Deel gives companies a global view of their workforce. It's an international HR experience that simplifies every aspect of global work: manage payroll, onboarding, compliance, migration and more in one single platform.

deel-wordmark-small-on-white

Payroll, HR, and compliance for global teams

Magically Simplify HR, IT, and Finance. Rippling lets you easily manage your employees’ payroll, benefits, expenses, devices, apps & more – in one place.

Rippling Logo

Meet Rippling

Centralize all your work, processes, tools, and files into one Work OS. Connect teams, bridge silos, and maintain one source of truth across your organization.

monday.com-white-logo

Meet Monday.com - A platform built for a new way of working

Simplify complex HR processes from onboarding to offboarding and all in-between, and connect your favourite ATS, performance, and more HR tools.


Humaans

Effortlessly manage HR tasks with Factorial's user-friendly software. Stay compliant, streamline workflows, and access data from anywhere.

Grow your business while you empower your team 

Customisable and user-friendly HR software that automates time, talent and finance processes in one centralised place. Goodbye chaos, hello Factorial.

factorial

Factorial - Grow your business while you empower your team 

## What is Management: A Modern View

A modern management philosophy is very different from one based in the 20th century. However, it's still surprising how many companies (and business schools) teach management studies in an outdated fashion. Here are some of the key trends of modern management.

### What is management?

1. [Modern management clearly states a mission and mantra for the company](https://www.peoplegoal.com/glossary/management-by-objective-mbo). It's an ethos which the whole company believes in and is run by.
2. Management set specific goals (different from a mission or vision). These goals are time-bound and specific enough so that management can be judged on whether or not they have achieved them.
3. Management should be extremely passionate about their business and convey this passion to their staff, customers and shareholders.
4. Management should still be focussed on maximizing revenue and minimizing costs. Management should control outflows and monitor all KPI's.
5. Focus on finding a pricing sweet-spot where customers are just happy enough to pay and the company is generating maximum revenue.
6. Strive for innovation and recruit the best available talent. This is critical to the long term success of your business.
7. Face challenges with honesty and integrity and be prepared to communicate with your business stakeholders on a much more regular basis.

![management - what is management](//images.ctfassets.net/6g4s9n00xmsl/558Apo4ZDrwlywi9PqrPK7/af033a5e85db15e6eeeed9025b879939/management_-_what_is_management.png)

## Useful Posts

👉 [Change Management: What's the Role of HR?](https://www.peoplegoal.com/blog/change-management)
👉 [Management by Walking Around: A Business Management Technique](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)
👉 [Can Micromanagement Ever Be Effective?](https://www.peoplegoal.com/blog/micromanagement)
👉 [PeopleGoal Blog](https://www.peoplegoal.com/blog)


A modern management philosophy is very different from one based in the 20th century.

What is Management: A Modern View

Changes in modern management styles.

The __high number__ of various HR software available __makes it difficult__ for organizations and HR professionals to choose the product most suitable for their business. Having a __comprehensive understanding__ of what you and your workforce __need__ from the tool is therefore a key. In this article we collected __useful tips and thoughts__ to bear in mind__ when choosing__ your __annual performance review software__.

## The importance of an annual performance review

The worth of conducting annual performance reviews has been long debated, with the general outcome being; __annual performance reviews are useful__. If you want to find out more about the reasoning behind it, read our [performance reviews guide](https://www.peoplegoal.com/guides/performance-reviews). 

For a truly successful review you will need to tailor the format to your own organizational needs. Some companies have turned their back on the traditional ‘one and done’ methodology and introduced [ongoing feedback](https://www.peoplegoal.com/employee-performance-management/continuous-feedback). Others put greater focus on weekly [one to ones](https://www.peoplegoal.com/blog/manager-one-on-one-meeting). However you decide to conduct your annual performance review, one thing is clear amongst HR professionals; __understanding your employees' performance is crucial to developing your business__.

Employees want to know where they stand. It may be hard to give constant feedback within busy companies. Therefore, the traditional performance review can be exactly what an employee needs to stay on track and ask any questions they may feel they are unable to bring up during a casual chat. Moreover, you need something to base any compensations and promotions on. This is where annual performance review software comes in.

Fundamentally, __performance reviews are a must as they open up communicationn__ within a company, especially between employees and managers. not only do performance evaluations highlight potential areas of improvement, it can improve employee engagement. Good communication is key to __personal and professional development__. And providing positive, negative, and [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) to your employees is key. The first thing to do to introduce or update your current performance review process is to decide on the best annual performance review software for your business. 

---

## What to consider when choosing performance review software:

![points to consider when choosing annual performance management software](//images.ctfassets.net/6g4s9n00xmsl/fSFmTUwicqySIyJaAQKPD/38a62b6c55eefe0e59462ddcd829cf89/points_to_consider_when_choosing_annual_performance_management_software.png)

### Easy to set up
Most annual [performance review](https://www.peoplegoal.com/glossary/performance-review) software available at the moment are __cloud-based applications__, which __omits the need for a manual installation__. All you need is a device and internet connection for the user to access the software. Otherwise installing specific software can be lengthy depending on the size of the application.

### Understand what you are looking for
You need to lay out some expectations as to what you would like included in your performance review software. Benchmark your current process, and __list what you would like to change, add, and subtract from the process__.

