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What are Structured Interviews?

Structured interviews involve a standardised format where all candidates are asked the same set of pre-determined questions in the same order. This method contrasts with unstructured interviews, which are more conversational and can vary significantly between candidates. Importantly, the structured format is designed to evaluate candidates based on specific criteria directly related to job performance.

Advantages of Structured Interviews

1. Reducing Bias

One of the primary benefits of structured interviews is their ability to reduce unconscious biases. Specifically, by asking all candidates the same questions, interviewers are less likely to make judgments based on irrelevant personal details such as a candidate’s background, gender, ethnicity, or appearance. Consequently, this uniformity helps focus the evaluation on the candidate’s abilities and suitability for the job.

2. Ensuring Consistency

Structured interviews provide a consistent framework for assessing all candidates. This consistency is crucial for fair comparison, ensuring that decisions are based on a uniform set of data. It eliminates the variability that can creep into more conversational interviews, where the flow of discussion can differ widely from one interview to another.

3. Enhancing Predictive Validity

Research has shown that structured interviews have higher predictive validity in assessing how well a candidate will perform in a role compared to unstructured interviews. The focused nature of the questions allows interviewers to gather information that is more directly relevant to the job requirements, leading to better hiring decisions.

4. Promoting Legal Defensibility

Structured interviews help organizations comply with employment laws and regulations regarding fair hiring practices. Because each candidate is asked the same questions, it is easier to defend the interview process as objective and non-discriminatory if challenged legally. This aspect is particularly important in jurisdictions with strict employment discrimination laws.

5. Improving Candidate Experience

Candidates often perceive structured interviews as more fair and impartial. Knowing that every candidate is subjected to the same process can improve the employer’s image and attract a more diverse applicant pool. Moreover, the clear structure helps reduce anxiety for interviewees, as they encounter a predictable and straightforward process.

Best Practices for Implementing Structured Interviews

1. Developing a Clear Job Analysis

Before conducting interviews, perform a thorough job analysis to identify the essential skills and competencies required for the role. This analysis will guide the development of relevant and specific questions.

2. Training Interviewers

Training interviewers on how to conduct structured interviews and assess candidates objectively is crucial. This training should also include awareness of unconscious biases and how to avoid them during the evaluation process.

3. Standardising Evaluation Criteria

Establish clear criteria for evaluating responses. This step can include using a scoring system where interviewers rate each response according to pre-defined benchmarks. This method ensures that all candidates are judged against the same standards.

4. Utilising Diverse Interview Panels

Including more than one interviewer in the process, ideally forming a diverse panel, can further reduce individual biases and offer multiple perspectives on a candidate’s suitability. This diversity not only helps in making more balanced decisions but also reflects the organization’s commitment to inclusivity.

5. Maintaining Rigorous Documentation

Keeping detailed records of each interview is essential for compliance and review purposes. Documenting the questions asked, responses given, and the rationale for each hiring decision helps in maintaining transparency and can be crucial in defending the organization’s hiring practices in legal scenarios.

6. Continuously Reviewing and Adapting

Regularly review the interview process to ensure it remains relevant to the job roles and the organization’s needs. Feedback from candidates and interviewers can provide valuable insights into how the process can be improved.

Structured interviews are an invaluable tool in the arsenal of fair recruitment practices. By standardising the way candidates are assessed and maintaining rigorous documentation, organisations can enhance the fairness, objectivity, and legal defensibility of their hiring processes. Implementing structured interviews is a significant step towards promoting equal opportunity and building a more diverse and inclusive workforce.

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In today’s diverse business world, fostering an inclusive workplace is crucial for promoting employee engagement and retention. An inclusive culture not only supports a variety of perspectives but also enhances employee satisfaction and company performance. Here’s a deeper look into effective strategies organisations can adopt to cultivate an environment where every employee feels valued and included.

1. Comprehensive Diversity and Inclusion Training

Regular training sessions on diversity, inclusion, and unconscious bias are fundamental. Such training helps employees recognise their own biases and understand the experiences of their colleagues from different backgrounds. Effective training programmes often include interactive workshops, real-world scenarios, and discussions that encourage participation and facilitate a deeper understanding of diversity issues. Research indicates that companies with thorough diversity training better navigate interpersonal dynamics and create a more cohesive workplace.

2. Establishment of Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that aim to foster a diverse, inclusive workplace aligned with the organisations they serve. These groups provide support, enhance career development, and contribute to personal development in the work environment. ERGs are effective because they give a voice to various employee groups, fostering a sense of belonging and empowerment. They also serve as a critical resource for the organisation, offering insights into employee engagement, workplace improvements, and recruitment strategies.

3. Inclusive Policies and Flexible Practices

Creating policies that reflect the needs of a diverse workforce is crucial. This includes developing flexible work arrangements like remote work options, varied work hours, and considerations for cultural and religious holidays. Such policies not only accommodate the diverse lifestyles and obligations of employees but also demonstrate the organisation’s commitment to supporting its workforce comprehensively. Companies that implement and respect inclusive policies see lower turnover rates and higher job satisfaction among their employees.

