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Here we look in detail at three key areas for developing leadership skills, and include expert advice on the training, behaviours or practises on which to focus in order to thrive. And dealing with conflict, business change or other challenging social scenarios is something all people managers need to be able to do well. just tell everyone everything… Leaders need to structure their messaging and delivery to tap into how people are feeling and reduce the gap between what people think is happening and what they can see. those visible people in the business that can role model the change you want to see and tell the story you want communicated.

Today’s managers must recognise their responsibility for supporting team members, they need to acknowledge that they have a direct impact on employees’ stress levels and understand that resilience can be developed.” A key aspect of being an effective people manager is driving high levels of performance from one’s team. What we know is that poor performance management processes and infective appraisals remains a common challenge; according to Gartner, 81% of HR leaders are making changes to performance management. ’s performance can be accounted for simply by the frequency of face-to-face exchanges among team members.

To help you, we’ve looked at what other organisations are doing with their surveys and delved into some new employee survey questions being included. These surveys have typically featured shorter question sets of anything between 10 and 20 questions, with the focus very much on priorities relating to COVID-19 and key engagement drivers. [ORGANISATION NAME] is doing a good job of listening to the concerns of employees Hopefully, this provides some food for thought if you are planning on running an employee engagement survey soon. If you are looking for more comprehensive guidance on survey questions and questionnaire design, have a look at our other article on employee engagement survey questions.

Why a feedback culture is worth its weight in gold I’d guess that almost all companies are currently going through some form of organisational change. With a huge proportion of people working remotely all the time, they are naturally having less interaction with managers and colleagues. It’s crucial therefore to support your people (and encourage support of one other) in order to develop your desired feedback culture. In our experience, the most successful workplace culture change initiatives often involve observing people in their work environment having these feedback conversations.