For instance, you may require a certain level of customizability, real time feedback, or you may want additional modules such as the ability to set and monitor goals. Therefore, researching the potential of each software is crucial. On that note…

### Research the UI
Annual performance reviews may be a dreaded process for some, so implementing the most __user-friendly and simple__ process for your employees is highly recommended. If you've updated your process to something more tedious and cumbersome, you have made a mistake. 

This is where research is key, as well as __partaking in demos__. It's highly advisable to __request a free trial__ of the software, and have some of your team members trial it so you can gather feedback on whether or not the user interface encourages users to conduct the review thoroughly instead of approaching it as a chore. By in large, __simplicity is key__.

### Budget and cost
There are a couple of factors you may want to consider when deciding upon cost and effectiveness;
- Does the software match your organizational needs?
- Do the vendors offer excellent customer support and implementation assistance?
- Will they meet you halfway and ease the transition from paper to software or software to software?
This needs to be balanced against the departmental budget and how much you're willing to invest in performance management software.

---

Nonetheless, the __HR software market is forever expanding__ and there really is annual performance review software out there for everyone. You can also consider a search for a full continuous [performance management](https://www.peoplegoal.com/product/performance-management-software) package, and [learn how to select performance management software for employees](https://www.peoplegoal.com/blog/performance-management-system-for-employees).


Annual performance review software can improve the performance of your staff. Here are some tips on what aspects you should consider to make the right choice.

Finding a performance review software that truly adds value to your organization is not easy. Here are some tips on what aspects you should consider.

How to choose a performance review software that adds value

A lady laughing by a laptop in a dark and stylish room.

how to choose an annual performance review software

A performance review software can help you identify top talent and reword your people. Sometimes it's difficult to find the right softaware that adds value to your organization. Read on to find out what you should consider...

## What are Employee Manager One-on-Ones?

![one-on-one -what](//images.ctfassets.net/6g4s9n00xmsl/7xw29pUMBTIp63oupDJwAw/5ebc16fbe968453e081f3f68d52f1f49/one-on-one_-what.png)

The employee-manager [one-on-one](https://www.peoplegoal.com/app-store/template/one-to-ones) meeting is an important feature in management. This is due to regularly holding meetings facilitating the building of rapport. As well as the ability to [build trust](https://www.peoplegoal.com/blog/team-leadership) between you and your team members.  

One-on-one meetings are a forum for [communication](https://www.peoplegoal.com/blog/communication-skills) between supervisor to employee. It also helps employees feel supported at both a professional and [personal](https://www.peoplegoal.com/blog/personal-development-goals) level. In today’s professional society there has been an organizational shift to ongoing [performance management](https://www.peoplegoal.com/blog/performance-management) to facilitate the [performance review](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) process. This means managers and employees alike need to get better at these meetings.

Unfortunately, very few organizations give guidance on how to conduct (and improve on) these meetings. In this blog, we’re going to offer a guide on how to conduct one on ones from both perspectives. Outlining how to create a [plan](https://www.peoplegoal.com/app-store/template/development-plans), possible meeting questions (including open-ended questions) and how to provide [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback). All of which makes you a great manager by leading your team effectively through positive one-on-ones.

👉 [Read on for 6 examples of constructive feedback for performance reviews](https://www.peoplegoal.com/blog/constructive-feedback)

## Employee Manager One on One Meeting structure
![one to ones run a metting](//images.ctfassets.net/6g4s9n00xmsl/7ubbhz1ebnhKvRvBkRqQzK/36ea649e6cf73c5e847b892a1d746cb4/one_to_ones_run_a_metting.png)

### Plan for the Employee Manager one on one meeting
![one-on-ones - freq](//images.ctfassets.net/6g4s9n00xmsl/61NyCTmQsUcB68GoYJbavh/c8d9f85a7b15afe87f85168b7715be38/one-on-ones_-_freq.png)

The frequency in which you hold regular one-on-one meetings will vary. This is dependent on the size of the team and organization, how experienced employees are, and where managers sit in the [organizational hierarchy](https://www.peoplegoal.com/blog/hierarchy-culture). 

Nonetheless, it is important to regularly meet through maintaining a schedule of your one-on-ones. However, make sure these are at a manageable time. As to be late - or worse, to cancel without reason - weakens both performance and engagement in the long term. This is where PeopleGoals [one-to-one app](https://www.peoplegoal.com/app-store/template/one-to-ones) comes in, with its automations and structured agenda identifying a time that works for both parties has never been easier. 

As for the manager, it looks as if you don’t care about the [employee’s development](https://www.peoplegoal.com/resources/webcasts/employee-development) or engagement. For the employee, it appears that you are unconcerned about your own personal [development](https://www.peoplegoal.com/blog/development-plans) and the organization's growth.

As the old adage goes: ‘fail to prepare, prepare to fail’, and this rings true for planning one-on-ones. Devising an agenda prior to the meeting is crucial, particular to ensure all action items are cover sufficiently. In an ideal world, a good manager and their colleagues would collaborate before the [meeting](https://www.peoplegoal.com/app-store/template/check-ins-577a6795-b431-48e7-ac60-e77643363682), to build a stronger agenda for an employee. However, due to great time constraints and work pressures, this is rarely possible. 

