Performance Management

Another way that Bloom’s Taxonomy can be used in the workplace is to develop problem-solving skills.

Managers and supervisors need a clear and logical performance management process to evaluate and recognise staff performance objectively ...

“Why were you rude yesterday?”
That can trigger a defensive or aggressive response. Instead, state the facts, the actions and possible . .

Handling any performance situation requires critical thinking.
Managers need to identify and describe the situation as clearly as possible

‘I knew this was coming and should have taken actions earlier!’ Taking actions turn insights into foresight.

Does age matter in promotion and does it matter in the rate of promotion? I have observed a reverse ageism . . .

Performance falls when people are going against their career anchors or are suppressing their career anchors when making decisions in work..

When should an employee be promoted? Here are 3 considerations for managers.

Managers who become coaches in the workplace have encountered resistance from their staff/coaches who seek direct answers or solutions.

All leaders can build a positive and high-performing team culture through open, honest conversations, regular check-ins, two-way feedback,

When we reflect, we recapture our experience, paying critical attention to events, people, emotions, ideas, and thoughts.

They misunderstood the situation. Performance management requires supervisors to differentiate performance, not discriminate against staff.