What if it wasn't your employee but your son? Would you wait a year to help him develop his skills, or would you provide more frequent feedback? People and talent development specialist Jesús Garzas humorously sheds light on the necessity of introducing ongoing feedback processes in organizations committed to nurturing talent within their teams.

Do you know when the suggestion box was invented? Since 1899! Certainly, we have learned more effective techniques for promoting internal communication since then. In this post, we discuss the value provided by internal feedback processes and offer practical recommendations to successfully implement them.

What does it take for you to truly LOVE your job and make that commitment? Raquel Blázquez, an organizational intelligence expert and coach for technology and innovation teams, encourages us to think of work relationships as similar to romantic relationships, where both parties need to nurture the connection to build strong organizations.

It's not a new concept; many were aware of its existence but under different names. We haven't just invented it, but somehow, until now, it hasn't received the attention it deserves. Please welcome the new trending concept in human resource management: Employer Branding.

Isn't it sometimes confusing to determine what exactly a 270º assessment appraisal process is? What is the difference with another 180º? In this post we are going to try to explain what the different assessment methodologies are based on the different roles that interact. We hope to help you choose those options that best fit each organization.

Each company approaches its evaluation processes differently, but a common aspect that everyone grapples with when launching a feedback or performance evaluation process, whether it's 90º, 180º, 270º, or 360º, is whether to allow employees to conduct their own self-assessment.

We are already beginning to see examples of successful organizations that are adapting their people management policies to what new professionals demand, but are we all prepared for the great change in philosophy that is heading to our offices to park at our door?

The role of people management professionals should not avoid one of the fundamental aspects on which labor relations are based: remuneration policies. We analyze how the trend of "Pay for Performance" or payment for contribution can also support the development of talent in organizations.

Embrace science to uncover the evolving methods for motivating teams to become more productive. Many traditional approaches to motivation are no longer effective. Organizations must adopt new strategies to ensure that employees are willing to give their best.

Are you still conducting performance appraisals as usual? It's time to revamp the concept to achieve the true desired outcome: creating a participatory culture where everyone works more effectively and happily.

Credibility is one of the cornerstones for maintaining a strong brand image. Failing to prioritize the well-being of an organization's members doesn't just negatively impact their productivity; it can also seriously erode customer trust in the company. Remember, "Happy Employees = Happy Customers.