### Agenda for the Employee Manager one on one meeting
![one-on-ones- agenda](//images.ctfassets.net/6g4s9n00xmsl/6MUq18JdmOf6miT46bFSjn/e091c0e261f7e84dc61fc5d46e2c4b4d/one-on-ones-_agenda.png)

A more realistic approach may be to devise a rough agenda prior to the meeting similar to the one below:

*Manager:*
* Talk about what’s going well currently.
* Acknowledge any changes that the employee has made as a result of previous [feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide).
* Review progress towards each performance goal.
* Discuss the outcome of any recent training and development activity and ensure it is being put into practice.
* Discover any issues that the employee is facing.
* Discuss a rudimentary [goal plan](https://www.peoplegoal.com/app-store/template/smart-goals-62b5aa65-4534-49b2-b856-3dc8908357c8) for the foreseeable future.
* Provide advice and/or coaching for any development or performance needs.
* Discuss organization goals and ensure the employee knows how they are contributing to them.

*Employee:*
* How am I doing?
* What could I be doing better?
* Where do I go from here?

The meetings don’t need to be formal nor template-driven. A less structured approach may be to simply ask the employee one or two questions the day before the meeting:

* What would you like to discuss in our next one-on-one meeting?
* What are you finding difficult currently? / What challenges are you facing?

### How to run the Employee manager one on one meeting
![one on one - what to do](//images.ctfassets.net/6g4s9n00xmsl/18RWd1WjuNpO0KUunkAAcU/8a107d7e92f62174b1b3d588ccd3df66/one_to_one_-_what_to_do.png)

 Here are 5 topics that should be covered when conducting a one-on-one meeting with employees or with your manager.

* [Check-In](https://www.peoplegoal.com/app-store/template/check-ins-577a6795-b431-48e7-ac60-e77643363682)
* Brief review
* Updates on objectives, discuss challenges, set consequences
* Build a relationship
* Look to the [future](https://www.peoplegoal.com/blog/reinvent-your-performance-management-process)
* Employee Manager One on One Meeting

Gauge the atmosphere. How are you both feeling?

This shouldn’t constitute a large portion of the meeting. However, it is useful for getting the manager and employee on the same page. It even may aid the employee’s development of self-awareness skills. 

### Questions to ask in the Employee manager one on one meeting
![one-on-ones - basic qs](//images.ctfassets.net/6g4s9n00xmsl/72FaLkqx0E0PXIfOARm0DR/9b220f8c1c2e1000c21f7561ed7cb9b6/one-on-ones_-_basic_qs.png)

Possible questions that the manager could use in this section of the meeting are:

* What sort of progress have you made on the next steps we discussed last time?
* What have you done exceptionally well since our last meeting?
* What would you have done differently?

In this section, managers should update the employee on any new projects or [company goals](https://www.peoplegoal.com/app-store/template/company-objectives-77d23393-92fa-4ab8-9051-8457a491e31a) that impact the employee’s work. One key driver behind employee [engagement](https://www.peoplegoal.com/app-store/template/engagement-686c325f-8bd3-41e0-90c0-dc4aec8cba8e) is bridging the gap between work and company goals, this is a perfect opportunity. 

In terms of individual goals, managers should talk to employees about the progress and challenges that the employee may be facing. Managers here may be able to offer advice or alternatively direct employees to [training or coaching](https://www.peoplegoal.com/app-store/template/training-approval) in a given area. 

Managers should also set out clear expectations and deadlines. Managers may wish to conclude this section by creating clear action timelines, allowing employees to work alongside them.

* What do you think has gone well? What do you think you could have done better?
* What would you like to do, that I haven't been able to?
* How might I make this project more challenging or interesting for you?
* What ideas can you bring in from past successes?
* What additional resources from me would be helpful for you as you solve this problem?

The one-on-one meeting is an opportunity to engage employees and develop a positive working environment. Managers and employees can discuss performance in the context of company culture. Performance isn’t solely driven by numbers, but also by [employee engagement](https://www.peoplegoal.com/blog/engagement-surveys-done-right) and [development](https://www.peoplegoal.com/blog/development-plans). Managers should ask how employees view their role within the company:

* Imagine it’s two years from now, and things have gone well: What has been your role in that? What does your role look like?
* If we could improve in any way as an organization, how would we do it?

One of the most important parts of a one on one meeting with employees is to recognize achievements and contributions. Recognition has multiple benefits. It can boost employee [motivation](https://www.peoplegoal.com/blog/how-to-motivate-employees), lighten a difficult performance contribution and it's beneficial at an organizational level. [Gallup](https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx) found that 28% of the most memorable recognition comes from an employee’s manager.

### Planning for the next one Employee manager one on one meeting
![one to one - final](//images.ctfassets.net/6g4s9n00xmsl/3kUYsN72rAVmkOu6ci2PjZ/66928850d7a3fb94a7a0dac9f51921c0/one_to_one_-_final.png)

Managers should provide coaching notes for employees to refer to when they face similar challenges in the future. Managers may also wish to take personal notes so that they can analyze the path of [employee development](https://www.peoplegoal.com/app-store/template/career-development-one-to-ones). Before concluding the meeting, both parties should review any items that may carry over to the next meeting. These include employee goals, challenges, deadlines, and key tactics for achievement.

Finally, make sure to follow up as one-on-ones only work when they are held regularly and consistently.

* What actions will you take before our next 1-1 to make progress on X?
* What development areas do you want to work on in the coming weeks?
* What additional resources can I provide for you between now and the next time we meet?

