Unsurprisingly, PIPs are often perceived by employees as a prelude to their inevitable dismissal. Navigating these situations is tough, as PIPs put HR professionals in the position of playing the dual roles of disciplinarian and coach. It is up to HR to frame performance discussions with employees as giving them a “second chance” to avoid dismissal by achieving a set of specific goals.
Mentoring is more than a nice-to-have. With 58% of employees ready to walk without growth opportunities and only 14% of HR leaders satisfied with their current programs, mentoring isn’t just about development—it’s about retention, engagement, and culture.
Understanding what excites or frustrates an employee early on is critical. It helps you build the right team chemistry before someone even steps into a role. Finding the right chemistry means matching the most compatible person to the job you’re hiring them to do.
While HR often points to leaders as the sole driver of employee performance, they actually have the power to initiate organizational changes that can have a direct impact on performance. Well-being, driven by purpose, is one of those initiatives.
Learn how HR can respond to incivility by fixing the employer-employee relationship.
Microsoft CEO, Satya Nadella, defused his toxic culture at Microsoft by purchasing a copy of Nonviolent Communication for his senior leadership team. Learn how to transform your culture of “hostility, infighting, and backstabbing” among your executives.
Learn how to use organizational development tools and strategies to your advantage.