4. Fair Recognition and Reward Systems

A clear and equitable recognition system ensures all employees feel valued for their contributions, irrespective of their background. Establish criteria for recognition and rewards that are transparent and based on measurable performance metrics. This approach helps mitigate biases that might affect performance evaluation processes and ensures a merit-based system that supports fair career advancement.

5. Proactive Feedback Mechanisms

Maintaining open channels for feedback is vital for an inclusive culture. Regular employee surveys, suggestion boxes, and forums for open dialogue allow employees to share their experiences and suggestions without fear of repercussions. These feedback mechanisms help organisations identify areas for improvement and act on issues that affect employee morale and workplace inclusivity.

6. Leadership Commitment to Inclusivity

The commitment to inclusivity must start at the top. When leadership demonstrates a genuine commitment to diversity and inclusion, it sets the tone for the rest of the organisation. Leaders should be visible in their support, participating in training sessions, and actively engaging with ERGs. Leadership involvement not only motivates employee participation in inclusive initiatives but also reinforces the organisation’s commitment to these values.

Building an inclusive workplace is an ongoing process that requires commitment and continuous effort from every level of the organisation. By implementing these strategies, companies can create an environment where all employees are encouraged to thrive. The benefits of such a culture extend beyond employee satisfaction to foster broader creativity, improved company reputation, and sustainable business success. Investing in a truly inclusive culture is not just good practice—it’s a strategic imperative in the modern workplace.

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HR outsourcing involves delegating human resources tasks, such as payroll, talent acquisition, employee training, and compliance management, to external specialists. This approach allows businesses to focus more on core activities while leveraging the expertise of HR professionals to handle complex and time-consuming administrative tasks.

Key Benefits of HR Outsourcing

1. Cost Efficiency: One of the primary advantages of outsourcing HR functions is the potential for cost savings. Companies can reduce overhead by not having to maintain a large in-house HR department. This is particularly beneficial for small to medium-sized enterprises that need to optimize their resource allocation.

2. Access to Expertise: Outsourcing gives businesses access to a pool of experts who are up-to-date with the latest HR practices and laws. This is crucial for ensuring compliance with ever-changing employment regulations, particularly in regions with strict labor laws like Singapore.

3. Enhanced Recruitment Processes: HR service providers typically have extensive networks and recruitment tools at their disposal, allowing them to source candidates more efficiently and effectively. This ensures that businesses can hire qualified individuals who fit their specific needs and company culture.

4. Scalability: As businesses grow or experience fluctuations in workload, HR outsourcing can provide the flexibility to scale HR operations up or down without disruption. This scalability supports business agility, allowing companies to respond swiftly to market changes.

5. Improved HR Technology: Outsourcing firms often use advanced HR technology that many companies may not otherwise afford or manage. This technology can streamline various HR processes, from payroll processing to performance management, enhancing overall efficiency.

Considerations for Choosing an HR Outsourcing Partner

When selecting an HR outsourcing provider, businesses should consider factors such as the provider’s reputation, the range of services offered, their understanding of the local business environment, and their ability to tailor services to specific needs.

How FCS Careers Can Support Your Business

As we navigate the complexities of modern HR management, partnering with a seasoned provider like FCS Careers can transform your HR functions. FCS Careers offers tailored HR solutions that are designed to align with your business objectives, providing support where it’s needed most.

Interested in exploring HR outsourcing? Reach out to us at FCS Careers to discuss how we can help streamline your HR operations, allowing you to focus more on growth and innovation.

Call us at +65 6737 3638 or send us a request here.

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1. The Importance of Employer Branding

Your company’s employer brand is crucial in attracting quality candidates. A strong employer brand that clearly communicates company culture, values, and growth opportunities can differentiate you from competitors. Recruitment agencies can amplify your branding efforts by ensuring that they convey your unique employer value proposition effectively to potential candidates.

2. Leveraging Data-Driven Recruitment

Data analytics is transforming how companies approach hiring. Utilizing data can help predict hiring outcomes, assess candidate suitability, and optimize recruitment processes. Working with a recruitment agency that employs advanced analytics can enhance the efficiency of your hiring process, reduce time-to-hire, and ensure a better fit between the candidate and the company.

3. The Shift to Candidate-Centric Approaches

Today’s job market is increasingly candidate-driven. Employers need to focus on creating a positive candidate experience to attract and engage the best talent. This includes clear communication throughout the hiring process, swift feedback, and a streamlined application process. Recruitment agencies can facilitate this by acting as the bridge between you and the candidates, ensuring that interactions are timely, respectful, and transparent.

4. The Role of Soft Skills

While technical skills are important, soft skills such as communication, adaptability, and problem-solving are becoming increasingly valuable. These skills can often predict how well a candidate will integrate into your team and adapt to future challenges. Recruitment agencies can help identify candidates with the right mix of hard and soft skills, using comprehensive screening and assessment methods.