## Conclusion

One-on-ones are imperative to an organization's [growth](https://www.peoplegoal.com/blog/360-feedback). The perfect one-on-one with employees is relaxed but allows both parties to extract valuable information. By the end of the one-on-one meetings manager and employees should both be able to answer three basic questions: Employee Manager One on One Meeting questions

How am I doing?
What could I be doing better?
Where do I go from here?
The most important aspect of a one on one meeting with employees is consistency. Even if there are no specific issues, it is important to keep the meeting so that both parties can be heard. 

👉 [Read our how-to guide to write and effective employee development plan](https://www.peoplegoal.com/blog/effective-employee-development-plans)

Guidance on how to conduct an effective employee manager one on one meeting, what to discuss and how to plan it.

Guidance on how to conduct an effective employee manager one-on-one meeting, what to discuss and how to plan it.

Employee Manager One on One Meeting: A Guide 

Manager One on One Meeting

Your complete guide to help you through the dreaded employee manager one-on-one meeting

What is covered:
1.  What are One-on-ones?
2.  One-on-ones structure
3.  One-on-ones plan
4.  One-one-ones agenda
5.  How to run a one-on-one
6.  Questions to ask in a one-on-one
7.  Planning for your next meeting


The workplace can be very stressful and a reported [67% of employees claim to have experienced a burnout](https://medium.com/the-helm/11-facts-about-burnout-leaders-need-to-understand-1042e5a067d#:~:text=A%20survey%20done%20by%20Gallup,experience%20burnout%20on%20the%20job.). In this blog we will consider what a burnout is and identify the symptoms and caused. We will then provide  6 tips to prevent a [burnout](https://www.peoplegoal.com/blog/employee-wellbeing-surveys). 

Now more than ever is the time for organizations and their managers to look after their employee's [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and [mental health](https://www.peoplegoal.com/blog/mental-health-2020). The addded pressures of [working from home](https://www.peoplegoal.com/blog/working-parents) need to be addressed and we must ensure that everyone is able to establish a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

## What is burnout?

[Burnout](https://www.peoplegoal.com/blog/working-parents) is the state of physical, emotional and mental exhaustion. This is caused by prolonged and excessive stress, often associated with work. Individuals most at risk of burning out are thos struggling to cope with [workplace stress](https://www.peoplegoal.com/blog/10-ways-to-reduce-workplace-stress). 

The symptoms of a burnout include:

- Exhaustion
- Extended fatigue 
- Lower concentration levels 
- Attention deficits 
- Reduced [performance](https://www.peoplegoal.com/blog/performance-review-comments-examples) levels

There are different interpretations of burnouts. We will briefly outline the 5-stage and the 12-stage model. 

![burnout - definition](//images.ctfassets.net/6g4s9n00xmsl/6g1crH2mdbvJor76MCYNYi/395893c8b2b32f4aca7ec4e499251596/burnout_-_definition.png)

---

## The 5 Stage Model

[Calmer](https://www.thisiscalmer.com/blog/5-stages-of-burnout) recently adapted the 5-stage model of burnout initially devised by Bob Veninga and Jim Spradley. 

The 5 stages are as follows: 

**1. Honeymoon Phase** - Employees begin their role with a high rate of job satisfaction, energy, commitment, and creativity. If employees have a positive and effective method to deal with stress they are unlikely to experience a burnout. 

**2. Stress Onset** - Employees begin to become aware of the stress that they are experiencing. This happens on several occasions. 

**3. Chronic stress** - Employees begin to experience stress on a daily basis. There is also a distinct change in their motivation levels.

**4. Burnout** - Employees find it very difficult to cope with the intense physical, mental and emotional challenges that they are facing. They may isolate themselves and have a very pessimistic outlook. 

**5. Habitual Burnout** - Employees experience a prolonged burnout. their symptoms permeate everyday life and this becomes an ongoing state of ill mental and physical health. Medical assistance will be required. 

![burnout - 5 stage model](//images.ctfassets.net/6g4s9n00xmsl/4M4RFKufwVUf65QB8HuEnO/dd6281f1d230b2f95ae45cdaab04c708/burnout_-_5_stage_model.png)

---

## The 12 Stage Model

[Inc](https://www.inc.com/jessica-stillman/the-12-stages-of-burnout-according-to-psychologist.html) recently outlined the 12-stage model of burnout that was formely developed by Herbert Freudenberger and Gail North. 

The 12 stages are as follows: 

**1. The Compulsion to Prove Oneself** - An individual obsessively tries to prove their worth.

**2. Working Harder** - An individual is unable to switch off and leave work at the office. 

**3. Neglecting Needs** - An individual begins to neglect their own needs e.g. disrupted sleep, failure to eat properly, lack of social interaction. 

**4. Displacement of Conflicts** - An individual dismisses the problems that they face. They may feel panicky or jittery. 

**5. Revision of Values** - Work becomes an individual's priority. Their values change as they no longer prioritize friends and family. 

**6. Denial of Emerging Problems** - An individual is intolerant of others and begins to treat their colleagues as incompetent. Problems are seen to be the cause of increased pressure at work rather than a lifestyle change. 

![burnout - 12 stage model part 1](//images.ctfassets.net/6g4s9n00xmsl/1hlHnw3hjDDvSvGIfwS2BU/810775de8d7483d9af0c933c924beadf/burnout_-_12_stage_model_part_1.png)

**7. Withdrawal** - An individual no longer has a social life. they may begin to rely on alcohol or drugs to feel stress relief. 

