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9 TIPS FOR CREATING A REMOTE WORKING CULTURE · SMALL At some companies, remote workers must agree to a number of performance-tracking measures to ensure productivity, be it screen monitoring, keyboard/mouse tracking, etc. At Small Improvements, we don’t believe in checking up on people’s work, but instead, trust that they’re responsible and delivering on what their role requires. GETTING THE MOST OUT OF 360 FEEDBACK: THE WHY, HOW, AND WHAT Keeping people out of those negative thought patterns during the 360 process will up the odds of helping the employee learn and grow rather than shut down as they hear feedback. Matthew Lieberman, a researcher at UCLA and author of Social: Why Our Brains are Wired to Connect says that the human brain is a social organ. HOW TO BUILD THE BEST INTERNAL MOBILITY PROGRAM The Reddit Internal Mobility is a keystone of their learning and development process and includes a generous range of ways for employees to grow. The program includes manager training and skills development courses. It also encourages mentor pairing from within and outside the company. Finally, it also provides funding and sponsorshipfor other
SMALL IMPROVEMENTS: REVIEWS, 1:1S, OBJECTIVES, 360S, ANDLOG INPRODUCTPRICINGCUSTOMERSRESOURCESSEE HOW IT WORKS Ongoing feedback at your fingertips. Praise a coworker for a job well done. Request feedback any time, from whoever you want. Prepare for 1:1 meetings, and collect thoughts and action items afterward. Small Improvements fuels your company’s ongoing feedback culture and integrates in real-time with collaboration tools like Slack and Gmail. PRICING · SMALL IMPROVEMENTS Save 25% of your base plan with annual prepayment, or 33% with a two-year plan. Save 11% on a two year plan. That's $500 per month, and $6000 per year. Watch our 10-minute product tour or sign up for a free 14-day trial to see how you can use Small Improvements to support yourfeedback culture.
30 QUESTIONS TO ASK DURING REMOTE 1:1 MEETINGS · SMALL 30 questions to ask during remote 1:1 meetings. A while back, we published an article featuring 24 questions to ask in your next 1:1 meeting. It’s one of our most-read posts, which shows just how much people crave inspiration for their meeting agendas. With more managers running 1:1s from home, we decided to create a list of remote 1:1 A GUIDE TO PERFORMANCE REVIEWS (INCL. TEMPLATES & PHRASES) Free guide: Human-friendly performance management. Healthy workplace relationships are crucial to a happier, more engaged workforce. In this guide, employee engagement expert Jason Lauritsen shares how to make goal-tracking, performance reviews, 360° feedback, 1:1 meetings, and ongoing feedback more human-friendly. Download guide. A GUIDE TO 1:1 MEETINGS: BENEFITS, TIPS & AGENDA TEMPLATES A 1:1 meeting (pronounced one-on-one or one-to-one meeting) is a regular check-in between two people in an organization – typically a manager and an employee. It’s used to give feedback, keep each other in the loop, resolve issues, and help the participants grow in their roles. The free-form, employee-focused nature that goes beyond status INTRODUCING A PERFORMANCE REVIEW SYSTEM A manager should spend in between 60 minutes and 2 hours preparing and writing the performance review, another 30 to 45 minutes in the actual meeting, and then maybe another 30 minutes wrapping up. Significantly more time will probably make the review a little better, but not enough to justify the effort. And the longer it drags on, the more BUILDING AN EFFECTIVE PERFORMANCE REVIEW QUESTIONNAIRESEE MORE ON SMALL-IMPROVEMENTS.COM DON'T BE AFRAID TO CHANGE YOUR COMPANY VALUES · SMALL Narrowing values down and defining them helps everyone focus and guide each behavior more concisely. And if you need to change your values, give yourself permission to do that if it’s what’s best for your organization. “Don’t be scared to do it. It’s easier than you think,” Holloway said. “And if you do it well it’s incredibly PERFORMANCE REVIEWS AND COMPENSATION: TAKING MONEY OFF THESEE MORE ON SMALL-IMPROVEMENTS.COM PROS AND CONS OF OKR GOALS: ARE TRUE OKRS WORTH THE HASSLE?SEE MORE ON SMALL-IMPROVEMENTS.COM SMALL IMPROVEMENTS: REVIEWS, 1:1S, OBJECTIVES, 360S, ANDLOG INPRODUCTPRICINGCUSTOMERSRESOURCESSEE HOW IT WORKS Ongoing feedback at your fingertips. Praise a coworker for a job well done. Request feedback any time, from whoever you want. Prepare for 1:1 meetings, and collect thoughts and action items afterward. Small Improvements fuels your company’s ongoing feedback culture and integrates in real-time with collaboration tools like Slack and Gmail. PRICING · SMALL IMPROVEMENTS Save 25% of your base plan with annual prepayment, or 33% with a two-year plan. Save 11% on a two year plan. That's $500 per month, and $6000 per year. Watch our 10-minute product tour or sign up for a free 14-day trial to see how you can use Small Improvements to support yourfeedback culture.
30 QUESTIONS TO ASK DURING REMOTE 1:1 MEETINGS · SMALL 30 questions to ask during remote 1:1 meetings. A while back, we published an article featuring 24 questions to ask in your next 1:1 meeting. It’s one of our most-read posts, which shows just how much people crave inspiration for their meeting agendas. With more managers running 1:1s from home, we decided to create a list of remote 1:1 A GUIDE TO PERFORMANCE REVIEWS (INCL. TEMPLATES & PHRASES) Free guide: Human-friendly performance management. Healthy workplace relationships are crucial to a happier, more engaged workforce. In this guide, employee engagement expert Jason Lauritsen shares how to make goal-tracking, performance reviews, 360° feedback, 1:1 meetings, and ongoing feedback more human-friendly. Download guide. PRICING · SMALL IMPROVEMENTS Save 25% of your base plan with annual prepayment, or 33% with a two-year plan. Save 11% on a two year plan. That's $500 per month, and $6000 per year. Watch our 10-minute product tour or sign up for a free 14-day trial to see how you can use Small Improvements to support yourfeedback culture.
DON'T BE AFRAID TO CHANGE YOUR COMPANY VALUES · SMALL Narrowing values down and defining them helps everyone focus and guide each behavior more concisely. And if you need to change your values, give yourself permission to do that if it’s what’s best for your organization. “Don’t be scared to do it. It’s easier than you think,” Holloway said. “And if you do it well it’s incredibly GOALS AND OBJECTIVES · SMALL IMPROVEMENTS Improvement starts with a plan. Whether you want to achieve a professional goal or improve based on performance feedback, our Objectives module is key. A simple but powerful objective screen organizes all the details about an objective in one place. Describe your desired outcome, track key results, and update your status to communicate progress. PERFORMANCE REVIEWS FOR ALL ORGANIZATIONAL STRUCTURES Performance reviews for all organizational structures. In today’s business landscape, many organizations are adopting new ways of operating and distributing work. From talking to our customers, we’ve seen an increase in matrix structures, flatter hierarchies, and self-managing teams. And with this comes the need to rethink theperformance
THE IMPORTANCE OF EARLY FEEDBACK FOR NEW EMPLOYEES The myriad of benefits that accompany providing early feedback can be grouped into two core outcomes. First, it drives new employee proficiency, helping them become net contributors faster. Second, it significantly decreases the chances of new hire failure, lowering turnover and improving retention rates. Each of these positives linksback to
1:1 MEETINGS
Write things down. The single most important thing about 1:1 meetings is sitting together on a regular basis. But taking some time to write down what you want to discuss and what the outcome of the meeting was can make your 1:1s even more valuable. Coming 24 QUESTIONS TO ASK IN YOUR NEXT 1:1 MEETING · SMALL The 1:1 meeting may be the most important tool you have as a manager.It’s your opportunity to build a relationship with your employees and provide support to help them perform well and have a good work experience. 3 COMPONENTS OF AN EFFECTIVE PERFORMANCE MANAGEMENT PROCESS The three key interlinked components of planning, cultivation, and accountability offer you a framework to reflect on your performance management process. Your organization might already be succeeding with some of the initiatives outlined above, but perhaps there are others you’d like to incorporate into your performance management process. THE HR HITLIST #1: SAYING “NO” · SMALL IMPROVEMENTS The HR Hitlist #1: Saying “no”. The time is upon us for human resources to step up as a practice and lead. Never before has the work of HR been so critical to organizational success. To meet this challenge requires that we break some old habits. This is the first in a series of guest posts from thought leader, Jason Lauritsen, calledthe
