fbpx

Category: Performance Management

Introducing OKRs, from Mission to Action

Francisco Homem de Mello

Since the dawn of Qulture.Rocks, we've noticed a gigantic opportunity lying in front of us: helping companies implement some system that could serve as a management backbone around which everything revolves and organizes. We talked to many customers - organizations of all sizes that used our people, management, and culture software products - who described [...]

Continue reading →

Calibration in Performance Evaluation

Renan Araújo

tecnicas-de-marketing

What is it? Calibration is the penultimate phase of a performance evaluation. In it, managers (typically from a department or set of related departments) meet to discuss the performance of their subordinates and agree on the performance evaluations carried out. What is it used for? Calibration serves precisely to calibrate the hands of managers. Managers [...]

Continue reading →

Performance evaluation Software: how can you choose the ideal one?

Renan Araújo

aspectos-comportamentais

Have you ever thought of using a software performance evaluation in your company? First, let's address the concept of this strategy. Performance evaluation can be defined as the apex of a well-structured cycle of performance management. When shaping it, the team runs the risk of going through a journey full of bifurcations. For this reason, having a tool [...]

Continue reading →

Performance appraisal and IDP: what is the relationship between them?

Renan Araújo

Performance appraisal and IDP: do you know the relationship between these two concepts? Once an assessment has been run at your company, there is a need to map out the next steps with regard to the professional's development. This will be possible through the Individual Development Plan, which will be followed up by the leaders [...]

Continue reading →

Understand what performance self-assessment is and how to do it

Renan Araújo

As we know, performance appraisal is a structured assessment of a person's individual performance over a given period of time. Its main objective is to improve the company's performance through improvements in employee performance. In order to structure a performance evaluation and achieve the desired results, it is necessary to know the main steps of [...]

Continue reading →

Organizational climate research: what it is and its importance

Renan Araújo

feedback-aos-candidatos

Organizational climate research is one of the most important tools available for the area of human resources.  It can help an organization create the necessary conditions to improve its business results and the retention of its talents. Several research shows that engaged employees (let's talk a little more about what engagement is) deliver better results [...]

Continue reading →

People Analytics: meet one of the top HR trends!

Renan Araújo

plano-de-sucessao-e-plano-de-carreira

According to Harvard Business Review, about 70% of companiesregard people analytics as an important priority in their agenda. Nevertheless, according to a trend report prepared by Great Pleace To Work, the discipline of people Analiytics appeared as one of the main challenges related to people management. Our experience talking to more than 500 of the Most Innovative Companies in [...]

Continue reading →

Individual Development Plan

Renan Araújo

a importância do autoconhecimento

As we know, performance appraisal is a structured assessment of an employee's individual performance over a certain period. Among the main objectives of this strategy, improving the company's performance by improving the performance of its professionals stands out. However, after applying this assessment and providing feedback, you need to manage the person's development through focus [...]

Continue reading →

A practical definition of “mission” for high-growth companies

Francisco Homem de Mello

"If people do not internalize the organization's mission and vision, they will not use them to make day-to-day decisions, and if they do not use them in their daily lives, all the effort will have been in vain." -**Pete Babich** Mission and OKRs: an important intro We're big fans of OKRs (when done right) and [...]

Continue reading →

OKRs for product teams: how to use them properly

Francisco Homem de Mello

The Creamery, where we held 20 OKR coaching sessions for YC startups.

This is the first article on a series about the most common problems startups face when implementing OKRs. This first one talks about the challenges in using OKRs to run product teams. Stay tuned for others as we release them! A couple of months ago, I spent two days at The Creamery, in San Francisco, [...]

Continue reading →