Let’s face it no one likes evaluations. This includes many HR folks. Even the best systems are time consuming and cumbersome, and they don’t offer employees the kind of real-time feedback needed for continuous improvement.
Effective management teams are already providing regular feedback to employees, and this practice should remain as such, so that employees can feel encouraged, and have clear roles and responsibilities.
We need to refocus time, effort and money to develop people programs.
Cambridge dictionary defines community as the “people living in one particular area or people who are considered as a unit because of their common interests, social group, or nationality.”
In a Harvard Business Review article, Henry Mintzberg expands on this definition, “Community means caring about our work, our colleagues, and our place in the world, geographic and otherwise, and in turn being inspired by this caring.”
Why is community important?
“Culture is the soul of an organization, wherein the behaviours of employees are the manifestation of this culture; the organization’s hands.
When discussing the concept of organizational culture, there are as many definitions as there are
misconceptions. This drives the need to explore its many nuances, to gain clarity and develop a
foundation for further discussion on more dynamic culture-related applications in the workplace.
What is organizational culture: The Academic lens