Would it help us build camaraderie and culture to create an inclusive “get-to-know-you sheet” to encourage our employees to develop stronger relationships? Honestly, our focus on culture is newfound. We know it’s important and want to develop tools that nurture it, yet some of our managers don’t fully appreciate how culture ties back to their responsibilities. Suggestions?
—Nervous Newbie, project manager, financial services, Cleveland, Ohio
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
How do we tie recruiting to fill new positions to development of a comprehensive succession strategy? People tend to talk about succession as a separate event from recruiting, but isn't there a connection between the two? We aren't far enough along on succession and the question has arisen in the context of our ongoing internal discussions.
—We Have Needs, services/software, Amherst, Massachusetts