Managing Performance Without Losing Your Marbles
There is no simple formula for getting the best performance from your employees, but your approach to managing performance could be a significant barrier.
Tori Rochlen
June 4, 2024
Tori has spent her career dedicated to growing herself, her teams, and supporting the growth of others around her. During her 10-years in HR, Tori became a trusted HR partner with strengths in process improvements, program management and building trusting relationships cross-functionally. As a true HR generalist, she has experience in HR compliance, total rewards, global mobility, talent management and development, and employee engagement.
Using her HR experience, Tori became employee #3 at GoCoach/SkillCycle, responsible for building and scaling employee coaching programs and leading significant operational changes to influence scalable product growth. Today, Tori drives the learning success and enablement strategies, improving user ability to access the right content and resources that will help them utilize the SkillCycle platform in ways that contribute to their own successes. She is also a coach on the platform and manages SkillCycle’s talented coach community, always advocating for continuous learning and development for all SkillCycle users.
There is no simple formula for getting the best performance from your employees, but your approach to managing performance could be a significant barrier.
Companies collect vast amounts of human resources data as people come into and leave their organizations. When combined into a complete picture, the data in HR systems can impact business decisions across the company.
Employee feedback is critical in achieving performance goals, yet many organizations aren’t leveraging it properly. Improving how your leaders approach feedback (and how often they deliver it) can be a game changer in how well your team members perfor
Collecting HR data is not a new idea. Companies have been keeping detailed records of employees for decades. However, data is no longer a static collection of information like employee details and past events in a company’s history.
While a skilled workforce has always held value, how we work is shifting so quickly that the ability to learn new things stands apart as a way to prepare for the future. This adaptability, or learning agility, allows people to use what they have learned from past experiences to succeed in new situations.
While a skilled workforce has always held value, how we work is shifting so quickly that the ability to learn new things stands apart as a way to prepare for the future. This adaptability, or learning agility, allows people to use what they have learned from past experiences to succeed in new situations.
Kristy McCann Flynn and Natalie Ledbetter share their extensive experiences in HR within startups, emphasizing the importance of adaptability and strategic alignment in such dynamic environments. They discuss the necessity of customizing HR approaches to fit the unique challenges of startups, including rapid scaling and evolving company cultures.
Embracing a focus on skills can enhance your company’s adaptability to market changes and innovation. Yet, many employers struggle to balance technical skills vs. soft skills as they develop their teams and recruit new hires.
AI has been a specter on the horizon for some time, especially for those who feel any type of automation represents a risk to how humans work — or if they work at all. While AI isn’t actually coming for anyone’s jobs, it has put a spotlight on the importance of soft skills in the workplace.