LOGGED OUT · SMALL IMPROVEMENTS Our customer success hub is on the East Coast so we can respond to support requests swiftly. We're headquartered in Berlin, and our dev team here pick up most of the technical questions. Contact Small Improvements Software GmbH Neue Schönhauser Str. 13 10178 Berlin support@small-improvements.com 9am to 6pm CET Berlin Team. SMALL IMPROVEMENTS: REVIEWS, 1:1S, OBJECTIVES, 360S, ANDLOG INPRODUCTPRICINGCUSTOMERSRESOURCESSEE HOW IT WORKS Praise a coworker for a job well done. Request feedback any time, from whoever you want. Prepare for 1:1 meetings, and collect thoughts and action items afterward. Small Improvements fuels your company’s ongoing feedback culture and integrates in real-time with collaboration tools like Slack and Gmail. 30 QUESTIONS TO ASK DURING REMOTE 1:1 MEETINGS · SMALL A while back, we published an article featuring 24 questions to ask in your next 1:1 meeting.It’s one of our most-read posts, which shows just how much people crave inspiration for their meeting agendas. A GUIDE TO 1:1 MEETINGS: BENEFITS, TIPS & AGENDA TEMPLATES The One-on-One Meeting (1:1) is a regular check-in between a manager and a team member. This guide includes useful tips and templates tomake 1:1s work.
INTRODUCING A PERFORMANCE REVIEW SYSTEM If you want to redesign your performance review process but feel that selling the idea to your team might be difficult, you’ve come to the right place!. Instigating change is tricky, and introducing a new performance management system can backfire if not done properly. Read on for some suggestions on how to get started and avoid some common problems with performance management. DON'T BE AFRAID TO CHANGE YOUR COMPANY VALUES · SMALLCOMPANY CORE VALUE EXAMPLECOMPANY CORE VALUES DEFINITIONCOMPANY CORE VALUES IDEASCOMPANY CORE VALUES QUESTIONSCORE VALUES IN A COMPANYCORE VALUESIN A COMPANY
It has been a productive couple of quarters with an even more exciting year ahead. As we head into the Summer months, we’ve got a round-up of Spring product updates to share and some tips to help you enhance your performance management process. PERFORMANCE REVIEWS FOR ALL ORGANIZATIONAL STRUCTURESSEE MORE ON SMALL-IMPROVEMENTS.COM PERFORMANCE REVIEWS AND COMPENSATION: TAKING MONEY OFF THESEE MORE ON SMALL-IMPROVEMENTS.COM PROS AND CONS OF OKR GOALS: ARE TRUE OKRS WORTH THE HASSLE?SEE MORE ON SMALL-IMPROVEMENTS.COM 5 WAYS PERFORMANCE MANAGEMENT CAN FOSTER DIVERSITY AND 5. Ask employees how they feel. You might think team members feel welcome at work – perhaps because you do – but actually, they don’t. The only way to THE HR HITLIST #1: SAYING “NO” · SMALL IMPROVEMENTS If I had one wish I could use to transform the work of human resources, it would be to remove the word “no.” This tiny word is at the core of why HR is too often viewed as an obstacle to progress rather than a facilitator of results. SMALL IMPROVEMENTS: REVIEWS, 1:1S, OBJECTIVES, 360S, ANDLOG INPRODUCTPRICINGCUSTOMERSRESOURCESSEE HOW IT WORKS Praise a coworker for a job well done. Request feedback any time, from whoever you want. Prepare for 1:1 meetings, and collect thoughts and action items afterward. Small Improvements fuels your company’s ongoing feedback culture and integrates in real-time with collaboration tools like Slack and Gmail. 30 QUESTIONS TO ASK DURING REMOTE 1:1 MEETINGS · SMALL A while back, we published an article featuring 24 questions to ask in your next 1:1 meeting.It’s one of our most-read posts, which shows just how much people crave inspiration for their meeting agendas. A GUIDE TO 1:1 MEETINGS: BENEFITS, TIPS & AGENDA TEMPLATES The One-on-One Meeting (1:1) is a regular check-in between a manager and a team member. This guide includes useful tips and templates tomake 1:1s work.
