Saying the words “I’m sorry” does not create accountability. It’s the way most of us avoid it…
In part one of the series, we explored the possibilities around how your mindset and self-reflection can help set up impactful performance review conversations. By expanding your awareness to bigger picture themes — theirs and yours —…
Some folks have the gift of being direct. Some folks tend to be more empathic. Finding a leader with the ability to do both of those…
The reason for most feedback — both constructive and complimentary — is obvious. The conversations that your people managers need to be having are right there in the open.
Managers clearly see the need for constructive feedback when a teammate has poor…
Are you having weekly one-on-ones with your team? Are you having weekly one-on-ones that…
What if the deepest purpose of a business is to change the lives of the people who work there, starting with…
Refound is growing. Check out the next step in our evolution.
Organizations, big and small, are shifting to real-time performance management. The promise of a culture where employees know where they…
You can read Part 1 of the series here and Part 2 of the series here.
Most organizations spend a majority of attention and energy in the review cycle on average or low performers. They’re easier to…
One of the most important elements of any review conversation is what happens afterwards. Whether it was a conversation about compensation or caring, a difficult conversation or a celebratory one, most reviews die the moment they’re…
These were the top 10 stories published by Refound; you can also dive into yearly archives: 2013, 2015, 2016, 2017, 2018, and 2020.