The days of a supervisor rating performance on a scale of 1-5 and simply signing off on it are through! It’s time to think about 360-degree reviews for all staff, or at the very least, for your supervisory team.

Developing attrition metrics by conducting exit interviews allows you to compile factual data on why people are leaving your organization.

You might have heard the terms “growth mindset” or “fixed mindset” used before. What are they? How can they help your organization thrive? How do you model and instill a growth mindset for your employees?

Retaining employees is becoming more difficult since the “great resignation” began in late 2020. Let’s discuss some strategies for retaining talent in your organization and building a company culture that employees don’t want to give up.

It’s almost 2022 and you have some questions about how effective your recruiting strategy was in 2021. A recruiting audit might be just what you’re looking for.

With these tips, we hope the next time you’re providing feedback you’re able to get the information needed across to your employee tactfully and kindly.

Performance reviews, whether formal or informal, are a way to sync with your direct report on how they are managing their work responsibilities. Whether you are pleased or displeased with someone’s work output, are they aware of how you feel?

To get the most out of exit interviews, we’ve compiled a few questions to consider asking exiting employees, plus a few tips on how to make the interview experience itself as comfortable and honest as possible.

There are a number of factors to consider when evaluating the right potential recruiting partner.