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One of the most common areas of frustration in the workplace is lack of performance feedback. Employees want to know how they're doing on the job but managers aren't giving feedback because they don't know where to start so they delay, avoid, or just don't do it. Too many leaders are making this way more difficult than it needs to be. It doesn't need to be difficult when you follow a simple model.
Top 5 reasons you need to listen to this episode:
You can develop your leadership skills in just 15 minutes
Giving feedback isn't difficult when you know where to start
The better you get at giving feedback the more valuable you become
Employee engagement increases when employees know how they're doing
The #1 Reason... what you learn will make your job so much easier!
Find out how to bring this topic to your organization as a training workshop or keynote presentation. Submit inquiries to www.coachandmentor.net/contact
If she should know better, why is she not doing what you want her to do? One of the biggest management challenges is motivating and leading employees to do what we want them to do. The key to addressing performance issues with employees is communicating clear expectations.In this episode of Business: Engaged!, Kelly Riggs of Vmax Performance Group talks about importance of creating a culture of performance in an organization. He provides four steps to setting performance expectations and addressing issues related to poor performance. His one-on-one meeting process sets the stage for success and creates a culture of open communication.
Kelly is a management and sales consultant. He is also the author of 1-on-1 Management™: What Every Great Manager Knows That You Don't. He just released Quit Whining and Start SELLING! A Step-by-Step Guide to a Hall of Fame Career in Sales. You can follow Kelly Riggs on Twitter at @KellyRiggs and learn more about Kelly and his work with organizations at www.vmaxpg.com.
This is Episode 8. It originally aired on June 11, 2012 on my old network. I'm re-broadcasting it to share my older episodes with my BlogTalkRadio listeners.
Greg Pantelic, Co-Founder of WIRL, stops by HR Latte
Feedback is where it's at. Greg Pantelic will share with HR Latte why employee feedback is so valuable today. Greg co-founded WIRL in 2013 with the intent to empower employees. WIRL is all about unleashing potential.
We'll chat about how employers and employees can work together, in real-time, to improve communication and most importantly, why they should.
Join us for an interesting conversation about internal organizational communications today.
HR Latte is a fast-paced, quick hit show where you can expect not only surprises but the information you need to know for success in the world of talent management.
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Success in business today requires a complex chemistry of people, product, value, and customer experience.
In this episode of Business: Engaged!, we welcome Jim Knight. He spent over 20 years with the iconic Hard Rock Cafe, one of the more recognized brands in the world. Their success is due as much to the people who work in the organization and the company culture as it is clever marketing. Today, Jim works with companies to revolutionize their culture so they set the stage for employee performance that rocks.
You can follow Jim Knight on Twitter at @knightspeaker.
Learn more about his work with companies at http://knightspeaker.com and http://hospitalityonpoint.com.
And over the coming weeks, I'm taking you with me on my journey to write my next book. I'll share my process for writing the book and give you updates on my progress. I've decided what topics I'll write about, so this week, I talk about setting goals and planning my book-writing time. If you want to catch the previous episode where I talked about the book writing process, click here.
Visit our website at www.businessengaged.com to listen to past episodes. And don't forget to connect with us on Twitter at @businessengaged and
Host: Bill Black Audio Library: www.ExitCoachRadio.com
Gary Spinks discusses employee preferences and needs and how your business can adapt to the changing employee landscape.
The last thing on the minds of freelancers and entrepreneurs is making certain they planned for employee benefits for themselves and/or their employees. Building and maintaining a business is always top of mind. But, entrepreneurs and freelancers can protect themselves financially -- and provide themselves with benefits such as health, disability and life insurance as well as retirement and investment products -- more easily than they may realize.
Carol Harnett, president of the Council for Disabiilty Awareness, will talk through benefits, retirement and investment options with Jennifer Fitgerald, CEO and Co-Founder of Policy Genius and financial planner, Mary Beth Storjohann (a paid spokesperson for the CDA), of Workable Wealth.
The Chesapeake Human Resources Association recently held its 9th Annual Fall Human Resources Conference (Legislative / Employment Law). Today we are speaking with Jen Amato, a Principal with SC&H Group, about some of the topics discussed at the event – and why employee benefit plan audits are vital.
Performance management is often a difficult and frustrating process for organizations to administer, maintain and deliver.
Complaints vary across the board and HR professionals are often tasked with finding the right solution to these challenges:
1.Not enough time in the day to schedule regular employee feedback sessions
2.Writing lengthy annual reviews are met with displeasure and procrastination
3.Unsure how to keep track of discussions and how to document performance
4.Training- too much or not enough?
1.Rarely receive performance feedback
2.Annual reviews are late and employee is discouraged
3.Inadequate direction around goals and career objectives. Is it time to find a new job?
What can be done to improve the rate at which performance management is delivered and maintained and how can the right solution improve engagement and team dynamics....leading to an increase in creativity and innovation?
Tune in to HRNOW.
Engagiant CEO, Michael Heller joins us to talk about mobile performance management solutions.
