January is the time when many organisations hold their annual reviews. It’s when performance objectives are set, and it should also be a time when meaningful development objectives are also set.
A mounting body of research is showing that the old ways of focusing on weaknesses to develop demoralises employees and doesn’t actually turn around their performance and may even decrease it by as much as 26%.
Keeping your cool when conditions that are outside your control are causing stress in your life is a key leadership quality.
But how can you keep anger and stress under control and use it to make a positive impact on your daily work life?
A recent study by Deloitte on the subject of performance at work claims that a third of workers were ‘not stimulated by what they do’ and a further 27% of employees are not ‘performing their best’.
Many organisations value raw metrics above allowing workers to truly understand the meaning of their role in the business and why everyone has a key part to play in the overall success of the operation.
How can an organisation keep their workers engaged in what they do and keep performance high?