Crewmojo - Performance management that doesn't suck!
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Most employees have this instinctive, visceral feeling that the traditional performance management process is in someway deeply unfair. But it's hard to put your finger on exactly what it is that's unfair? Because the theory is absolutely flawless and makes complete sense...

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Continuous performance management is a real-time, forward looking approach to performance that companies use to align and grow their employees, and truly help them succeed.

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Teams with relationships based on trust absolutely rock! I know because I’ve had the privilege of working with a team like this. We out-performed all our competition, we punched well above our weight and we featured in Deloitte’s Top 50 fastest growing companies for 5 straight years.

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Take a minute to think about why we strive for better performance. To increase sales? To improve customer experience? To develop or innovate a new product? If there's one goal all business leaders can agree on, it's to continuously bring out the best in our people.

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If you’re competing on traditional measures of better, faster, cheaper… you might be stuck in the old world. We’re now in a new era where the best companies are competing with the human skills of creativity, innovation, and collaboration.

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Goals are worse than New Year’s Resolutions. When we make them they sound great, we’re all motivated and think we’ve got this… YEAH!! But, it’s easy to underestimate the time involved and it’s even easier to procrastinate a year away or get distracted by more ‘urgent’ activities.

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Feedback… RUUUUUUN!!

By Mark Lewis • May 2, 2018

…this is a very common reaction to the ‘F’ word! Whether you’re giving or receiving feedback, we’ve been conditioned that the experience will be painful, embarrassing or uncomfortable at best.

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The Marketing Manager gently closes the door behind him, explains it’s been a pleasure working with the team, but he’s been offered a position he can’t refuse and is moving on to new adventures. This position was critical for the company and we needed to find a replacement that could kick big goals.

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When you delegate, let them drive

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We need to look at the underlying message that’s screaming out to the team……”We don’t trust you! We don’t trust you to do your job, we don’t trust you to do the right thing, and we don’t trust you to think.”

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Corporate norms that are set in stone are likely shaping our everyday behaviours for the worse without us even realising.

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When you take a moment to think of this age old process, you quickly realise how ridiculous it is. A manager sits down with their team member to discuss performance over the duration of an entire year.

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