*After the Show*
Have a question? Contact Michael direclty at email@example.com or via Tiwitter @Michael_Heller
Special Guest: Emma Bridger
Join us as we talk to Emma Bridger about her new book 'Employee Engagement', published by Kogan Page. Emma has been involved in the Engage for Success movement from the start and has included a rather lovely thank you to David, Nita and the movement as a whole at the beginning of the book!
Emma is an award winning employee engagement specialist and Director of People Lab, an Employee Engagement Consultancy, working with clients worldwide. With over 18 years' experience gained in a variety of roles, Emma began her career lecturing on graduate and post-graduate courses in psychology, her specialist area being behaviour change.
Emma has designed and developed the CIPD range of short Employee Engagement courses as well as contributing to and being published within the original Engaging for Success report. Emma is a member of the EFS Guru Group and also a regular conference speaker and case studies detailing her work have been published in industry journals.
Find out more in Emma's blog post on our website.
Host: Jo Moffatt
Join Kevin Hunter, David Ford, Jeff O'Brien, and Allyson Lindstrom on The Business Forum Show. Airing weekly, Monday thru Friday at 6pm,
Have you ever made the mistake of classifying an employee as a contractor? Did you realize there can be stiff penalties and even legal action to face when this mistake is made? On today's show, Kevin Hunter and Jeff O'Brien will discuss the 20 factors published by the IRS, and how some employers get themselves into trouble by classifying employees as contractors.
Have you discovered the keys to your success in business? Unfortunately, most business people haven't figured out what they need to do to increase their odds of success. This explains why 40% of the 1,000,000 people who start a business venture each year end of failing in the first 12 months. 80% end up failing before 5 years, and 96% never see a 10 year anniversary in business. Would you start a business if you knew your chances of success were only 4%?
Keys to Success in Business
1. Have Clear, Written, Goals and Objectives.
2. Have a solid Strategic Plan - the "How to accomplish your goals"
3. Step outside your Comfort Zone
4. Get an outside influence involved in your business.
The keys or steps outlined above sound simple, but establishing them and getting it right is not. Join us each week day as we talk about all the issues and challenges business people face, and how you can effectively implement and use the four keys to give you a 75-80% chance of success in anything you do.
The TalentCulture #TChat Show is back live on Wednesday, December 3, 2014, from 7-8 pm ET (4-5 pm PT).
Before Thanksgiving we talked about about the challenges of enabling a talent management strategy with technology, and this week we’re going to talk about the future of the employee-employer relationship — and celebrate the TalentCulture #TChat Show’s 4-year anniversary!
We keep talking incessantly about how bad the relationship is between employees and employers. Yes, we get it. It’s bad.
But even with the limited solutions that are offered today in the world of work, none has been actionable enough; we just keep playing misery shuffleboard.
Our guests this week argue that the key driver of organizational sustainability is the strength of the social contract that develops between an employer and its employees. And the fact that companies can and should recruit, manage, and retain entrepreneurial employees who will make them adaptive and innovative.
Oh, and it’s the TalentCulture #TChat Show’s 4-year anniversary!
Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as we learn about the future of the employee-employer relationship with this week’s guests: Marla Gottschalk, Ph.D., Industrial & Organizational Psychologist and Director of Thought Leadership at Kilberry Leadership Advisors; and Chip Joyce, CEO and Co-founder of Allied Talent.
Thank you to our sponsors and partners: Dice, Hootsuite, SAP/SuccessFactors, GreatRated! of Great Place to Work, IBM Smarter Workforce, CareerBuilder, PeopleFluent, Fisher Vista and HRmarketer Insight.
Matt Heller has spent 25 years in the amusement/theme park industry. Starting as a ride operator at Canobie Lake Park just out of high school, Matt has enjoyed a robust career around the industry with leadership positions at Canobie, Knottfs Camp Snoopy, Valleyfair and Smiles Entertainment Center. Pulling from his previous leadership experience, in 2003 Matt joined Universal Orlando Resort as the Senior Trainer of Leadership Development. Matt has also served on the IAAPA Education Committee, and as the Chair of the IAAPA Human Resources Committee from 2009-2012.
In 2011, Matt reduced his role at Universal to pursue additional independent training and consulting opportunities. He created Performance Optimist Consulting, and now helps leaders across the hospitality industry make sure they are getting the most out of themselves and their teams. Since starting Performance Optimist Consulting, some of Matt's clients include: Schlitterbahn Waterparks, Ellis and Associates, Knoebels Amusement Resort, Accesso, Santa's Village AZoosment Park, Museum of Science and Industry - Chicago, Valleyfair Amusement Park, Kongeparken, Garland Aquatics, Wet 'N' Wild -Splashtown, New England Association of Amusement Parks and Attractions.
As a trainer and facilitator, Matt has a developed a proven track record for being able to relate to any audience and give them solid tools they can use immediately. His engaging presentations not only captivate the learnerfs attention, but also encourage them to get involved and participate. In 2013, Matt released his first book, The Myth of Employee Burnout. In it, he describes his quest to find out why employees start off strong but eventually lose motivation. The book includes strategies for leaders o keep employees engaged and motivated throughout the entire gemployee lifecycle. www.performanceoptimist.com