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How To Manage Staff Turnover In Your Dental Practice?

How do you handle staff turnover in small businesses?

If you’re a dental professional, you’re probably used to working in a small team. But working in a small team doesn’t always have it’s perks! When someone leaves a small team, everyone feels the pressure. Today on the Blue Glove Jobs Blog, we’re looking at how to handle staff turnover in small businesses.

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Stop putting all of your eggs in the one basket in the first place.

If you rely too heavily on someone and they announce that they are leaving, it’s no surprise that you go into a bit of a panic. Who will you turn to? Who will take on all of the additional roles? That’s not the person’s who is leaving’s problem. It’s yours. It’s down to the manager to organise the change so that everything will continue to run smoothly, whether that be distributing the tasks among other members of staff or instantly hiring a replacement. Anyone could leave at any minute, so stop putting all of your eggs in one basket. Staff

Staff Turnover needn’t be a problem – Be organised and have a plan.

People become ill and leave organisations, people get headhunted and find new opportunities elsewhere all of the time. If your best member of staff became ill and left or found a better opportunity elsewhere, what would you do? Do you have a back up plan?  The more time you spend worrying about your staff leaving, the less time you have to focus on continuing to run your business smoothly. Keep calm and carry on! Have a basic job vacancy template stored away on your computer just in case. Make sure your other staff are able to cope with extra workloads before passing the extra tasks on to them, you don’t want them to become overwhelmed either! Start re-recruiting at your earliest convenience.

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Don’t get angry with the member of staff who is leaving.

There’s probably a reason as to why they left. Staff are not obliged to stick around. The nicer you are about them leaving, the harder they’ll work during their notice period. If you give them the cold shoulder, don’t be surprised if they are slacking off during their notice period. It can be easy to feel upset, especially in a small business but don’t go burning bridges because you hoped they’d stay around forever. It’s important to remember that everyone is replaceable!

Find out why they are leaving, but don’t beg for information.

This isn’t to be nosy. It’s generally a good idea to find out why your member of staff is leaving. If it’s because of something in the workplace, use the knowledge to your advantage to improve the working environment for your other members of staff so that you don’t find yourself in a similar scenario again.

If you need to hire to fill a vacancy for your dental practice, you can do so by clicking the banner below. It takes two minutes to upload your job to Blue Glove Jobs and all of our basic job listings are completely free of charge – what’s not to love?

 

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Mental Health and Your Employees.

Mental health is just as important as physical health.

A recent report found that 73 million working days are lost each year due to stress, depression and other mental health conditions but many employers still not take mental health as seriously as physical health. Today on the Blue Glove Jobs, we are looking at why it’s so important for employers to prioritise mental health. We’ll also take a look at how to approach the subject with staff.

Mental health is important.

We’ve all had to send a member of staff home because they’ve been unwell. We’ve all answered telephone calls of ‘I’m sorry I won’t be in today, I’m really not feeling well’. We’re sympathetic, because we’ve all been there. We’ve all been physically unwell at some point in our lives. But not all of us have experienced poor mental health. Mental health is still a bit of a taboo topic. While more and more people are beginning to open up about their struggles, it’s still a topic that some try to brush under the carpet. If a member of your staff called up in the morning and said: ‘sorry, I don’t think I’ll make it in today, I’m not in a good space mentally’ – what would you say?

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It’s important for employers to prioritise mental health.

People with mental health problems often don’t open up about their problems for fear of being shunned. Many will force their way into work despite not feeling mentally well. If you’re a manager you must make the effort to prioritise emotional health, as much as you do physical health. If you don’t prioritise mental health, you could end up with staff on long-term sick leave, or staff who quit.

Spotting the signs of poor mental health in the workplace.

Mental health problems manifest differently in different people. Some of the signs to look out for may be:

  • changes in usual behaviour and mood or how they interact with colleagues
  • changes in the standard of their work or focus on tasks
  • appearing tired, anxious or withdrawn and reduced interest in tasks they previously enjoyed
  • changes in appetite and/or increase in smoking and drinking (this one can be hard to monitor)
  • increase in sickness absence and/or turning up late to work.

