(512) 943-6800
You already know that helping your employees establish a career path is one of the best things you can do for your company’s bottom line. You also know what information you need to supply to support those efforts and the number one question your employees want you to help them answer. What you may not…
“What’s next?” That’s the question on your long-time employees’ minds, and it’s the one you have to answer if you want to stem turnover and improve retention. What’s next? Not for you or the company (though your plans and goals as well as the company’s may have a part to play in the answer), but…
Take a moment and think about your key personnel: your CEO, CFO, COO, controller, executive director, general manager, payroll manager, etc. Imagine them and their roles in your company. Now, imagine they suddenly disappeared. Could your company survive? If the thought experiment above threw you into a panic, you are not alone. Many companies have…
Why are you conducting performance reviews the same way you did five years ago? To help improve employee performance? To increase productivity? To reward top performers? To check a box? You’re not alone. A recent survey showed that over 90% companies are still doing traditional performance reviews. So if everyone’s still doing it that way…
Our latest webinar, 5 Shades of Grading: How Inconsistencies in Performance Reviews Cause Turnover, is now available online. What people are saying: “This is one of the more informative and relatable seminars that I have attended in a long time. It is wonderful to know and share this information.“ …
Guest blogging for TalentGuard is author, Eric Chester, on a simple way to boost retention by giving employees a compelling reason to stay. There are limits to the extent an employer will go to keep an employee happy, even when the employee is a top performer or in one of those almost-impossible-to-replace positions. But unless they…
TalentGuard CEO, Linda Ginac, discusses TalentGuard’s unrivaled approach to Talent Management using Predictive People Development (TM).
Employees across the board will tell you that performance reviews are a painful exercise. These outdated methods of appraising an employee’s accomplishments are an uncomfortable experience for the reviewee and the reviewer alike. One reason is that employee appraisals are subjective; managers do not always rate an employee’s performance on objective criteria. Where one manager…