**8. Odd Behavioural Changes** - Friends and family may become conserned about an individual whose behaviour is distinctly changing.

**9. Depersonalization** - An individual sees themself and others as unimportant and no longers perceives their needs.

**10. Inner emptiness** - An individual feels empty inside and looks for unhealthy ways to overcome this e.g. drinking or overeating.

**11. Depression** - An individual may lack motivation and may have a bleak outlook on life and the future. 

**12. Burnout Syndrome** - An indiviudal may experience extreme mental, physical and emotional exhaustion. They are likely to require medical assistance. 

![burnout - 12 stage model part 2](//images.ctfassets.net/6g4s9n00xmsl/21ujo6IXCNkJmaKYSzepMS/5bf4021b4a8a67d2d73b1d74eedb7c97/burnout_-_12_stage_model_part_2.png)

---

## 6 Ideas to Prevent Burnout

Burnouts are dangerous and it is important for managers and their organizations to support their employees and to help them manage their stress. Below, we have identified 6 ways to manage [workplace stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective). This will maximize employee [wellbeing](https://www.peoplegoal.com/blog/when-anxiety-attacks-in-the-remote-workplace), protect their mental health ensure they foster a good [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

### __Perform a Job Analysis__

Conduct a [job analysis](https://www.peoplegoal.com/glossary/job-analysis). This will give you insight into the job role, your responsibilities, and what is expected from you. It will further explain the [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy) employees should be demonstrating, and explain the job requirements. The job content will give employees clarity on what is expected from them. Use this information to prioritize tasks and reduce your workload. This will reduce stress and help employees delegate work. 

### __Regular Exercise__

Exercise is proven to relieve stress. All forms of exercise improve [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and provide the perfect opportunity to take your mind off of work and to focus on yourself. Creating a regular sleep pattern and scheduling exercise into your routine will improve your health, in addition to increase your energy, [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), and creativity. 

### __Stress Management Tactics__

Use stress management tactics to face your stress head on and prevent a burnout. Strategies include: 

- Be Active
- Take Control
- [Connect with People](https://www.peoplegoal.com/blog/connected-employees)
- Personal Downtime
- Challenge Yourself
- Avoid Unhealthy Habits
- Help Others
- Positive Mindset
- [Work Smarter, Not Harder](https://www.peoplegoal.com/blog/work-smarter-not-harder)
- Set [SMARTER goals](https://www.peoplegoal.com/blog/smarter-goals-setting)

### __Mindfulness__

Another way to avoid a burnout is to be mindful. This is a form of meditation that includes silent relaxation, listening to your thoughts, and focusing all your attention on yourself. This will give you clarity and allow you to remove yourself from work when you are outside of the office. There are many apps that can help with this, e.g. [Calm](https://www.calm.com/) and [Headspace](https://www.headspace.com/).

### __Support Workplace Recovery__

Employers can support employees who are currently experiencing or recovering from a burnout. They can use accomodation strategies to help an individual's mental health and improve their [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) and [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment).

Strategies include: 

- Changing how instructions and [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) are given 
- Regular [Check-ins](https://www.peoplegoal.com/blog/check-ins-performance-reviews)
- Retraining or reorientation
- Training managers to adapt their [styles of management](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)

👉 [Click here for more Accomodation Strategies](https://www.workplacestrategiesformentalhealth.com/resources/accommodation-strategies)

### __Keep to your Work Hours, and Schedule Breaks__

To avoid a burnout, it is important to make a [distinction between work and your personal life](https://www.peoplegoal.com/blog/work-life-integration). Ensure that you keep to your work hours and schedule breaks throughout the day. This ensures that you have a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020) and are able to send time with your family and friends. 

![burnout - tips](//images.ctfassets.net/6g4s9n00xmsl/4OQ6f6n2uXELGrskqTEjPi/83b228436bf375aa520d0c2192962e6c/burnout_-_tips.png)

---

Workplace burnouts are a real risk for all employees and can be very dangerous. The extreme physical, emotional and [mental problems](https://www.peoplegoal.com/blog/psychological-safety) that this can all be avoided. Managers and organizations should try to prevent burnouts and can use our suggestions to protect that worker's mental health. This prioritizes [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) and their [work-life balance](https://www.peoplegoal.com/glossary/work-life-balance). 

PeopleGoal provide solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Performance Management](https://www.peoplegoal.com/solutions/performance), [Development](https://www.peoplegoal.com/solutions/development) and [Employee Engagement](https://www.peoplegoal.com/solutions/engagement). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to take the first step in improving your employee's wellbeing and engagement.

⭐ [Book a Demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


What is workplace burnout? Why is it dangerous? How does it manifest? And how can you prevent workplace burnout and manage stress effectively? Find out here. 

How to Prevent Work Burnout?

burnout

What is work burnout and how can you prevent its appearance?

6 Tips to Prevent Work Burnout

Defining your career goals is essential for [career development](https://www.peoplegoal.com/blog/career-development-essentials) and [development planning](https://www.peoplegoal.com/blog/development-planning). Managers should encouarge their employees to write these down so that there are records to keep referring back to. It may serve as motivation to track employee progress and re-define your ambitions. 