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How to approach the subject with your staff.

Not all your staff will struggle with their mental health, but it’s important to reassure them that they can approach you if they’re struggling. Approaching the subject can be tricky, but more often than not,  your employees will be grateful that you are concerned about their well-being. The ‘I’ll let them come to me about their problems’ approach won’t always work. Many people who struggle mentally, do not want to open up about their problems and will often hide it away. Make a point of asking your staff how they are doing during development meetings or one-to-ones. Or, if you notice any of the symptoms above, have a chat with them alone, and check how they are doing. It could be nothing, but it might be something, and we’re certain that they’ll be grateful for your help.

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Poor Management Skills Are Causing Your Staff to Leave

It is estimated that over 50% of the UK workforce will look for a new job in 2019.

‘Why is that?’ we hear you ask. Well, if we’re being completely honest, it might be down to your poor management skills. Today on the Blue Glove Jobs blog, we’re looking at why your actions may be the reason for your staff members leaving and what you can do to prevent it.

Face it, your staff aren’t going to stick around forever.

It’s unusual nowadays for a worker to stick around in the same organisation for years. You don’t see the 5/10/15+ year awards presented by companies as often as you used to. That’s because the average employee stays with a company for 4.6 years. People’s interests change. Some people just fancy a change of career. Others will leave to pursue their own business dreams or to start a family. Your staff aren’t going to stick around forever and that’s just the way the cookie crumbles.

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Staff Don’t Leave Jobs, They Leave Managers.

This is something we recently discussed on Blue Glove Jobs. You can read that post here: BGJ Blog “Staff Don’t Leave Jobs, They Leave Managers”.

We would tell you to try not to take offence to this but we understand that it can be hurtful. If you think you were a good manager, fair and offered great opportunities to staff, and then they leave, it’s easy to feel a bit hurt. You have to remember that that’s YOUR opinion of you. You might think you are a great manager, but in reality, you do probably have some flaws too. What your employees think of you is a completely different ball game altogether.

Your Poor Management Skills Are Causing Staff to Leave.

The one factor that let’s most ‘managers’ down is their management skills which is a bit ironic, really. The number one reason for employees leaving is poor management and poor management practices can have a significantly damaging impact on employee morale, engagement, productivity and job satisfaction. If you can’t manage a team effectively, don’t be surprised if it starts to fall to pieces.

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Other than Poor Management Skills, What Else Causes Your Staff To Hand in Their Notice?

Alongside poor management practices, other common factors that employees say caused them to quit their jobs are: bullying, micro-management and feeling trapped or under pressure stay. Others reported aggressive and threatening behaviour from their managers during recent employment. Unsurprisingly, pay is a big factor why people leave jobs, too. So, if you’re expecting too much but paying too little, you should expect your staff to leave too.

 

Have you quit your job before? What caused you to hand in your notice? 

Let us know in the comments! If you’re in need of a new job in the dental industry, hit the image below to begin your search.

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Why is Our Job Vacancy Hard to Fill?

Been trying to recruit somebody for ages but just can’t seem to find a good fit?

Don’t worry, it’s actually quite a common problem. Almost 30% of job vacancies in the UK are now considered ‘hard-to-fill’. But why? If you’ve asked yourself “Why is Our Job Vacancy Hard to Fill?” this blog post is for you.  Today on the Blue Glove Jobs Blog we’re looking at why certain jobs are hard to fill, and why it might be your vacancy posting that is making people hesitant to apply for your vacancies.

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Why is our job vacancy hard to fill?

It truly just depends on the nature of the job. Some jobs are simply harder to fill than others. More often than not, you’ll be recruiting for someone with a specific skill set. You’ll be looking for someone with a set amount of experience. Instantly, you narrow down the pool of people who could apply by highlighting specific attributes that the worker needs. Maybe the role you’re looking to fill is highly specialised. Realistically, how many people have the necessary qualifications that you need them to have? Probably not that many.

