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Have you ever needed to push a staff member or a team for more but didn’t know how? When we say push, we don’t mean shoving someone into the deep end without a life raft; we mean setting a high bar and being honest when something needs improvement. Here’s some language you can use.
This toolkit includes a step-by-step guide for building a “competency model” with equity in mind, and two examples to help get you started.
Use a career pathways tool to make decisions about promotions, retention, and hiring.
Giving effective feedback requires practice. This small group activity can help managers practice different types of feedback in preparation for performance evaluations.
The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.
Tap into the collective power of your managers with effective managers’ meetings! Here are 5 tips for running them effectively.
Hesitant about giving feedback to staff or coworkers? We address common misconceptions so you can build a feedback culture and strengthen relationships in the process.
This is a sample email that the head of HR, Chief of Staff, or ED/CEO can send to all staff to announce (or even re-introduce) a performance evaluation process.
Done well, performance evaluations are a chance to step back, summarize feedback, and reflect on a staff member’s work and trajectory at your organization. Here’s our eight-step guide for performance evaluations.
At least once a year, managers and staff members should meet one-on-one to reflect on the manager/staff relationship, realign on expectations, and discuss overall performance. This template is intended for use by both managers to assess staff, and for staff members to self-evaluate and share feedback with their manager.