INTRODUCING A PERFORMANCE REVIEW SYSTEM If you want to redesign your performance review process but feel that selling the idea to your team might be difficult, you’ve come to the right place!. Instigating change is tricky, and introducing a new performance management system can backfire if not done properly. Read on for some suggestions on how to get started and avoid some common problems with performance management. DON'T BE AFRAID TO CHANGE YOUR COMPANY VALUES · SMALLCOMPANY CORE VALUE EXAMPLECOMPANY CORE VALUES DEFINITIONCOMPANY CORE VALUES IDEASCOMPANY CORE VALUES QUESTIONSCORE VALUES IN A COMPANYCORE VALUESIN A COMPANY
It has been a productive couple of quarters with an even more exciting year ahead. As we head into the Summer months, we’ve got a round-up of Spring product updates to share and some tips to help you enhance your performance management process. PERFORMANCE REVIEWS FOR ALL ORGANIZATIONAL STRUCTURESSEE MORE ON SMALL-IMPROVEMENTS.COM PERFORMANCE REVIEWS AND COMPENSATION: TAKING MONEY OFF THESEE MORE ON SMALL-IMPROVEMENTS.COM PROS AND CONS OF OKR GOALS: ARE TRUE OKRS WORTH THE HASSLE?SEE MORE ON SMALL-IMPROVEMENTS.COM 5 WAYS PERFORMANCE MANAGEMENT CAN FOSTER DIVERSITY AND 5. Ask employees how they feel. You might think team members feel welcome at work – perhaps because you do – but actually, they don’t. The only way to THE HR HITLIST #1: SAYING “NO” · SMALL IMPROVEMENTS If I had one wish I could use to transform the work of human resources, it would be to remove the word “no.” This tiny word is at the core of why HR is too often viewed as an obstacle to progress rather than a facilitator of results. SMALL IMPROVEMENTS HELP CENTER Common questions and support documentation 5 WAYS TO TAKE YOUR 1:1 MEETINGS TO THE NEXT LEVEL · SMALL “The thing we’ve seen make an impact is a perspective shift on that 1:1 being an opportunity to check on work progress,” Luna said during our New York panel, “into shifting that time to ‘this is our sacred time, and no matter how crazy things get, you know you’ll have my undivided attention during this time.’”. The sentiment was echoed from across the country in San Francisco. BUILDING AN EFFECTIVE PERFORMANCE REVIEW QUESTIONNAIRE Beyond the questionnaire. You’ve planned, structured, and had employees do the performance review. What now? Have a conversation: More often than not, companies focus on just the performance review itself and they lose sight of the real purpose of the review: giving feedback to help employees grow. Feedback based on a performance review is what ultimately helps employees learn A GUIDE TO PERFORMANCE REVIEWS (INCL. TEMPLATES & PHRASES) Simplicity is great, but there are a few things that might be worth adding to your performance reviews to enhance their effectiveness. Upward feedback: The team member writes upward feedback for their manager to make the performance review a two-way conversation that both parties can learn from. 360-degree feedback: The team member requests feedback from up to five colleagues that they have PRAISE · SMALL IMPROVEMENTS Employees can attach visual badges with Praise, making it more personal and fun to recognize one another. Badges are also fully customizable. You can easily create your own, for instance, based on your company values to imbed more meaning to Praise.1:1 MEETINGS
The single most important thing about 1:1 meetings is sitting together on a regular basis. But taking some time to write down what you want to discuss and what the outcome of the meeting was can make your 1:1seven more valuable.
