This cycle can be a drag bit can also be very satisfying and team building when approached with an agile culturally intelligent, gender aware and age appropriate strategy.

Another important factor is the maturity of the organisation and size.

First off is understanding what the owner is looking to achieve and how to engage with everyone so that means a team briefing to allay suspicion and fear. Preferably face to face and not on line. Once the boundaries are set and the documents explained further sessions can be on line.

CRAFTSPOT CEO and myself in RAS AL KHAIMAH UAE.

Performance Management as one of the keystones of Talent Management.

Including

• Succession Planning,
• Leadership Development,
• Workforce Planning
• Recruitment

Risk and Crisis Management

• Identify all risks, evaluate potential impact and mitigate accordingly
• Incorporate strategic flexibility to respond to internal and external changes and pressures
• Prevent issues becoming risks then turning into crises
• Create, practice and be prepared to implement crisis plans

Prevent Failure of Strategies

• Recruit and retain people with appropriate skills, experience and track record
• Clarify and communicate roles and responsibilities
• Encourage creative problem-solving and constructive conflict resolution
• Promote unity within teams and harmony between teams

Skills for Success

• Communication, including: presentations, meetings, oral, listening, body language and written
• Delegation to increase productivity
• Time management for minimum effort to produce maximum results
• Negotiation and influencing skills for a win-win for all

What is Performance Appraisal and how should it be implemented?

Is Performance Appraisal still relevant?

Should we also consider Contribution Review