Performance, HiPos & productivity | Page 64 (742 items)

Overloading employees with multiple processes and accountabilities can actually make them less accountable, says Rosemary Howard of the University of NSW.

Alcohol abuse not only affects employees who drink heavily, but their co-workers as well, say researchers Michael Livingston and Caroline Dale.

Employers must get workers to "own" their performance issues in order for them to improve, says performance specialist Nicky Mackie.

Today's workplace is full of distractions, and employees who are bored or underworked are often the most susceptible, says David Fox, principal of The HR Practise.

Legal action arising out of performance management used to be confined to award and EBA-covered workers, but increasingly employers are facing claims from managers and more senior employees, according to employment lawyer Natalie Spark.

Managers who coach their team members are more likely to retain them and keep them engaged, according to Life Work Solutions consultant Pamala Crumblin.

HR managers keen to prove their value should report on metrics that are results-based, not transaction-based, according to advice from PricewaterhouseCoopers.

HR professionals are most valuable when they help and support line managers with difficult performance management cases, says Defence director of military personnel administration, Jim Porteous.

Every employee has an idea on how to make their job easier, better, faster or safer, says Ben Whitehouse, managing director of Suggestion Box.

Problems with difficult employees never resolve themselves and, if left unaddressed, can expose employers to legal risks, says workplace lawyer Brad Petley.