Management

Setting goals for your early career employees is a very individualized and personal endeavor. Explore CHRO Paul Falcone’s best potential performance goals and incorporate them into your next performance review or personal development plan!

When we change our mindsets that changes how we act in response to the events that occur around us. How we act changes the outcomes. To be able to best lead difficult people and situations, we have to first change our frames of reference in how we think about them. This article show you how to do just that.

Discover the newest books on how to support, position, and develop employees and teams and practice the latest employee engagement strategies and techniques.

Writing an effective performance review is both a science and an art. As you’re preparing to write a subordinate’s performance review, keep these suggested guidelines in mind in order to amplify the benefits of this tried-and-true management tool.

There are right situations and right times to coach employees. Coaching is just one tool that a manager must use to be successful, but a manager must use it strategically.

Managers need employee engagement ideas that inspire direction, discovery, and devotion. Engagement will be fleeting unless employees find meaning in their work.

Using your listening skills, identify what makes each team member feel needed and essential, and then do your best to validate the value they bring to the table.

If you’re lucky enough to manage a 10x employee, you might be surprised to learn that the key to seeing them succeed is more about getting out of their way than showing them the way.

Too many times, what I've seen, companies will spend hundreds of thousands of dollars putting in these great software systems but they still fall victim to the number one problem plaguing performance reviews in companies across America: grade inflation. 

Documenting poor performance and progressive discipline is as much an art as it is a science. Unfortunately, most human resources professionals and line managers don’t have the time to study the nuances of progressive discipline, workplace due process, summary dismissal, discharge for cause, and the like.

HR expert and author of 101 Sample Write-Ups for Documenting Employee Performance Problems, Paul Falcone, isn’t new to creating performance improvement plans for production problems. These are some of the most common friction points between managers and employees in the workplace. 

Resistance to change is a huge problem in the workplace. Managers must first accept change themselves and support it. Then, understand why your team members may be resistant to it, and find ways to reduce that resistance.