Love or loathe them, performance reviews can be a powerful tool for fostering the growth and engagement of your team as well as contributing to company culture and productivity. Overtime however, they can become routine or stale and lose their impact.

The way we plan or design an organisational structure often starts with the best intentions, aligning roles and processes with broader strategy, however over time priorities change and the structure evolves into something either overly complex or completely misaligned with strategic imperatives.

The challenges of attracting and retaining talent are shining a spotlight firmly on performance-based compensation programmes. The employee benefits that truly matter to people have changed, unfortunately most reward strategies have not.

We’re all vulnerable to the stress and strain of everyday life, balancing work and personal lives while also coping with the impact of a global pandemic and lockdowns that restrict our usual freedoms. At times, this can manifest itself in feelings of disengagement which effects both our wellbeing and sometimes, our work performance.

Workplace reorganisations and restructures are inevitable, particularly in today’s environment with external pressures impacting on a company’s ability to remain competitive.

In the blogpost below, we delve into the world of personality assessments and provide some insights into the differences between measuring the personality of an individual versus the cognitive diversity of a group.

Retaining top executive talent in today’s highly competitive market is becoming more and more challenging regardless of the industry you’re in. Take heed of these top drivers of high employee churn and start retaining your company’s top staff for longer.