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de ideale brief?

Nog verder googled vond ik op https://vacatureluurs.com/de-beste-standaard-afwijzing-sollicitatie/ deze brief hieronder gequote. Waarin de facts nog steeds eng blijven, het uitnodigen tot bellen als het al zo druk is helemaal…echter de overload aan reacties tov het logische summiere aantal dat wordt uitgenodigd zegt… Continue Reading →

feedback geven is krijgen…en dan…

Gisteren schreef ik op Twitter een kort berichtje over – met een retorische vraag – waarom het zo moeilijk is de waarheid te vertellen (wiens waarheid overigens is een andere vraag) die ik toch ook voor mijzelf wilde beantwoorden…. Het… Continue Reading →

20 biases we have…..ohh..only 20….


where is the time to digest

Reading up on the before mentioned article about feedback and its effects, I read this alinea: “under conditions of low creative time pressure, employees have sufficient time to combine and integrate the different viewpoints. Under these conditions, cognitive processes such… Continue Reading →

boom bust boom the innovative performance cycle

As always…..wait some time and a hype blows over. Research shows that it is not that simple to change the performance management cycle. In this case it shows that it is not that simple to change to continuous feedback. And… Continue Reading →

‘safety’ – the keyword?

High-Performing Teams Need Psychological Safety. Here’s How to Create It The highest-performing teams have one thing in common: psychological safety — the belief that you won’t be punished when you make a mistake. Studies show that psychological safety allows for… Continue Reading →

a personal view (sorry partly in Dutch)

Dit las ik net op facebook, een bericht van de Daila Lama. Het is nog steeds geen alom geaccepteerd geloof of leef principe, en toch ‘moet’ er waarheid inzitten want anders zouden men (ik) er niet zo tegen vechten. Ik… Continue Reading →

caring for the human resources

Today’s executives spend a lot of time managing the balance sheet, despite the fact that it doesn’t represent their company’s scarcest resource. The impact of the people, though it seems intangible, can be measured by the number of inspired employees in… Continue Reading →

3 questions

Achieving the best outcomes — job satisfaction, meaningful relationships, successful ventures — requires shedding our shoulds. We can do this by asking three potentially life-changing questions before pursuing a path or taking on a new commitment:Before You Agree to Take… Continue Reading →

engagement boost: praise, pizza or pecunia?

Which of these would you find most satisfying as a reward for doing a great day’s work at the office: a bit of extra cash, a compliment from the boss or free pizza? It may come as a surprise, but… Continue Reading →

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