PERFORMANCE REVIEWS AND COMPENSATION: TAKING MONEY OFF THE Performance reviews can be a time to promote growth and development among employees. For years, companies have also used these reviews to make salary decisions. This isn’t surprising, given that 91% of companies want to tie pay to performance, and appraisals are sometimes the only formal record of an employee’s contributions. But trying to make pay decisions based on performance reviews COMPANY DIRECTORY AND ORG CHART Small Improvements users can be viewed at a glance in the User Directory. You can access the User Directory by clicking Company > Directory: Adding more staff There are many ways to get staff into the system: You can add staff manually right on the user directory, simply by clicking the “Add GETTING THE MOST OUT OF 360 FEEDBACK: THE WHY, HOW, AND WHAT Guest blog post by Beth Steinberg.Beth has over 18 years of experience in organization development, talent strategy, and leadership development. Her focus has been to help leaders and companies with complex organizational and growth issues. FEEDBACK TOO CRITICAL? TRY THE FEEDFORWARD APPROACH It has been a productive couple of quarters with an even more exciting year ahead. As we head into the Summer months, we’ve got a round-up of Spring product updates to share and some tips to help you enhance your performance management process.SMALL IMPROVEMENTS
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HELP YOUR EMPLOYEES GROW AND SUCCEED Give them the feedback they need with our toolkit for ongoing performance management. Reviews, Pulse, 1:1s, Goals and much more. ------------------------- Get a 3-min overview Or, see it in action*
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ONGOING FEEDBACK AT YOUR FINGERTIPSPraise a
coworker for a job well done. Request feedback any time, from whoever you want. Prepare for 1:1 meetings, and collect thoughts and actionitems afterward.
Small Improvements fuels your company’s ongoing feedback culture and integrates in real-time with collaboration tools like Slack and Gmail.Praise Praise
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------------------------- STRUCTURED PERFORMANCE CHECK-INS AND 360S Nobody loves overly complex 360s or old-fashioned performance reviews. Instead, wrap up all the ongoing feedback into lean PerformanceReviews
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360º
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------------------------- PULSE SURVEYS FOR LIVE EMPLOYEE INSIGHTS Organizations need feedback too. Inform company initiatives throughout the year by using lightweight pulse surveys. Gather concrete data that helps you improve employee experience. Get answers to questions that matter to you and your people. Track results over time to act on employee feedback and boost morale throughout the year.Pulse Surveys
------------------------- KEEP IT ACCOUNTABLE WITH OBJECTIVES Define objectives that challenge you and help you grow. Create and achieve key results without the burdens ofmicro-management.
Align to company goals, and collaborate with others on their goalstoo.
Objectives & Key Results __LOVED BY 750+ COMPANIES WORLDWIDE__ “It's a really great tool because you have everything in one place. I kid you not, I thought it was the godsend answer.”TIM SAE KOO
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“I’ve been doing review roll-outs with different tools for over 10 years — Small Improvements is by far the best.”KIM BROADBECK
VP of People & Talent “Incredibly easy to configure and get users onboard. We love nothing more than finding solution providers who share our thinking.”GRAHAM MOODY
People & Culture ManagerEXTREMELY VERSATILE
Small Improvements is highly configurable. As an admin you can change and combine building blocks to suit your organization’s needs, and adjust the look and feel too. We provide basic structure to save you time and make things easy. But you can also pick from tons of options to define review forms, 360 processes, survey questions, and objectives guidelines. -------------------------USEFUL INTEGRATIONS
To make performance feedback and goal setting even better, we’ve built many third-party integrations. Sync your employees with your HRIS. Facilitate ongoing feedback inSlack
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Single sign-on is a snap with Google Apps, Okta, and more. Stay on top of deadlines with our calendar integration.Integrations
------------------------- A CUSTOMER TEAM YOU'LL WANT TO HUG Our product is entirely self-service, so you don’t have to call us to make changes. But sometimes you’ll want to bounce ideas off someone, get help, get feedback, or propose a product change. We’re available, by mail, chat or call. Meet our Customer TeamAND SO MUCH MORE!
COMPANY DIRECTORY
In addition to all our features, SI includes a free company directory as well as a browsable org chart. No need for a dedicated extra tool.INTERNATIONAL
The user interface is in plain English, and all content, forms, mails and date formats can be adjusted to any language and region.SECURE BY DEFAULT
We’re in the Google Cloud, encrypt properly, and engage white-hat hackers to ensure we don’t miss anything. Learn more here.
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If you ever decide to leave, you can take all your data with you. For example, you can export all reviews to PDF and get a full XML export. Learn more about our pricing . UP AND RUNNING IN MINUTES The system is entirely self-service. How quickly you want to roll it out depends on your timeframe. Either way, our support and success teams have you covered.ETHICAL COMPANY
Businesses _do_ have an impact. What bank to use, what energy to consume, what work environment to provide. And whose money to turndown. Learn more .
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