Bear in mind, there are some jobs that people just do not want.

Why is Your Job Vacancy Hard to Fill? Well, there are just some jobs that people do not want. Maybe the pay isn’t high enough, or maybe it involves them doing things that they can do, but just don’t want to do. Perhaps the hours are long and unsociable or the job is in a bad location. Jobs that don’t appeal to people are hard to fill. More and more people are looking at how their work-life balance would be with certain jobs before applying for them. Don’t be shocked that people don’t want your job if it isn’t appealing.

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Take a look at your vacancy listing.

If you’ve been trying and failing to recruit, take another look at your vacancy listing. Instead of asking your staff ‘Why is our Job Vacancy Hard to Fill?’ give them copies of the vacancy and ask them for feedback. What do they think? If your existing staff wouldn’t apply to that vacancy, bin it and start again. If it can’t attract people who already work for you, it needs to go. It’s often helpful to write the job description with another staff member.

Does the vacancy represent your business and what you stand for in the tone of voice? Is it an inviting vacancy? Does it read well? Have you included all of the necessary details? A vacancy is a candidate’s first impression of your workplace. Make sure it’s a good one.

 

Blue Glove Jobs is dedicated to Dental Recruitment. If you’re looking to hire someone to join your practice team, you can do so in just a few clicks. What’s more is that all of our basic vacancy listings are completely free.

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Followership – The Lesser Known Side of Leadership.

Leadership has been the team building buzzword for the past 10 years and now Followership is about to take its place.

Never heard of it? Well it’s about to become the next big thing. Today on the Blue Glove Jobs Blog, we’re giving you an overview of Followership. What actually is it? Why is it important and why you need to embrace it in your workplace.

What actually is Followership?

Followership is a pretty straightforward concept.  Most simply, it is the ability to take direction well. It is the ability to get in line behind a program or task, to be part of a team and to deliver on what is expected of you. Followership is just as important as leadership if you want your organisation to run like a well-oiled machine. Followership may have taken the backseat to leadership but now it’s Followerships time to shine.

followership-leadership-recruitmentWhy is Followership is important?

People don’t like being told that they are ‘good at following’. It has this unannounced stigma whereby people think they’re not able to take charge. People don’t like having the reputation of being a follower, everyone wants to be a leader. We understand that being called a ‘follower’ might not sit well with you if  you are going for a top role. Surely the person at the top needs to be a leader, right?

Wrong.  You simply cannot adopt more responsible leadership positions without demonstrating an ability to follow and function effectively in a group.

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Why should you embrace it in the workplace?

Embracing Followership into the workplace is good for business.

If your organisation has a poor Followership,  problems manifest themselves in a poor work ethic, bad morale, distraction from goals, unsatisfied customers, lost opportunities, high costs, product quality issues and weak competitiveness.  Having staff who are good followers isn’t a bad trait. Good, skilled followers are able to nurture good leadership, by invisibly helping keep a novice leader upright and on track.  A skilled follower helps an inexperienced leader to shine. As the leader grows in skill, he or she is then able to help the followers to shine. Resulting in your workplace and it’s staff becoming that well-oiled machine we all hope for.

Followership will always be the kid sister of leadership but there are no leaders without followers. It is hard to achieve success with those who can’t follow.  It is true that an organisation is only as good as its leaders but it is also only as good as its followers.

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Alternatives To Another Boring Staff Christmas Lunch

Turkey lunch? We’ll pass, thanks.

Christmas is fast approaching. It’s the time of the year when offices are shutting early to go for a Christmas lunch or Christmas night out. We suspect you’ve organised the usual, either a turkey lunch with a few drinks after, or a boring three course dinner followed by your boss getting too drunk and you getting a kebab on the way home.

