Project Management, initiative, leadership

In this troubled times there is no better topic than the storm that is now in process on all recruitment markets. I am struggling with hiring high quality individuals , both from a job skills point of view , as well as from a personal and soft skills point of view . And yes, the soft skills are really important in my activity, as we work remotely with most of the team members, and need to have good communication skills, really strong proactivity and forthcoming, rather than waiting for things to happen... And it's actually pretty easy to wait for things to happen to you , but they will not do by themselves - and if you expect that the reality tells different from this, then you are working in a really closed environment. I've seen people that did not progress in their work, because nobody was available to tell them what to do next. Well, if you don't know what's next, go and ask, don't sit and wait. But I was talking about the workforce market - it's really w

It's beginning of the year, and for a lot of companies it is the time for looking back to what happened last year and evaluate the performance of the resources. You all know how to do performance evaluation , so I won't lecture on this, instead, I'm asking you: what are your criteria for evaluating a resource? Do you look only at their performance, do you take into account the context , too, the environmental conditions and all the factors that may impact a person's performance? Or you just look at the evaluations that you did over the year, sum it up, and that's it? And if you answered yes to the above questions: by taking into account the reviews you collected over the year about a person, without keeping in mind the big picture of the context and needs and demands we had on that person, do we build an accurate image of that person's performance? These are questions that I need to answer pretty fast, as I need to give feedback to all my team members, and