Partners, managers, and associates at professional services firms are some of the hardest working people I know - accountants, bankers, consultants, lawyers, marketers, etc. I started my career as a management consultant. During bad weeks, I would work 90+ hours in addition to 10 hours of travel to make sure that we provided the perfect deliverable for our clients. In this blog, I want to discuss why professional services firms need, not just good, but great performance manag
I interviewed with WorkplaceTV to talk about what Pavestep is about. Take a look! #HR #performancemanagement #performance #productivity #retention #goals #constructive #feedback #employees #futureofwork #agileHR #pavestep
In a world where people often reject being bossed around or told how to act, how can managers effectively influence employees’ behaviors in the workplace? What’s the key to fostering and sustaining real change? There are three proven methodologies to think about: 1) NUDGING Nudging refers to providing triggers that push an employee towards a certain choice without actually forcing him/her to choose it. As opposed to imposing rules saying “You shall…” or “You shall not…”, nudg
We hear it often: Millennials are spoiled and entitled. They are lazy and narcissistic. They are impatient and change jobs too often. In fact, most of what we hear about millennials in the workplace is negative. Who are millennials? Most demographers will state anyone born between 1981 and the mid-1990s. Millennials now comprise one third of the workforce, and this number is expected to increase to ~75% in the next several years. Here are four things to know about this genera
Ah. The ultimate question. How do we make employees happy? Well, we don't think this is a question that can be answered in a blog post. It also doesn't have a silver bullet answer that works for every employee. Having said that, here are six effective solutions based on our research and experience. 1) Have open conversations on what motivates them. Many employers assume that they know what their employees want out of their jobs. Some may be right, but some definitely are not.
Feedback and recognition are some of the most powerful (and cost efficient) tools to improve employee productivity and retention. Let's dive deeper into some of the reasons why. 1) Clarify expectations Feedback can clarify expectations for employees. It's not always easy to communicate precisely what you want to communicate to other people. (Continuous) feedback is a great way to make sure that everyone is executing the right tasks to accomplish the right goals. 2) Develop sk
This is the second part of a three-part blog series. Check out the other two if you haven't yet! 2) SUBJECTIVITY Let's face it. Feedback is subjective, because ... well, people are biased. This is one of the biggest things that employees complain about. Biases can come in many forms. Biases can be based on things like race, gender, sex, and age. They can also be based on things like differences in skill levels. For example, a professional public speaker may think that you are