A focused employee is an engaged employee. This translates to fewer careless mistakes being made, higher levels of output and all-around better quality of work. In order for your...
Primalogik
Drawing on years of experience in performance management, the Primalogik team shares one conviction: rigid, once-a-year reviews don’t serve employees or managers. Passionate about continuous feedback, the team helps organizations build more human-centered and constructive workplace experiences.
At Primalogik, we publish articles, practical guides, and tools that inform, equip, and inspire HR teams and managers. Our mission: to turn feedback into growth through clear, flexible, people-centered performance management practices.
Every piece of content published under the Primalogik name reflects our team’s collective expertise, from performance management to 360 feedback, including goals, regular check-ins, and talent development.
7 Daily Ways to Motivate Employees
Employee motivation is crucial to employee retention and highly productive employees. However, people are motivated by different things. Depending on each individual's...
Encouraging Continuous Professional Development in your Employees
Continuous Professional Development (CPD) is something that isn't just for your employees' benefit. A strong culture of CPD also offers a great deal to employers, so make it your...
Using 360-Degree Feedback in Probationary Reviews
Using 360-degree feedback during regular appraisals and performance reviews as part of an overall employee performance management process is a common and successful method, but...
4 of the Best Employee Recognition Trends for 2015
Building recognition into your employee performance management process has a number of benefits. When your employees feel valued, it leads to higher job satisfaction and...
BOOST Employee Performance with Constructive Feedback
The ability to give and receive honest, constructive feedback is one of the signs of a successful employer/employee relationship. Giving feedback is a crucial factor in managing...