design & implement smart people processes for entrepreneurial organisations

simple exercise to get input from ‘your’ crowd

pretend your organisation, your people, your talent to be your crowd. Haven’t they always said that everyone is your customer, so do crowdsourcing for internal ‘issues’ too. See here a simple advice. Really make it also simple and have 3 groups… Continue Reading →

92 interview questions

Instead of trying to confirm whatever impression you formed in the first ten seconds. Performance based interview questions focus on learning about a particular performance situation or task, the action taken on your part, and the outcomes of your action. Here are… Continue Reading →

google’s hiring process

“YOU NEVER GET a second chance to make a first impression” was the tagline for a Head & Shoulders shampoo ad campaign in the 1980s. It unfortunately encapsulates how most interviews work. There have been volumes written about how “the first… Continue Reading →

how about KPI’s?

Because the Key Results (KRs) of OKRs actually encompass KPIs, Google, like anyone else who uses OKRs, technically uses both. Take a look at how to define OKRs and KPIs: OKR: Stands for “Objectives and Key Results;” it is a goal-setting framework that creates alignment, clarity,… Continue Reading →

examples of good OKR’s

One common hurdle in getting started with OKRs is to think about the right ones for you, your team and your company. This is an investment well worth making for your organization as it pays rich dividends in clearer strategy,… Continue Reading →

performance management – OKR

As the former Intel CEO Andy Grove explained in his book, High Output Management, there are two questions to be answered to successfully setup a system of shared objectives, like OKRs: Where do I want to go? This answer provides the objective…. Continue Reading →

beautiful examples of organisational values explained

Values boil down to ‘how we do things round here’, thanks Cascade for sharing! Value 1: Learn everyday Why? We’re a small but growing organisation. The strongest trait that our organisation needs to achieve success is self-motivated people. Arguably the… Continue Reading →

talenttip of the day #3: put performance back into everybody’s hands

Introduce goal setting for entire workforce and have it truly linked to the business goals. Make it simple and accountable and frequent. Use feedback mechanism like Impraise’s tool supports, use it on an ad random informal basis to integrate it into the… Continue Reading →

talenttip of the day #2: develop a strong on-boarding program

Good on-boarding has a lasting impact on retention. In a recent Aberdeen survey, 96% of first-year employees were retained in companies that connected on- boarding and performance compared to only 18% in organizations where that connection was missing. Further, 82%… Continue Reading →

talenttip of the day #1: engage present workforce

To ensure an understanding of the type of talent required to support future growth while still engaging existing talent today, start collecting insights from three perspectives: leaders, employees and human resources, it can be revealing. Conduct in-depth interviews with key… Continue Reading →

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