Thriving in Times of Great Change
How can we best support ourselves in navigating change in the workplace this year? And how might we do this in more traditional, complex and hierarchical industries like the federal government?
Posts Tagged: performance
5 Reasons Why SMART Goals Are Better Than New Year’s Resolutions
SMART goals can serve as a personal and professional achievement roadmap and are superior to resolutions. Here’s why you should adopt the model now.
Should I Even Bring It Up? Competence vs. Performance Errors
Do you understand the difference between competence errors and performance errors? Here’s how you can use this linguistics concept to give better feedback!
So You Want to Start a Performance Improvement Division?
Performance improvement divisions will drive your organization to be more effective. Strategic alignment with existing departments is key to long-lasting success.
Facing Feedback: How to Do It
As we approach performance review season, many individuals across the federal sector are anticipating how they will be rated for their work during the last calendar year. This can be a time of both great excitement and anxiety. Some expect to receive many compliments for the work they have done, while others are uneasy aboutRead… Read more »
The First and Busiest 311, Baltimore and New York City
Baltimore 311 may be the first to launch, but New York City 311 is by far the largest and busiest.
Learn How 311 Has Inspired Others Outside of Local Government
The success of 311-model continues to inspire and ignite innovation.
3 Steps to Employee Engagement
Businesses are talking about employee engagement being the secret to success, but ask them how to get there and responses span the spectrum.
How You Can Make Your Performance Goals Inspiring
Annual performance goals are generally a part of being employed but that doesn’t mean they have to be boring. You can create goals that inspire you as they help move the needle for your team in the larger agency or organizational goals.
The Employees You Should Worry About Losing: Your Average Ones
Most supervisors and leaders spend too much time and energy focusing on their top performers and/or their low performers. But the group they should really be concerned about is the solid middle group – Joe & Jane Average. Why?
