Have you given serious thought about how to approach 2021?
Practice these three things consistently to come out on the other side of 2021 better than you went in.
How Poor Onboarding And Orientation Frustrate New Employees
“It appears as if I was not expected. There is talk of culture but several weeks in nothing about corporate culture has been communicated to me. I must just play it by ear until the next Orientation scheduled for the end of the quarter”.
How You Can Improve Team Performance By Being Yourself
Team building exercises emphasize that there is no “I” in TEAM. But there is an equally important sense in which teams fail to function at their best when we fail to wield our personal influence. There is room for recognizing the importance of the YOU in teams.
How “Square Pegs” Fuel High Turnover and Low Engagement
Sentenced to use your less favoured hand 40 hours per week!
Required to collaborate with colleagues from an alien culture in an unknown language.
For good measure, you only perform tasks that you find frustrating.
How Structure Drives Performance And Engagement
Sometimes we are just not in the mood. We get attracted to every distraction. We can’t muster the energy and our level of engagement is low.
So, what can be done in the interim? There are still goals to be achieved and tasks to be completed. Here are some considerations.
Corruption. Governance. “Trust Is Good But Control Is Better!”
The issues of corruption and governance are topical and affect us all.
Administrators voice commitment but appear unable to get a handle on the problem. I have been following the issues with keen interest and feel compelled to shed some light on them.
Orientation And Onboarding In Overdrive: Starting A New Job
“Nobody expected me on my first day at work!”
The first days on the job have far greater impact than is generally appreciated.
Dream Job. Great Talent. What Went Wrong?
TRUE STORY
A faithful user of our candidate selection solutions decided to bypass the process. The candidate came with impeccable credentials and an enviable track record. However, it soon became clear that this was not a good fit. When the decision was taken to terminate the employment, the individual seemed close to a heart attack. He had left secure employment that enabled him to take care of his responsibilities. What would he do now?
Is Your Behavioural Assessment Pixie Dust or Real Value?
Is your behavioural assessment like a tea leaf reading?
Do behavioural assessments have a place in Talent Management?
Are behavioural assessments a decades-old scam?