It’s officially June and there’s already something to celebrate as the nation kicks off Pride Month. As millions of individuals and allies celebrate the LGBTQ+ community, workplaces are looking for ways to support their employees. From legislative wins to employee resource groups, we’ve come a long way in enabling individuals to bring their authentic selves at work—but there’s still a long way to go.
In this three-part blog series, Namely’s VP of Product, Brian Crofts, and Namely’s HR Advisor, Sneh Kadakia, are stepping back to look at both sides of the performance management spectrum. By uniting product expertise and HR experience, we hope to offer guidance for those tasked with driving a successful performance management strategy.
As HR professionals who closely follow performance management trends, one of the biggest questions is: “What comes first when deciding on the right performance management approach for my company? Is it the practice (i.e. what to do), or the tool (i.e. how to do it)?
Depending on who you ask, you’ll get a wide variety of answers. Most of us are still in the process of determining the best solution for our company, with its particular culture and talent pool.
Let’s be honest: The performance review has gotten a bad rap. Not only do employees dread the process, managers often feel the time can simply be better spent doing something else. Unfortunately, while the performance review process is intended to be helpful to everyone, several companies are simply doing away with them.
Let’s face it, performance reviews have earned themselves a bad reputation.
Many employees dread their annual performance review, and most managers view these reports as just another task on their to-do list.
The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.
A company is only as good as the talent behind it. Consistently and accurately evaluating and measuring employee performance is essential not only to individual success, but also to the overall success of an organization.
Employees are the heart of your company—they help shape your culture, drive innovation, and contribute to the business’ overall success.
That’s why people decisions matter and why you need data to make the right call. Namely’s mission is to empower HR teams to make those decisions with confidence. With a series of product updates this month, we’re following through on that promise.
Businesses and organizations are challenged daily to do more, plan more, and accomplish more tasks. Psychologists spend hours studying ways to improve daily workflow, and some of what they’ve found is surprising.
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