Today on the Blue Glove Jobs blog, we’re looking at alternatives to the traditional staff Christmas gatherings. Take a look…

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Escape Rooms.

Nothing screams Christmas like trying to solve a series of puzzles and riddles using logic, hints and strategy to complete the objectives. Players are given a set time limit to unveil the secret plot which is hidden within the escape rooms. They’re surprisingly challenging, but a lot of fun! It’s always interesting to find out who is the most competitive in the team!

Cocktail Making.

It’s becoming more and more popular, with most modern bars offering cocktail-making lessons for groups. Get behind the bar with your colleagues and see who is the master mixologist. It’s a great laugh and is usually accompanied by nibbles or a buffet put on by the bar. Most cocktail masterclasses see participants making up to 4 cocktails – usually old classics that you’d recognise!

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Smartphone Pub Quiz.

Gone are the days of snatching the answer sheet from your mates and knocking over pints in the process. Smartphone quizzes are the new way to do the pub quiz. Smart Quizzing apps prohibit cheating, and all you need to do is tap the screen to enter your answer. Surely between you all, you could manage a decent score! It’s a cheap alternative to an expensive night out, and it’s guaranteed fun! Find your local smartphone pub quiz by clicking here.

Have an in-house pot luck Christmas dinner.

Christmas is a really expensive time of year. Keeping your Christmas lunch or night out low key doesn’t mean you need to compromise on fun. Host a pot luck Christmas dinner where you work to keep the costs down and means everyone can attend. It can be a turkey-free zone if you want! Find out who in the team is a Masterchef and find out who should stick to calling Dominos. All everyone needs to do is bring a dish of food – a sweet or savoury dish for everyone to share. BYOB means you can drink what you like and not pay extortionate prices either! Keeping it in the workplace means that everyone is also able to attend and won’t have to travel out of their way to go.

 

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Go Crazy for Crazy Golf.

More and more ‘urban crazy golf’ venues are popping up across the UK, mostly in bigger cities such as Glasgow, London, Birmingham & Manchester. Usually accompanied by indie music, street food stands after every few holes and twisted cocktails, crazy golf makes for a fun day/night out for all ages. Tipsy crazy golf? Harder than it sounds. There’s usually digital scoring too, so there is no cheating either!

 

Will you be opting for an alternative Christmas Party this year with your colleagues? We’re pretty much over the turkey lunches at this point – we’ll take some cocktail making or crazy golf over that any day!

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Team Building is an Outdated Concept – Here’s Why.

Team Building. Making staff’s skin crawl since forever.

Team building. Some people love it, but most people hate it. From simple, internal team-building activities to expensive weekends away, companies have been spending time and money on team building for years. And we’re here today on the Blue Glove Jobs Blog to tell you why it’s a waste of money and that it’s an outdated concept.

In case you didn’t already know, your employees HATE team-building.

And no, they’re not just being difficult. We live in a nation full of good sports. It’s just that team building? Well, it’s a bit of an outdated concept. It’s uncomfortable, often awkward and unrewarding. A recent survey showed that almost 70% of people found team-building activities embarrassing. Staff members that are younger – 25 and under- are the least likely to want to take part in these exercises, with around 1/3 of them saying they would rather phone in sick than participate (dramatic but understandable).

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Team building should start in the recruitment process – not at a high ropes course or on a campsite.

It’s in the name. Your HR team should be building a team from the very beginning of the recruitment process. Candidates should be selected so carefully that your team gels from the get go. That is how you create a powerful team. Build a team that is adaptable, motivated and able to face challenges head on.  Powerful teams are not created by zip-lining through forests on a Tuesday afternoon or on camping weekenders. They’re created by HR teams that can see potential in people and cohesiveness in teams. Sorry, but it’s true.

Effective alternatives – tried and tested.

