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.
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.”
Working within the private healthcare sector has not been without its challenges this past year. A contentious subject at times, any disputes between the NHS and private hospitals were set aside in early 2020 as the Government pledged to secure extra bed space for patients affected by the pandemic.
More than one year on, the pharmaceutical industry continues to play an essential role in the response against the virus. Alongside developing tests and vaccines against the coronavirus, the industry has also had to consider and respond to other areas affected by the pandemic.