David talks about the loss of identity and status, loss of control, loss of knowledge and skills, loss of face, loss of a psychological contract as well as the loss of networks and colleagues. Building change competency is like building a muscle. MORE

It is proven to have an adverse impact; Most Performance Management processes and frameworks were developed during an era much more characterised by command and control within a deeper organisational hierarchy; The psychological contract has radically changed.forever! They want to be coached and inspired. This is what Millenials want; Greater shift towards Social tools to facilitate internal dialogue, collaboration and ongoing coaching. By Peter Rowley. MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. Reason 3: Absence of or minimal coaching or feedback given to employees. Coaching is critical for providing direction to employees and answering the four key questions; Where is the company going? MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. Reason 3: Absence of or minimal coaching or feedback given to employees. Coaching is critical for providing direction to employees and answering the four key questions; Where is the company going? MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. Reason 3: Absence of or minimal coaching or feedback given to employees. Coaching is critical for providing direction to employees and answering the four key questions; Where is the company going? MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. Reason 3: Absence of or minimal coaching or feedback given to employees. Coaching is critical for providing direction to employees and answering the four key questions; Where is the company going? MORE

We focus on the seven reasons for employee turnover, which are; the need for proper expectations, the need to feel competent, the need to have hope, to grow, the need to feel a sense of worth, the need for family life, and the necessity of trust between the employer & employees. Reason 3: Absence of or minimal coaching or feedback given to employees. Coaching is critical for providing direction to employees and answering the four key questions; Where is the company going? MORE