Just because traditional ‘team-building’ is slated by workers, doesn’t mean your team can’t grow together. Some effective alternatives to trust exercises, bungee jumping and raft building (that employees ACTUALLY ENJOY) are as follows:

  • Having the opportunity to collaborate with different workers on projects.
  • Creating a space for staff to mingle with other staff.
  • Doing volunteer work together as a team to benefit other people/charities
  • A lunch time edition of Come Dine With Me – Staff Edition (find out who you really can trust!!).
  • Flexible working spaces – not having a fixed desk/workspace all of the time.

The future of team building – is there one?

Often companies can feel pressure to offer team building activities. It’s been part of corporate culture for so long now, that it seems unusual to break the cycle. It’s an outdated concept. It’s expensive if your employees don’t feel the benefit. You could be spending that money elsewhere to improve. It is totally dependent on the organisation and staff – it might work for some, it doesn’t work for others. Ultimately, to achieve better teamwork, businesses need to get the basics right first. Employers need to focus on how their employees work day-to-day, and give staff the tools they need to be able to do their job best. Then, naturally, good team work should follow.

 

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These Simple Steps Will Help Support New Starts At Work

We’ve all been the newbie at work.

The first little while in a new job can be pretty daunting. New starts want to impress, soak up information about how to do things and most importantly, get along with their new colleagues. Being the new start can be quite overwhelming so as an employer, it’s down to you to support them in the best ways possible.

Today on the Blue Glove Jobs blog, we are talking about how an employer can best support their new starts, to help them enjoy and get the most out of their new role!

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Start your new starts off on the right foot – with the basics!

When you’ve hired someone new to join the business, you don’t want to set them up for failure. You want to set off on the right foot. Take time to properly introduce yourself. Take your new start around to meet the team. Introduce them and explain a little bit about what each team member or department does. That way, your new start will know who to speak, should they need to. Show them around the building. Highlight areas of importance, such as fire escape routes, the canteen or kitchen and the staff room. Do they have a locker? If so, point it out.

Even the tiniest details are important.

We’ve all been the newbie, more often than not, the newbie is left to figure out where everything is on their own or who to speak to about certain things. Even the tiniest details such as where the toilets are, where and when everyone goes for lunch, if you have a casual Friday or not. It can be easy to forget these things as they are probably insignificant to you at this point, but they are important for every new start.

Take the time out to teach.

If you want the best from a new start, you need to take out the time to teach. An employee who feels ‘thrown in’ to a role will first of all, feel anxious and under pressure, but will also probably make a lot more mistakes. Some may pick up new tasks easily, others may need a little teaching. Be encouraging and patient.  Take some time to teach your new start what to do but don’t just walk away after you’ve explained. Observe them and help them along the way until they feel confident enough to go it alone. Let them know they can contact you, or another colleague should they encounter any problems.

Check in on them, but don’t check up on them.

You shouldn’t need to hawk-watch a new start. After all, you hired them and should be confident in their ability. It might be nice to pop by their desk for five minutes to see how they’re getting on. Invite them for a quick coffee meeting after a couple of days to see how they are finding their new job. You’ll probably find they’ll have a few questions by this point. If you aren’t able to do this, pick out a senior member of staff who is able to do it on your behalf. A little care goes a long way!

 

What are your top tips for making sure a new start feels supported? Let us know in the comments!

 

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What To Do When Your Colleagues Don’t Pull Their Weight.

Ever feel like you’re the only one with the get-up and go attitude?

Everyone has bad days. Work isn’t always sunshine and rainbows and sometimes, the motivation can be hard to find. However, if you’re the one who is constantly picking up the slack of your colleagues, this blog post is for you. Today, we’re discussing how to be an effective team player, but noticing when you’re being taken advantage of. We’re also looking at ways to tackle these types of problems in the work place. Sound like something you’d like to know more about? Read on.

Being a Team Player isn’t always easy.

Just because you might prefer to work alone, doesn’t mean you can’t be a good team player. After all, you all work for the same company, and therefore should have the similar, if not the same goals for your company. Working in a team isn’t always easy though. It is often made challenging by other workers doing the bare minimum or doing nothing at all and tiding over on the graft of others. This is when problems start to arise and persist if not addressed.

