Matias Rodsevich, Author at TalentCulture

Top Five Leadership Challenges: How to Overcome Them

There are many challenges that all managers face. Whilst these challenges can arise at any point in a manager’s career, they can be particularly prevalent for newer or first-time managers. We’ve compiled a handy list of these challenges with tips on how to combat them, become the best manager possible, and support your team on their way to success. Adjusting to the role First time managers often find it difficult to adapt to taking ownership of their role. It can be particularly difficult managing those who you’re used to working closely with and perhaps have personal relationships with. It’s important to

Improve Leadership Training Programs with Manager Feedback

360-degree feedback can bring up a whole host of areas for improvement and goals to be worked towards. Developing based on feedback is important for anyone, regardless of position, experience level or objectives: managers are no exception. Today major companies don’t simply want people who will listen and carry out: they want creative thinkers who will come up with innovative ideas and solutions. As a result, rather than giving orders, managers must find ways to foster this creativity. This means companies want: Less micromanaging and more autonomy Faster development of new skills Higher employee retention We explain how the feedback managers

The A to Z of Feedback

It’s no secret that feedback is a hugely important in the workplace. Giving and receiving useful feedback is a key part of both personal and organizational development. It impacts individual growth and allows people to work on self-improvement, whilst also pushing people towards organizational goals. We’ve put together a handy overview: all you need to know about feedback from A-Z. Anonymous vs non anonymous feedback It’s important to decide whether feedback conducted with a tool should be anonymous or have names attached. There are perks to both: with anonymous, particularly upward feedback sometimes people feel they can be more honest with

Does Using A Feedback Tool Hinder Face-To-Face Feedback?

A common concern raised by HR and managers when they begin using a feedback tool is what kind of impact it will have on face to face feedback. Will it actually disrupt communication flows in the office, rather than improve them? As with all new technology, the benefits can be significant when integrated in a way that strengthens your current process. In the age of open office spaces, Slack has made it possible to keep up communication, while at the same time keeping noise and distractions to a minimum. The snooze feature means you can join in when you want and

How High Employee Turnover Hurts Your Company

High employee turnover hurts the business bottom line. It’s estimated that the average cost of a lost employee is 38 percent of the employee’s annual salary. Considering the average income in the U.S. is $50,000 a year, that’s a $19,000 per person. When employees leave, the ripple effect can be felt throughout the company. Lost knowledge, training costs, interviewing costs, and recruitment costs all add up, and companies cannot afford to ignore the long term implications high employee turnover has on the success of the business. As soon as an organization takes the time to consider high churn rates, it starts to focus its narrative

7 Ways Managers Can Build Trust in the Workplace

How many people trust their managers? A recent study by Edelman found that one in three employees don’t trust their employer. Another study by EY found that number to be even lower, with only 46% having trust in their organization, and 49% in their boss/team. Trust is one of the most important things you need in the workplace. Without it you won’t have the environment you need for an effective feedback culture to grow. So how can you help close the trust gap between employees and managers? Honesty is the best policy It may be hard to share difficult news sometimes.

How To Increase Innovation In The Workplace

Today one of the key challenges most companies face is being able to scale rapidly while still keeping their innovative startup edge. Startups have less decision-makers making it easier to take the risks needed to remain as innovative as possible. As these companies start to grow, they often experience a downturn in innovation as management layers increase. In fact, many larger corporations are now attempting to harvest the success of startups by creating small internal companies. This begs the question do you have to stay small to be innovative? According to the Economist’s study on organizational agility, the main obstacles to improved business responsiveness

The Manager’s Guide To Developing A Growth Mindset

A dramatic shift in the job market has led many companies to turn to feedback to improve employee retention rates. Unlike in the past, employees are feeling less tied to company loyalty and freer to take on new opportunities. Millennials in particular are notorious for their job-hopping tendencies, with most being expected to stick with each job for less than three years. Employee turnover can result in major costs for your company, and significantly impact company morale. Think about how much time you’re already spending recruiting new people to replace those who left. Attracting top talent will also become more challenging

Overcoming the Fear of Feedback

Mary considers herself to be a good manager. Whenever one of her employee’s is struggling with an assignment she swoops in to help them put things into order and give pointers. Her company is now introducing a new 360-degree performance management system based on continuous feedback and, as a manager, she’s been encouraged to lead the transition by asking for feedback from her team first. She’s excited about this new change because she thinks it’ll help a few of her team members to open up more and resolve conflicts amongst each other. However, when she receives her feedback, she’s surprised to

