Last month, our culture celebrated Valentine’s Day. I was struck by how busy the local flower stand was on my way home from work that Tuesday evening. It’s no surprise many people (mostly men) were scrambling, last minute to pick up a token of love for their significant other. Truth be told, I decided to pull in and join the masses, by picking up a few gifts for some of the special people in my life. As I shuffled my way around the maze of flowers, bumping into other desperate souls, I thought to myself, what makes this day so special? Why do we celebrate love this one day a year? How do we continually keep the passion alive for the things that we care about the most in our lives?
Performance Management strategies are essential for any company. However, the traditional routes taken by business and organizations are dated and ineffective. These aged methods usually include an annual performance review which offers no constructive feedback or opportunities to improve until those are addressed.
Employee management is complicated, and leaders of all levels are constantly in search of the “secret ingredient” to just about every part of the process. Unfortunately, the answer changes depending who you ask, and while there are more than a few important parts to building a successful talent management strategy, everything boils down to retention.