Performance, HiPos & productivity | Page 61 (744 items)

Three key observations about human behaviour should guide employers' strategies around remuneration, says Professor Ian Williamson.

Employers can improve engagement and productivity by promoting competition, completion and "a sense of meaning" in the work they provide, says psychologist Dan Ariely.

Every interaction with a team member can potentially build engagement and productivity - provided managers have sound conversational skills, says communication expert Dr Hilary Armstrong.

Many organisations' people practices were established in the 20th century and fail to address the complexities of today's workplaces, says talent management expert Rosemarie Dentesano.

Improving engagement will help a business lower its turnover, but it won't necessarily boost customer satisfaction or financial performance, says Metrus Group CEO, William Schiemann.

Do you have to offer employees a support person at disciplinary meetings? What is the support person's role? Can you refuse to allow a requested support person to attend meetings? Lander & Rogers senior associate Amanda Harvey answers these questions and more.

Employers that have gender diversity goals, yet make simple mistakes when trying to achieve them, risk major setbacks in their progress, says diversity expert Karen Morley.

Employers can avoid the biases common in performance rating systems by articulating what good, average and poor performance looks like, says Right Management's Rosemarie Dentesano.

Understanding how to interpret signs of deceit in employees - or prospective employees - can be valuable knowledge for HR professionals, says researcher and criminologist Dr David Craig.

Managing an under-performing employee requires a different process to managing one accused of misconduct, but some managers fail to recognise the distinction, says employment lawyer Amanda Harvey.