Recruiters and HR leaders are under a lot of pressure to identify top talent to present to hiring managers. However, some traits and behaviors can slip past even the most rigorous screening process: recruiters can screen for skills, culture fit, and many personality traits, but without the ability to predict the future, they can’t always identify candidates who may turn out to be low performers.
As organizations take a closer look at how they utilize PIPs, it’s important to first ask why a PIP might be necessary. Is the employee in question failing to meet performance goals? Or is a behavior-related concern affecting the workplace? A performance improvement plan may be appropriate under these circumstances, as long as the intended result is an achievable improvement in a reasonable amount of time.
A key element of managing any workplace is making sure that workers are able to communicate with each other and work together effectively. This can be particularly tricky when employees aren’t all in the same physical location. Fortunately, implementing certain best practices can help managers navigate the challenges of promoting teamwork in a hybrid environment.
Most people’s days are filled with busy work and distractions. That’s not necessarily a bad thing: engaging in busy work and distractions can be a lovely way to pass the time. But sometimes people want to use their time more powerfully and effectively.