘Lead Like a Human’ also details how to lead and build high-performance teams but in a way that honors your authentic self.
Our conversation explores what the data says about performance reviews from the perspective of managers and employees, why there’s often a disconnect in the review process, and how leaders can build a culture of feedback. Tune in to hear the systems and questions he likes to use in his own performance reviews to improve relationships and outcomes.
Key moments:
What recent data says about performance reviews Why there’s a disconnect in performance reviews How to build a culture of feedback Different ways to deliver feedback The importance of goal alignment Self-evaluation questions for employees to answer Advice for managers to improve employee relationships The importance of giving feedback directly How to make performance management and reviews more effective How to get employees on board with business goalsKey links:
Subscribe to HR Unplugged Series/https://www.bamboohr.com/resources/podcasts/hr-unplugged/ Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw Bamboo HR Homepage: https://www.bamboohr.com/ 40+ questions you can add to your performance review 15Five’s Guide to Designing a Fair, Valuable, and Efficient Review Process Connect with Adam on LinkedIn
- Visa fler
