The HR profession is letting itself down by failing to take a stand against the broken, bureaucratic and wasteful process that is performance management, says a managing partner at PwC.
Too often leaders are focused on themselves and what they can achieve, but the best leaders engage in "collective leadership" - creating more leaders and bringing out collective creative capacity, says Roma Gaster, director of The Leadership Circle, Asia Pacific.
Clarity of purpose, the freedom to have robust conversations, and accountability form the DNA of high-performing teams, according to consultancy Proteus Leadership.
There are some notable opponents to the overuse of financial incentives at work, but according to reward expert Jairus Ashworth, the business case for pay-for-performance schemes is clear.
Many organisations are still using factory-era techniques to manage motivation, but these old tools fail to inspire and support creativity, collaboration and agility, according to author and motivation expert Dr Jason Fox.
Employees should be taught to "never, ever, wait for feedback", according to performance expert Jamie Resker, who says workers should supplement performance reviews and conversations with "self-driven feedback" from colleagues and clients.
The difference between coaching an employee and simply telling them what to do depends on a coach's ability to build rapport or "connect" with employees, says leadership strategist Steve Fearns.
At the core of effective coaching is the ability to ask great questions. In this webcast, leadership consultant and trainer Steve Fearns outlines steps HR professionals can use themselves - or share with line managers - to improve the performance of teams and individuals.
What steps can an employer take when a worker takes personal leave immediately after a performance management discussion? Can organisations ask employees with exhausted personal leave entitlements to see a doctor? Here, an employment lawyer answers these questions and more.
More than half of the population will experience a mental illness at some stage in their lives, and most will choose to conceal it, so employers need to beware of performance-managing workers who are unwell, says Swinburne University of Technology's Doctor Mirella Romanella.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