6 Reasons Why Your Company Needs Real-Time Feedback

In the news today we’re constantly seeing major companies announce they’re dumping their old performance management systems for more agile solutions. Accenture, Adobe, Deloitte, Gap and Microsoft are just a few of the big names that have upgraded their people management processes based on real-time feedback. You may be asking yourself what the reasons are for this major shift in HR and how it will affect your company? Here we’ll share the six major reasons your company needs an HR revamp. Stack ranking is out Stack ranking does not work. Despite its popularity during the 80s, 90s and early 2000s, companies

3 Performance Indicators That Will Make Or Break Your Company

Want to find out how your business is performing? Setting and analyzing performance indicators for your company is the best way to forecast and get on track with your business goals. Creating KPIs or Key Performance Indicators will help you measure your company’s success. The question is what to focus on? How you measure performance says a lot about your company’s objectives. Common Types of Indicators There are two common types of performance indicators: financial and customer focused. Financial indicators are the most commonly used metrics for performance including: revenue growth rate, net profit, return on investment, among others. In terms

2016 HR Trends: Back to the Future

In 2015 we saw the emergence of a number of trends in human resources. The HR landscape is changing more rapidly than ever before. What should we expect from 2016 HR trends? Look for changing in recruitment through social media, the impact of Generation Z, and the overhaul of performance reviews, were all apparent in 2015. And here’s a trend that will cut across all the others: traditional business practices will be further disrupted by technology. In fact, according to the Bersin report, it’s likely the entire human resources platform will be accessible from one mobile application. Companies will look to

This is How Google Redefines Performance Management

When it comes to unprecedented scale of success and growth, one company reigns supreme: Google. Started as a research project in 1996 by then PhD students Larry Page and Sergey Brin at Stanford University, Google has become a multinational technology company with industry leadership in Internet-related services and products. Between its foundation as a company in 1998 and now, Google has gone through many transformations (the most recent one of which is its reorganization as a holding company named (Alphabet Inc.). But one thing remained a constant at the Internet giant: Its commitment to employee satisfaction and engagement. Google’s commitment to

How To Break Down Barriers To Give More Feedback At Work

You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seem to be invisible barriers that stop you from sharing your opinions. You might be aware of the reasons, but not quite sure what the solution is. If this sounds like the case to you, you have come to the right place. In this blog post, I will investigate the common feedback stoppers. Then, there will be tips to break down barriers and start giving more feedback. Feedback Stoppers: What Are They? There are external and internal factors that affect

How GE Renews Performance Management: From Stack Ranking To Continuous Feedback

These days, not another day passes without an industry leader announcing that they are done with their inefficient performance review processes. Adobe, Accenture and Deloitte all announced that they are changing their performance reviews by getting rid of rankings and implementing frequent performance conversations to enable employee growth. Amazon was chastised because of its suspicious people management practices. It is of course great news that innovative companies are trailblazing performance management, but the biggest milestone is probably the announcement that General Electric (GE) is reinventing its performance management. Given that GE is the company that made stack ranking popular in the 80’s and 90’s, the commotion this move has created

How To Give Constructive Feedback Your People Want To Hear

What is the most constructive way to give feedback? You praise, you criticise or you do both? Some say that the Americans prefer the feedback ‘sandwich’. It means 3-step feedback. You start with positive comments, then add one or two things that can be done better, and finish with more positive points. However, some leadership training experts advise that one should step away from this model. Their argument: couching criticism with positive comments can dilute the message and sound insincere. So, how do you know that your feedback is constructive and has an impact? In an increasingly culturally diverse workplace, there is no

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Matias Rodsevich

Matias Rodsevich

Top Five Leadership Challenges: How to Overcome Them

Improve Leadership Training Programs with Manager Feedback

The A to Z of Feedback

Does Using A Feedback Tool Hinder Face-To-Face Feedback?

How High Employee Turnover Hurts Your Company

7 Ways Managers Can Build Trust in the Workplace

How To Increase Innovation In The Workplace

The Manager’s Guide To Developing A Growth Mindset

Overcoming the Fear of Feedback

6 Reasons Why Your Company Needs Real-Time Feedback

3 Performance Indicators That Will Make Or Break Your Company

2016 HR Trends: Back to the Future

This is How Google Redefines Performance Management

How To Break Down Barriers To Give More Feedback At Work

How GE Renews Performance Management: From Stack Ranking To Continuous Feedback

How To Give Constructive Feedback Your People Want To Hear

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Matias Rodsevich

Matias Rodsevich

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