Being an effective team player means that you lift each other up instead of holding each other back. It means helping each other achieve collective goals. Being a team player means not watching anyone struggle. Being a team player means refusing to rely on others to do your assigned tasks for you. It means knowing when to get the head down and get the job done!

When your colleagues don’t pull their weight, try to get the motivation going.

If you know that your colleagues aren’t pulling their weight, try to tackle it positively. Try to boost the motivation of your co-workers. Encourage them genuinely, not condescendingly. Let them know that they’re doing a good job. Everyone likes to hear that once in a while! If you need them more hands-on in a task, ask them to help you carry out the task together. That way, you have another pair of hands on deck. You never know, inviting them to join you on a task just might be the kickstart they need, once they start, they might not want to stop. We’ve also written a blog post on motivation boosting at work – check that out here for more tips and tricks!

 

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Address The Situation.

Although it can be frustrating, try to keep calm. If you need to, you can always go and speak to superiors about staff who are not pulling their weight. Nobody wants to be seen as  the ‘tell-tale’ or ‘the office grass’ but it’s important to know when enough is enough and put your foot down. If you don’t address the situation, the problem will continue and leave you being the one who is picking up the slack consistently. If you are always the first to arrive and the last to leave because you’re finishing off the little left-over tasks, that’s a problem. Speak to the culprits individually if you are confident enough to. Speak to your manager, or raise it at a staff meeting. A problem shared, is usually a problem halved. And, the chances are, you’re not the only one noticing the problem.

 

So there you have it! Our top tips on dealing with co-workers who slack off and leave you to run around making sure the jobs get done. Have you ever had to deal with a similar situation? How did you deal with it? Let us know in the comments, or hit us up on social media! We’d love to hear from you!

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Millennials Think Your Performance Reviews Are Stupid – Here’s Why.

Are performance reviews really a thing of the past?

It would seem like everyday, someone else is slating millennials. They get a bit of a bad rep, but we think they might be on to something. Today we’re talking performance reviews  – are they still relevant, accurate or worth the hassle? Millennials are very much against performance reviews and we’re going to tell you why.

 

What millennials think:  Performance Reviews Undermine Performance.

Millennials often feel ‘blindsided’ by their performance reviews. And before you jump to the ‘snowflake’ and ‘work-shy’ conclusions, we kind of agree with them. Millennials often feel like they are in the dark about their performance throughout the year until their performance review. They might feel like they are working really hard and then their performance review says otherwise. Millennials would prefer to have continuous smaller reviews, rather than being made to feel like they can’t do anything right.

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What millennials think: Infrequent Reviews Make Them Anxious.

Nobody ever wants to be told they’re doing a bad job. But especially when it comes out of the blue. Millennials would rather know in advance when their reviews are going to take place, and would rather have reviews at specific intervals. They don’t like the unexpected and think infrequent reviews are overwhelming, in case it comes with bad news.

 

What millennials think: Reviews can lower moral and retention.

Like we said, nobody wants to be told that they’re not performing well or contributing to the team. But often, a review that isn’t so positive can put a dent in any worker’s confidence – not just millennials. It can be hard to have that ‘get up and go’ attitude when you’ve been told that you’re not doing a great job. Old fashioned reviews don’t necessarily highlight anyone’s positives either. Consequently, an employee review that is mostly negative encourages the majority of workers to look for a new job elsewhere.

 

 

What do you think of Millennials attitudes towards performance reviews? Do you agree or disagree?

Millennials get a bad rep, but we think they might be on to something here! A consistent, frequent employee review system might just work better for businesses. They’d keep morale higher, allow employees to set goals and feel less anxious about the security of their job.

Do you think performance reviews are an outdated concept? How frequently do you get performance reviews in the workplace? What would you change about them? Let us know in the comments section!

 

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