Some people also choose to write their [career goals](https://www.peoplegoal.com/blog/career-growth-helping-employees) on their CV. This supports their [reference letters](https://www.peoplegoal.com/blog/reference-letters) and shows to employers that they are ambitious and are making long-term plans. Organizations may appreciate this as they look to improve rates of [employee retention](https://www.peoplegoal.com/blog/employee-retention) and reduce their [turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff). 

![career goals - tips](//images.ctfassets.net/6g4s9n00xmsl/27yTQXc0CRUzLkOKW7hGww/b8bd14f181d1d893856bd0bb45e0083c/career_goals_-_tips.png)

In this blog we will give essential tips on how to set your career goals. 

## Step 1. Align your career goals to the job

When creating your career goals, it is important to think about the job that you're applying for, in addition to your [ideal job](https://www.peoplegoal.com/blog/job-titles-in-business). Identify how your [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020), [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy), and [competencies](https://www.peoplegoal.com/blog/competencies-examples) are relevant to this job. Once you have established a few elements of the job that you are suited to, write a couple sentences describing what you would like to acheive, and how this partiular [job role](https://www.peoplegoal.com/glossary/job-description) will help you to do this.

![career goals- align career goals with job](//images.ctfassets.net/6g4s9n00xmsl/2fyFieAgobplcUEY57I6tv/d70f7894579849d82da1aefc0c4db89c/career_goals-_align__career_goals_with_job.png)

__For example__ - *"My communication skills lead me to feel ideally suited to a role in customer service. I'm ideally looking for a position with a vibrant, growing company which will allow me to learn new skills and offer opportunities for growth over time."*

👉 [Check out our guide to create a development plan](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

## Step 2. Quantify your trajectory

Use your [career goals](https://www.peoplegoal.com/blog/career-steps) to show your employer that you are a candidate who knows what they would like to do and how to get there. Think about your [goals and ambitions](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips), and determine the timeframe within which you would like to achieve this. Setting quantifiable goals shows that you are [motivated](https://www.peoplegoal.com/blog/how-to-motivate-employees). Ensure that you clarify how long you would like to stay in this role for. Employers are looking to reduce their [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) and therefore seek to invest in staff who will remain at an organization for several years. Affirm you intend to offer your employer loyal service in exchange for the opportunity to [progress your career](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences).

![career goals - quantify your trajectory](//images.ctfassets.net/6g4s9n00xmsl/5qPmj31QNYXJ6yAkHgXqtO/ccd0490527bd7683880bb041a417ac9a/career_goals_-_quantify_your_trajectory.png)

__For example__ - *"Seeking a customer service position with the hope within five years to attain the skills and experience necessary to reach the level of customer service manager. Any and all opportunities for professional development will be capitalised on to achieve this aim."*

👉 [Read our blog to prepare for common interview questions](https://www.peoplegoal.com/blog/hiring-manager-interview-questions)

## Step 3. Set specific objectives

In addition to career goals, think about more specific [objectives](https://www.peoplegoal.com/blog/objectives-and-key-results) that you are aiming to achieve. This demonstrates to an employer that you are detail-oriented and have thought about what you need to do to progress along your chosen [career path](https://www.peoplegoal.com/glossary/career-pathing). Employers will value that you are able to create solutions that enable a desired outcome. Consider using a [SMART Goal methodology](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) to show that your goals are specific, measurable, attainable, relevant and time-bound. 

![career goals - set specific objectives](//images.ctfassets.net/6g4s9n00xmsl/3oeOCcJC1NCEelkGmwEyhC/b5917ea23de6a736976e90fbab10155d/career_goals_-_set_specific_objectives.png)

__For example__ - *"Part-time daycare work is the ideal way for me to get hands-on experience, to supplement what I'm learning as a part of my childcare course at (Your University). It's my goal to begin teaching pre-school children on the completion of my degree."*

👉 [Try downloading our SMART Goals Template](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

---

Understanding how to efficiently write your career goals it an important step in starting your journey to achieve them. Keep your [goals](https://www.peoplegoal.com/guides/smart-goals) as simple as possible and reflect upon why they are an important step along your [career path](https://www.peoplegoal.com/blog/career-development). Stay focused and show employers you are motivated to [perform at your best](https://www.peoplegoal.com/blog/performance-management) and succeed. 

PeopleGoal offers solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Development](https://www.peoplegoal.com/solutions/development), [Employee Engagement](https://www.peoplegoal.com/solutions/engagement), and [Performance Management](https://www.peoplegoal.com/solutions/performance). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to kickstart your goal-setting processes and career development procedures. 

⭐ [Book a demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


Career goals are a great way to establish a foundation for what you want to achieve and stay on track with your progress.

How to write your career goals

career goals

How to Write Your Career Goals

Good [management](https://www.peoplegoal.com/blog/employee-manager-meeting) is critical to the success of any organization. Poor [management](https://www.peoplegoal.com/blog/manager-comments-for-the-next-review-cycle) has a negative effect on staff morale, productivity, [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) and causes a critically poor workforce. These effects can be viewed as a cascading process, beginning with one consequence (staff morale), and ending with another (increased [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-rate)). 

Many books, articles, research and courses have argued for the optimal programme for [management](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique), but most [managers](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) develop their style over time. We've even written a **[blog](https://www.peoplegoal.com/blog/manager-characteristics-to-avoid)** on the characteristics of [poor management](https://www.peoplegoal.com/blog/manager-characteristics-to-avoid). Regardless of your style you have to establish relationships with your employees. But what traits are needed for this, and consequently, what makes a good manager?

