Traditional business practices are being shaken up. Many companies are reviewing their long-held traditions in favor of more agile, responsive ways of managing workers. One area experiencing a large transformation is performance reviews. For decades, the prevailing wisdom has been that a big annual review at the end of the year is enough to let employees know how they're doing. However, this is no longer true - employees are demanding more frequent and detailed feedback on their work, and managers are responding by making their review practices more flexible and engaging.
High-performing employees are engaged and encouraged by different types of organizational cultures, incentives and management styles than other workers. They need to be motivated, and this is largely the responsibility of the manager. This article offers four ways managers can increase motivation among top-performing talent.
Employees often leave their jobs because there is no clear path for them to advance, or they are not sure how to rise to the position they desire. Career pathing is a great way to increase employee retention and grow talent organically, because it provides both employees and employers with a clear roadmap, outlining what it takes for workers to move from their current position to where they want to be.
Recently, some large companies have curtailed the ability of their employees to work from home, now asking staff to work in corporate offices. These changes are focused on driving increased collaboration, creativity, mentoring and innovation, but may alienate top talent in the executive, managerial and professional labor market - a sector that has been candidate-driven and challenged by talent shortages for the last few years.
Here are some useful guidelines for managing telecommuters on a day-to-day basis.