In recent years performance management has become one of HR’s
thorniest subjects, largely due to the need to revolutionise, without
purposefully doing so. Company visions and values are changing. They
are adapting to the modern, flexible world we now work in. Isn’t it time
for traditional performance practices to do the same?
AGILE PERFORMANCE MANAGEMENT
Employee disengagement is costing businesses across the globe billions, every single year. In a Hays survey of 2,000 employees, almost half (43%) said they’re looking for a new job, and corporate culture was the main reason.
The financial damage is staggering.
Catalyst found that for entry and mid-level positions, the cost to replace an employee is between 30% and 150% of their annual salary. For executives, this figure can rise to 400%.
Put simply, it is critical to the company that every aspect of performance management is taken seriously. Company culture, employee mental health and the sheer survival of the business depend on it. Read the guide to dig deeper into the integral factors that contribute to a modern and agile performance management framework.
The question is not whether to survey employees, but how. What is the best way to collect employee insights and feedback?
In March 2020, the UK went into full lockdown. It was, as we now know, only the beginning of what has now seen a seismic shift in the way we live and work, and the precarious balance between the two which all at once became even more complex and entwined.
As vaccines increase and COVID-19 cases decline, the “return to office” question is top of mind for many office workers and employers in the UK and Europe. Whether you’ve been working fully remotely or in-office, employers play a vital role in ensuring workers feel safe and valued in the “new normal.”