To drive results, create an environment where managers are pushing for more performance in a consistent yet humane way.
How do we develop performance indicators for human resources administrative roles?
— In Development
Work-life balance for many employees is way out of whack. It wasn’t intentional; business piled up and people have been asked to do more with less. We want to get a handle on this before things go south on us. There hasn’t been a huge outcry — only a remark here and there that we’ve heard about — but as we grow and remain busy, what’s the best way to dynamically address this and let people know that we appreciate their past efforts and want to do whatever we can to ensure they balance their work and personal lives?
—Rebalancing the Scales, HR manager, finance/insurance/real estate, Kingston, New York
We want to separate two processes: performance management with a focus on developing people, and merit raises based on an employee’s contributions to our business success. How do I proceed? And what are the benefits of doing so?
—New and Improved, nonprofit, Grand Rapids, Michigan
We want to create actionable performance reviews beyond the once-a-year activity. Our aim is to gather insight on how people interact as individual contributors within teams. Our big challenge is we have a large geographically distributed workforce of technically skilled contributors that frequently need to collaborate on projects. How can we begin gathering meaningful performance data on individuals and how they contribute to a team?
—Useful Metrics Please, Software/Services, Bethesda, Maryland