Below are 7 key characteristics for good management; the more you have, the better you are!

## **1. Employee Recognition**

In other posts, we have mentioned the importance of **[employee recognition](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges)** at an organizational level. Greater employee retention and [improved productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment) are two benefits of [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) to the organization. But at an individual level, employee recognition is imperative. 

A good [manager](https://www.peoplegoal.com/blog/change-management) shows his appreciation to his team when necessary and not just on a yearly basis at the appraisal. People thrive on recognition - this is particularly true in the workplace. **[Positive reinforcement](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips)** is a serious force, and its influence is far-extending, benefiting the organization and everyone in it!

![management 1](//images.ctfassets.net/6g4s9n00xmsl/2Vn9Jjdm8zkkFrSC3BXtvm/8ac59336695f764874675d1490cf201e/management_1.png)

Research has identified that employees who are sufficiently recognized are [63% more likely](https://www.greatplacetowork.com/resources/blog/creating-a-culture-of-recognition) to stay at his or her current job within the next three to six months. It is also important in ensuring employees continue to perform in the way you would like them too as [92% of workers](https://www.apollotechnical.com/employee-recognition-statistics/) are more likely to repeat a specific action after receiving recognition for it.

## **2. Talent Scout**

![management 2](//images.ctfassets.net/6g4s9n00xmsl/6TaYAm0b4HzMXECkrKoogu/cef90f80a0e98896dfa7631f0db0fffc/management_2.png)

Good [managers](https://www.peoplegoal.com/blog/20-manager-interview-questions-to-ask-leadership-hires) find out the capabilities of each employee, they know what each employee can or can’t do, and which areas each employee enjoys working in. They then distribute tasks according to their talents. 

Consequently, the [manager](https://www.peoplegoal.com/blog/performance-management) ensures each task is completed to a higher standard but also achieves a greater degree of employee satisfaction. Here, more than in any other of the traits, the importance of a good manager-employee relationship is crucial.

## **3. Mentor**

A [manager](https://www.peoplegoal.com/blog/essential-managers-skills-for-workplace-success) supports the development of their employees. They aid them when facing difficulties. They lead by example and are always available for advice. A great manager creates a safe learning environment, where the employee feels free to discuss issues openly. A good manager is not overbearing or difficult, but instead attentive to their employee’s needs, without completing the tasks for them.

Domineering management styles include those in which a manager uses an autocratic, non-participative approach to leadership. Specific style names vary, but common examples include autocratic, command and control, pacesetting, and commanding.

## **4. Direct and Sensitive**

A good manager is open and direct with his team. They do not wait to raise issues, nor do they ignore the team when trying to resolve the issue. By [recognizing](https://www.peoplegoal.com/blog/employee-recognition) that the work environment is also a space for personal growth, a manager can facilitate their employee's completing their goals. They must be direct and understanding with team members when things are going well, and when they are going badly.

![management 3](//images.ctfassets.net/6g4s9n00xmsl/1Xkb2K4PYTnpS7IDkyw4Ts/1936792a1b5de92d4f2828a5a9afc90b/management_3.png)

This directing style promotes learning through listening and following directions. With this style, the manager tells the employees what to do, how to do it, and when it needs to be done. The discussing style promotes learning through interaction

## **5. Provides Feedback**

Good management involves **[continuous and ongoing feedback](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function)**. They do not wait until the end of the **[performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love)** to give a general feedback appraisal to their team. The continuous feedback process has a number of benefits: specific, unbiased feedback; obstacle anticipation; increased efficiency, and it allows for continuous alignment with organizational goals.

 Further, continuous feedback converts what would be **[negative feedback](https://www.peoplegoal.com/blog/negative-feedback)** into **[constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)**, mentor-esque advice.

 ![management 4](//images.ctfassets.net/6g4s9n00xmsl/5ULGuoR0QBh45KgExVtqHZ/6b3f0aefc412caa22637253d4dd11d46/management_4.png)

[Research by Forbes](https://www.forbes.com/sites/richlyons/2017/07/10/feedback-you-need-to-lead-it/) has highlighted the importance of feedback, with four out of 10 workers being actively disengaged when they get little or no feedback. Also, 82% of employees appreciate positive and negative feedback; and 43% of highly engaged employees receive feedback at least once a week as opposed to 18% of low engagement employees.

## **6. Teamwork and Team Environment**

Arguably the most important trait a manager can have is the ability to work efficiently in a [team](https://www.peoplegoal.com/blog/the-difference-between-teamwork-and-team-building). A good manager creates an environment of trust, respect, and positivity. This provides everyone with the basis for quality and [productive work](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist). 

A good manager makes each team member feel equally important and creates an atmosphere of cohesion within the team, independent of the workplace itself.

![management 5](//images.ctfassets.net/6g4s9n00xmsl/3zKD9btkGA8PUtlUHdXnyO/aeb2180ea98d51f3165cd49308d18c37/management_5.png)

[Research has shown](https://goremotely.net/blog/workplace-collaboration/) that roughly 75% of employees regard collaboration and teamwork as important. This is no surprise as it then went onto show that employees now spend about 50% more time engaged in collaborative work.

