How do you say “no” to annual leave?
You need to look at it case by case. What are the intended consequences of a “no” attitude? How does it fit with your roles and values?
What is the best format for staff reviews?
It comes back to performance management. Lots of organisations have experimented with ditching formal schemes. Some 30% of organisations that ditched it reintroduced it as they felt they lost something important.
Performance is often the result of wonderful collaboration. A lot of performance metrics are not trackable at an individual level; performance is at a team level.
It isn’t just about competence and behaviours, it’s also about understanding the contribution. It’s about value mapping the contribution across the organisation.
How do you build that framework?
It needs a lot of design. It should be simple but simple things require a lot of thinking. How do you link your organisational architecture to the work? What do we expect of people at a certain level in an organisation? What do they contribute? How is this articulated? What really drives the superior contribution?
For it to be really simple you need lots of thinking in the background.
How has dealing with mental health issues changed?
Many organisations support mental health initiatives, such as R U OK? Day. It’s top of mind for many organisations round the world and Australia.
There are many inputs to mental health. For instance, many individuals spend a lot of time worried about/thinking about their finances, which can lead to stress and anxiety. Financial literacy can help with mental health issues. Insurance companies also report that mental health issues are a big issue today.
There are lots of apps today you can use in the workplace for mental health awareness.
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This article was originally published on Workplace Info by Amber Jacobs.
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