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Performance Improvement Plans are one of the most dreaded topics in organizations. But it need not be so. A PIP is a great opportunity to address gaps that might have been preventing the team member from achieving their targets. It is important to acknowledge this gap, set in forth action plans, and give the required support needed by employees to succeed.

Having an annual performance feedback conversation is no longer enough. People seek regular structured updates, feedback, and recognition from their managers. Most performance conversations are either unstructured or not documented enough to be actionable. It is imperative for people managers to use a format that seamlessly enables the high performance of their team members.

Transitioning into a people leadership role (manager's manager and beyond) from a people manager role is a huge jump. Following the same practices as that of a people manager does not yield results. A people leader needs to delegate & coach more amongst other things. Learning these new skills is imperative for people leaders to succeed.

Your high-performing employees are a major piece of the puzzle when it comes to business success. Not only do they perform but they set benchmarks that raise the overall level of team performance. However, being a high-performing employee does not automatically guarantee to become a top talent or being ready for future roles. Such employees need to be groomed and developed for the skills and behaviors needed to take on bigger roles and responsibilities.

Your top talent is the driving force behind your company's success. It is imperative that you not only retain them but actually groom them in order to take on bigger roles and responsibilities. Leadership connect sessions ensure that leaders are creating more leaders and not just followers.

Reverse mentoring has become widely popular since the dawn of the technology era. Since the relevant technology and skills rapidly change every few years, it is imperative for seniors in the company to stay abreast of the changes. Reverse mentoring is also used to convey the changing expectations of the junior workforce and to bridge the gap in the thought processes and expectations between different generations in the organization.

The biggest cause of attrition by far is lack of career progression. It could manifest in terms of compensation, lack of career advancement, inability to switch between roles, or simply being unable to understand how and when to move in between roles. Having career conversations not only ensures that your people are unstuck but it also goes a long way in retaining your people since you help them discover new opportunities within the organization. This also clearly conveys that the organization truly cares for their career development. It ensures that people find the right mentoring to be in roles that are the most suited for them. The organization in turn gains the best-fit people in all of the roles and a highly motivated workforce.

Over 75% People Leaders and CEOs have mentioned that upskilling is one of the top agendas for their organizations. It is pivotal to reskill and upskill your talent to ensure that the organization can keep up with new and changing business priorities. This mentoring relationship ensures that you are not always caught in a vicious cycle of hiring and that the skill sets that you require are available within the company. It also helps everybody to play a part in others' skill development by leveraging their own tapped and untapped skill sets.

People managers are the most important piece of the puzzle when it comes to creating high-performing teams and retaining your top talent. For most people, the organizational culture shines through via interactions with their people manager. It is imperative to mentor new people managers to ensure that they understand the responsibilities of a leadership role, how to handle different situations, and how to strengthen their leadership skills. Being a people manager is difficult, mentoring makes it easier for the manager as well as the teams.

Creating the best onboarding experience for your new joiners ensures that they immediately feel at home, understand their responsibilities, figure out how to get their work done, & reach their peak performance quickly. Far too many organizations only focus on the transactional aspects of onboarding. Having a mentor is one of the best ways to not only prevent new joiner attrition but also to establish your organization as a preferred talent destination.