## **7. Sets Clear Goals and Objectives for the Team**

A good manager talks with his team at the beginning of the performance cycle and identifies primary and secondary **[business objectives](https://www.peoplegoal.com/guides/okrs)**. This allows them to explain what being a top performer means to your company and has meetings regularly in regard to performance and expectations. 

![management 6](//images.ctfassets.net/6g4s9n00xmsl/5fYchXEvrn9AlPKUL19BYa/73c14e7f65da6016bf47f0fa24fa86ed/management_6.png)

An effective manager discusses the outcomes and results of a task with the team and trusts them to execute their tasks to the expected standard. They also take the time to discuss their goals with the team and helps them achieve these ambitions.

## Management: Our final thoughts

In essence, there is no predefined formula for being a great manager, and no single approach is guaranteed to be the correct one. Every workplace and employee is different, therefore, a manager must develop his own style to suit this. However, the key seven characteristics of a good manager remain true regardless of the organizational context. The more of these you have, the better you are!


What are the characteristics of a good manager? Learn how to improve your management skills and become a good manager by developing seven management traits.

7 Characteristics of a Good Manager

7 characteristics of a good manager

Learn how to become a better manager by focusing on 7 management traits.

### The 7 Characteristics for a good manager:
1. Employee Recognition
2. Talent Scout
3. Mentor
4. Direct and Sensitive
5. Provides Feedback
6. Teamwork
7. Sets clear goals and objectives

There are many employee performance management sotware solutions out there, however most of them are outdated and do not add value to the employee nor the employer. Having reviewed and used many employee performance management softwares, we have concluded that an EPM software should have at least the following features:

- __Allow goals and objectives to be linked to overall business strategy__ - This way employees would easily understand how their [goals and objectives](https://www.peoplegoal.com/blog/objectives-and-key-results) help the company grow.
- __Effective goal management__ - The software should be structured in a way that allows the employee and the manager to review, edit and add goals continuously  through the [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love). Not just in the beginning or the end of the cycle.

![benefits of a goal setting process](//images.contentful.com/6g4s9n00xmsl/5r00x6H7rOCCacP2GsY6Sv/448ae50ab42ed2ba05692dee78e94a50/benefits_of_a_goal_setting_process.png)

- __Feedback requests aligned to goals and objectives__ - Each feedback requested should be specific to an employee goal or objective. This way the feedback provider will be forced to be specific when providing [feedback](https://www.peoplegoal.com/blog/feedback-remote-work).
- __Data-driven feedback forms__ - A "datafied" feedback approach will enhance the [objectivity of the feedback](https://www.peoplegoal.com/blog/employee-surveys-results) and reduce subjectivity. Something we found missing from every system we have used so far.
- __Anonymous feedback__ - The user should have the option to provide anonymous feedback to peers or managers. This will also enhance objectivity and address "elephants in the room" in terms of behaviour and attitude towards people.

![Ongoing Employee Feedback for development](//images.ctfassets.net/6g4s9n00xmsl/1p9aSx6UDHGTKuDJkxnNNK/be75d7c92eb232233b94dfedcfcf025d/Ongoing_Employee_Feedback_for_development.png)

- __Learning curriculum linked to goals and objectives__ - This will help the employees to address skills they want to build with a direct correlation to goals and objectives. Clearly the business will also benefit as training is targeting performance.
- __Social media APIs__ - From LinkedIn to Facebook and Twitter, it is clear that social media play a significant role in our life. Bringing it to our workplace will definitely enhance performance.
- __Extensive analytics__ - Each piece of information collected should be analyzed in such way that will allow better decision making. Such reports can be employee comparison, employee SWOT analysis, balanced scorecard, historic performance analysis.
- __Talent growth focus__ - The purpose of the process other than enhancing performance should be to [build on employee talents](https://www.peoplegoal.com/blog/what-is-talent-definition). This can be done by addressing employee potential in comparison to current performance. 

 ![Employee Performance Management Software - 9 Key features of employee performance management software](//images.ctfassets.net/6g4s9n00xmsl/4pCUKTIlaFPQttRlFYkQER/0752415a2dfc1030fefc802e962c429a/Employee_Performance_Management_Software_-_9_Key_features_of_employee_performance_management_software.png)

If we inspired your curiousity find out more about [benefits of perfromance management systems](https://www.peoplegoal.com/blog/dont-think-performance-management-software-is-worth-it-think-again) and [why are they worth investing in](https://www.peoplegoal.com/blog/why-invest-in-performance-management-software).


Employee performance management software can add a lot of value to an organization. Find out what are the necessary features to do so.

Employee Performance Management Software : 9 Key Features

Employee performance management software features

What is Management: A Modern View

What is Management: A Modern View

What is management?

Useful Posts

Further Reading

How to choose a performance review software that adds value

Employee Manager One on One Meeting: A Guide

6 Tips to Prevent Work Burnout

How to Write Your Career Goals

7 Characteristics of a Good Manager

Employee Performance Management Software : 9 Key Features

Ready to see PeopleGoal in action?
Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

What is Management: A Modern View

What is Management: A Modern View

What is management?

Useful Posts

Further Reading

How to choose a performance review software that adds value

Employee Manager One on One Meeting: A Guide

6 Tips to Prevent Work Burnout

How to Write Your Career Goals

7 Characteristics of a Good Manager

Employee Performance Management Software : 9 Key Features

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.