Wouldn’t it be great if you could optimise your group meetings so that checking in becomes a high-leverage activity? Leapsome's newest feature allows you to do just that.
Together as a team, we wanted to get to the bottom of what connects us, what drives us and what makes us successful.
When 79% of quitting employees leave due to feelings of under-appreciation, it's time for organisations to up their celebration game.
With Leapsome’s new Praise Wall feature, you can now put your employees' strengths and achievements centre stage
We compiled some feedback best practices and feedback examples to give to any employee (or boss!) so you don't have to.
Are your performance reviews difficult or burdensome? Don't worry! Our powerful performance reviews feature has got you covered.
For anyone who's ever suffered from an inefficient work meeting – 1-on-1 meetings may just be what you've been looking for.
Get your OKR setting right with these simple pointers from There Be Giants founder Roger Longden.
By now you're familiar with OKRs and how powerful they can be. But how do you know which objectives to set?
When Intel CEO Andy Grove gave objectives a boost in the 1970s, it hailed the beginning of OKRs.
Out with the old: in with the new - reviews are no exception! Here's why modern performance reviews are turning things around.
We were thrilled to have such engaging speakers at our spring event! Here are some of the key learnings we took home with us.
OKRs can be the difference between success and failure. But what exactly are Objectives & Key Results?
We've packed everything you need to know about running great performance reviews in this quickfire overview.
The best performance reviews have evolved beyond salary hikes, rankings and lay-offs.
Here are all the ingredients you'll need to run an elegant, modern performance review that works for everyone.
Bias is part of human nature. But it doesn't have to be part of your performance review.
Google is just one of the leading companies to overturn their old review system: here's why.
Giving feedback is great for engagement, but it’s requesting feedback that really lays the groundwork for engaged teams.
Rather than waiting for millennials to ask, managers and HR departments need to be proactive in giving continuous, regular feedback.
Bringing change into the workplace can feel daunting, but it doesn't have to be.
Feedback culture might seem like a nice idea, but what is it really worth? And how can you figure out what it means for your business?
Did you start the new year motivated to pick up the slack and stay up to date on the latest HR trends and insights? We’re here to help you get access to the most valuable people and HR related content in 2019. On LinkedIn and Twitter; roaming the internet as well as the offline world, there are so many people sharing their valuable insight, knowledge, and ideas with us.
Being an HR professional has never been more exciting! Advances in tech and AI – integrated into innovative products, fun apps, and disrupting HR concepts – hit the market at an astounding pace. Within enterprises, HR is finally considered to be a major player in driving business forward and shaping not only the work but the business success of tomorrow.
Growth is imperative – in order to have impact, startups have to grow in terms of business as well as people. Research shows that management can both be an accelerator and inhibitor of business and people growth.
Pascal Finette is the founder of numerous startups and advisor to others, particularly in the impact space. Based in San Francisco Bay Area, he is the Executive Director at Fastrack institute and Chair of Entrepreneurship and Open Innovation at Singularity University. His main aim is to enable and support leaders to build what matters. His latest endeavor is called Radical.
Claudia Braun is a partner at Return on Meaning GmbH, a boutique consultancy providing consulting, trainings, and workshops on culture and change management, leadership, and mindfulness. Her passion is to help find a sweet spot where meaningful work is an advantage for both employee and the company. Claudia previously worked at McKinsey & Company, consulting companies on subjects including organizational change and leadership. To learn directly from her experience, you can also book our regular feedback masterclass.
Personio has been using OKRs for the last three years, starting from when they were just a few people to their current 100-and-growing. The Personio team has hands-on experience in scaling the culture and process of OKRs. Here’s what Jonas had to say about the top five takeaways from Personio on effective OKR use.
Gilbert Dietrich is current Executive Director and Head of People at Aperto, a leading digital agency and IBM company, former head of People Operations at SoundCloud, and former Team Lead at Google covering Germany and Emerging Markets. We spoke to him about his insights on why People Analytics matters to companies, and how to plan for success and make the most of a company’s people data.
Roger Longden is an experienced OKR coach and consultant. He has supported over 20 companies on their journey to implement OKRs, among them Catena Media, Bede Gaming and a number of business accelerators like Techstars in Berlin. He first got excited about OKRs when introduced to (his now mentor) Brett Knowles who is one of the world’s leading authorities on the execution and measurement of strategy.
This month we are interviewing Jan Miczaika, partner at HV Holtzbrinck Ventures. He previously founded Hitmeister while pursuing his PhD and then served as COO at Wooga, where he grew the company from 30 to 300 employees.
Effective leadership is by far the most important driver and it is linked with all the following ones. Effective leaders need a crystal-clear awareness on their actions’ and behaviors’ impact on an organization. It is all about consciously being a role model.