.This essay focus on informal conversations. Scrap formal reviews in favor of informal conversations. Offer generous severance rather than holding on to workers whose skills no longer fit your need
(Case Study Description Provided By The Harvard Business Review). The firm draws on five key tenets: 1. Hire, reward, and tolerate only fully formed adults. Ask workers to rely on logic and common sense instead of formal policies, whether the issue is communication, time off, or expenses. 2. Tell the truth about performance. Scrap formal reviews in favor of informal conversations. Offer generous severance rather than holding on to workers whose skills no longer fit your needs. 3. Managers must build great teams. This is their most important task. Don’t rate them on whether they are good mentors or fill out paperwork on time. 4. Leaders own the job of creating the company culture. You’ve got to actually model and encourage the behavior you talk up. 5
. Talent managers should think like businesspeople and innovators first, and like HR people last. Forget throwing parties and handing out T-shirts; make sure every employee understands what the company needs most and exactly what’s meant by “high performance.That’s the reason why we’ve built Smarp. We want to make it easy for employees and leaders to become great communicators. And to do so, you need to make sure that each employee gets the information they need when they need it without having to search for it.
Remember, employees spend on average 2.5 hours per day searching for the information they need to do their jobs!What’s more, you need to communicate with your employees through their favorite channels, so they engage with your content and keep developing communication skills. Smarp can help you encourage your employees develop strong communication skills through: