The keys to understanding and implementing a unique competitive advantage are to define your organizational goals and expectations and to know your people and support their growth. Integrating these two ideas is a powerful, effective method for increasing efficiency, improving performance beyond your expectations, and as a result retaining your best people.

A common question we receive by employees is "what should I share in the comments of my review form".  Good question!

Manager engagement continues to decline. A recent Gallup study shows that one in 10 managers do have the talent/skills to be a great manager. We believe this is in great part because they have not been properly mentored on the key practices required to inspire and engage their teams.

A performance management system like BLOOM aligns your business objectives with employee goals. It enables employees and managers to keep track of goals and performance, and it enables HR to identify top performers as well as employees who are at or below average.

When CEOs model the way for effective talent management you see successful system implementations and results. This includes defining clear expectations, setting individual development goals, conducting performance reviews on time, coaching and mentoring individuals, and holding managers accountable to fulfilling the same performance.

It’s relatively easy to recite pieces of performance reviews without really thinking about the function they serve or the value they provide. The purpose of performance management is to align employee efforts with business strategies for accurate performance evaluation and feedback for success.

Talent pooling enables you to establish a clear profile and clear expectations so that you can explore possible candidates for key positions, future positions, and positions that are often replicated in the organization.

Making the switch to “performance planning” is more than semantics. It’s a shift in mindset that signals a commitment to developing your employees and supporting their career goals.

For centuries we’ve known that the human mind has three parts, unfortunately most recruiting and hiring processes forget this. Often personality assessments are misused as screening tools, resumes are overused, and interviews are only utilized for assessing whether employers “like” a candidate.

4 reasons why it’s lonely at the top. A variety of unique factors contribute to a CEOs’ isolation from employees, organizations, and their own emotional needs and desires:

Bringing in HR specialists enables you to focus on your core business while ensuring that a keen eye is on talent and human resource management. There are a number of benefits to an outsourcing arrangement:

Every organization needs these functionalities in its talent management system to be effective…