Performance management consists of two parallel processes. The first is the informal, day-to-day management of individuals and teams by their immediate line manager. The second is the formal framework within which the performance of individuals and teams is assessed and improved.
The Labour government has said that it will remove the qualifying period for unfair dismissal claims, and there is a new code of practice for dismissing and re-engaging employees.
A police officer who slept while pretending to work from home committed gross misconduct, an internal investigation has found.
A Met Police officer died by suicide after the actions of her employer contributed to the decline in her mental health, an inquest has found.
May 2024's most sought after FAQs on Brightmine include how to manage poor performance and calculating redundancy pay.
ON-DEMAND | Watch for our webinar with Culture Amp's people scientist Jess Brannigan looking at talent management in 2024.
Amazon has been fined €32m (£27m) for 'excessively monitoring' employees in its warehouses in France.
Nearly one in five employers see their disciplinary processes dragging on for longer than three months, a survey finds.
ON-DEMAND | Watch now to learn how focusing on performance and engagement together can drive results for both HR and the business.
The traditional nine-box grid of managing performance may be too 'crude' for organisations that want to get the best out of their people.
Three days a week in the office is the optimal hybrid working arrangement for culture and performance, research has found.
The UK’s poor productivity record need not be a mystery; it is closely linked to failings around relationships, argues Andrew Jackson.
Questions last month focused on the agency workers during strikes, payment in lieu of notice and dismissing an employee who is in prison.
A survey by Lattice finds only one in five employees always understands their employer's performance expectations.
Employment tribunal hears that a bakery did not adequately inform an employee about performance concerns before it dismissed him.
Andrew Mawson discusses presence bias and how organsations with hybrid working models can eliminate it.
