Is redundancy the new performance management?
When should you use redundancy versus performance management? Too often we hear from an employer or manager when they’ve reached their limit with a poor performer. Our initial advice is often to begin a performance management process, but we’re met with resistance because the problem has gotten out of hand and the employer now feels like they don’t have the time nor wherewithal to begin to manage the employee’s performance. Often, they turn the conversation to whether or not they can use redundancy as an alternative option. Is that a viable option? Let’s explore it.
International Women’s Day – Through the Eyes of a Managing Director and New Mum
The beauty of being a consultancy is you can be a yardstick for what is in and out of favour. In my experience projects tend to go in cycles – last year it was all about policies and compliance, this year businesses large and small are looking for growth.