The HR departments roles is supporting organisational growth whilst keeping a fine balance between change and consistency is what keeps the rest of the organisation functioning smoothly. So, here’s how a typical start of the year should look for your HR team.
It’s no news that every employee needs to be motivated so they can give their best, as an individual or as a team. Now, motivation, itself is a tricky concept. What motivates my people? We often ask ourselves. What else can I do to ensure they feel more encouraged at this time of the year? With organisational changes and employee evolution, the factors of motivation have also come a long way. Although, it still stands at the top of Maslow’s Hierarchy of needs, the stimulating elements are not what it used to be even a decade ago.
Key Result Areas (KRAs) and Key Performance Indicators (KPIs) are a vital part of any employee’s or a professional individual’s work life. From the entry level employee to the senior management, KRAs and KPIs serve as an instrument to gauge at the success of an organisation.
While there are multiple pitfalls of un-resolved conflict issues, performance gap is one of the primary and almost predictable one. Despite knowing this, many people managers and leaders avoid confrontation, conversations and action at the right time – thus creating non-performance as an outcome.
As senior management, it is more essential that you step into teams and take on responsibility, rather than step out, monitor from a distance, and leave them feeling rudderless and directionless. Here are some ways that can help you become a better team player in the teams you manage…
We can help our employees see themselves as merely doing a job or get them to see the big picture that creates a more lasting impact on the lives of others… A greater sense of purpose ultimately leads to greater team spirit, helping everyone work to their optimum.
