Teamwork – everyone wants it! Organizations, congregations, classrooms, even families are constantly asking the proverbial question, “Can’t we all just get along?”
Simple & Easy – The two words that our clients use most often, when describing Threads. Which is why, when asked “How do you create/conduct a good performance review?” we thought it would be helpful to share our simple & easy best practice for constructing and delivering a performance review
If someone asked you to improve your organizational culture today what would you do? Schedule a team building exercise?
When hiring people it’s no longer enough to determine if someone can do a job. You need to determine if a person will fit with your core values and company culture.
Researchers study organizational culture from the safety of academia. They tell us that we need to classify our cultures into one of “four different types”, learn the “dimensions of culture” or guide or organizations through a “five stage evolution.” What does it all mean Basil? Threads has the answer.
What is the #1 thing that CEO’s and business owners want from their HR Manager? As we help companies install the Threads software, we hear the same answer almost every time:
Have you ever found yourself feeling puzzled with someone’s graph placement, once you complete their review? Here are some things to consider, to ensure you are providing a true reflection on an employee’s performance and overall alignment to your culture.
Ah, the Culture Warrior… A person who exists in almost every organization in America and as a topic in many executive coaching sessions. Most executives and executive coaches struggle with how to manage the Culture Warrior because they are usually a person who has been with you a long time.
Here is a real world example that our HR manager successfully handled in our company. A few years ago, our Operations Manager approached Human Resources with a problem.
Anyone who manages human beings will run in to a situation like this at some point. There are many reasons someone can be disengaged at work – passed over for a promotion, not challenged in their job, outside of work issues, etc. If a person has:
Promoting someone is a great feeling and one of the rewarding things we get to do as managers. We congratulate the person on a job well done and offer them a bump up from their current position in many exciting ways.
Have you thought about your last day? How will it feel when your office is empty and your boxes are packed?
The morning after high school graduation I headed to the Marine Corps Recruit Depot (“MCRD”) in San Diego, CA for Basic Training. I was 18 years old, confident and in complete control…..at least for the next 36 hours.
The best executive coaching lesson I ever received came at an unexpected time. One morning while I was sitting at my desk, a new supervisor knocked on my door.
I got my first opportunity to lead a company of 80 employees at the ripe old age of 32. The founders of the business told me that the promotion wasn’t only about my results as the sales manager, but also about how I embodied the company’s values in the way I treated people.
Ladies and Gentlemen… The world’s largest fairway. Our annual golf trip begins in Las Vegas every April.
I’ve had to give and receive hundreds of performance reviews over my 30 year career. As an employee, manager and company leader, I’ve learned a few things about performance reviews.
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