5. Embracing Flexible Work Arrangements

The demand for flexible work arrangements continues to rise, with many candidates prioritizing work-life balance. Offering flexibility, whether in terms of remote work options, flexible hours, or condensed workweeks, can make your positions more attractive. Recruitment agencies are adept at promoting these benefits to candidates and can help you adjust your offers to align with current market expectations.

6. Continuous Learning and Development

Investment in employee development is a major draw for top talent. Candidates often seek opportunities where they can learn new skills and advance their careers. A recruitment agency can highlight your commitment to development and growth, making your company more appealing to ambitious candidates.

7. Building a Diverse and Inclusive Workplace

Diversity and inclusion are not just ethical imperatives but strategic advantages. A diverse workforce can drive innovation, enhance decision-making, and improve company performance. Recruitment agencies can assist in developing strategies to attract diverse candidates, ensuring your recruitment practices are inclusive and unbiased.

Understanding these key insights can significantly improve your recruitment strategy and outcomes. By partnering with a recruitment agency that is attuned to these trends and equipped with the tools to address them, you can ensure that your company remains an attractive destination for top talent. Together, you can build a workforce that is not only skilled but also aligned with your company’s vision and culture.

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1. Access to Specialized Skills

Contractors often bring highly specialized skills that are either in short supply or not continuously needed within the company. For projects requiring niche expertise, such as cybersecurity enhancements or the implementation of specific software solutions, contractors can provide the necessary skill set without the long-term commitment of hiring a full-time employee.

2. Flexibility and Scalability

One of the primary advantages of using contractors is the flexibility it offers. Companies can scale their workforce up or down based on project requirements, without the complexities associated with permanent hiring or layoffs. This elasticity is particularly valuable in IT, where project and support needs can fluctuate dramatically.

3. Cost-Effectiveness

Contractors can be a more cost-effective option compared to full-time employees, as they are typically paid only for the duration of a project and do not require benefits like healthcare, pensions, or paid leave. This can lead to significant savings, especially for short-term projects or during periods of uncertainty when budget flexibility is crucial.

4. Fresh Perspectives and Innovation

Bringing in contractors can introduce new perspectives and innovative approaches to problem-solving. Contractors often work across various industries and bring diverse experiences that can inject fresh ideas into stagnant projects or inspire innovation within an IT team.

5. Speed of Hiring

The hiring process for contractors is generally quicker than that for permanent staff. This speed can be critical when a company needs to implement projects swiftly or respond to emerging tech trends and market demands. Contractors can often start immediately, minimizing downtime and ensuring that projects move forward without delay.

6. Risk Mitigation

Using contractors allows companies to test new initiatives and technologies without fully committing resources as they would with permanent staff. This approach can act as a trial run for new systems or roles within the organization, providing valuable insights with less risk.

7. Training and Development Benefits

While contractors are brought on for their existing skills, they also contribute to the upskilling of the permanent workforce. By working alongside skilled contractors, permanent staff can learn new techniques and technologies, enhancing the overall skill level within the company.

Incorporating contractors into an IT strategy offers numerous benefits from strategic flexibility and cost management to enhanced skill levels and innovation. As the pace of technological change accelerates, the ability to adapt quickly is more crucial than ever. Contractors not only enable this flexibility but also drive efficiency, making them a valuable asset for any IT department looking to thrive in today’s dynamic business environment.

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Clear Role Definition

Defining roles before recruiting ensures that organizational needs are precisely met. This involves specifying the required skills, responsibilities, and expected outcomes, which helps in aligning every position directly with the strategic goals of the organization.

Strategic Alignment

A role-focused approach guarantees that each position supports the long-term objectives of the organization, avoiding the pitfalls of adapting roles to fit the current workforce which can lead to strategic misalignments and inefficiencies.

Objective Hiring

Establishing roles prior to hiring promotes objectivity in the recruitment process. Organizations can evaluate candidates based on how well they fit the pre-defined roles, enhancing fairness and reducing biases in selection.

Adaptability and Scalability

Organizations need the flexibility to adapt to changing market conditions. Defining roles first allows for easier adjustments and scalability, ensuring roles evolve in alignment with shifting business needs.

Effective Succession Planning

A clear understanding of role requirements facilitates better development and succession planning. Organizations can strategically develop talent to fill these roles in the future, ensuring continuity and stability.

By focusing on roles before people, organizations not only optimize their workforce but also enhance their strategic execution and agility. This approach is essential for any organization aiming to thrive in a dynamic business environment.

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How a digital consultancy manages project teams based in multiple locations

by Charmaine Tan and Keynes Yeo

As the global talent shortage intensifies, companies around the world are looking to hire remote teams as a means to reach and retain talent. Offering flexibility in both geographical location and working hours, remote teams can bring boundless opportunities to grow a business, while creating an empowering experience and meaningful careers for team members.

We speak to Favorite Medium, a digital consultancy whose company culture is purely remote, with team members located in at least 10 different countries. With project teams delivering innovative tech products on tight deadlines, Favorite Medium tells us about how their management ethos and a keen adoption of tech tools help their remote teams work and thrive.

Q: Tell me more about Favorite Medium.

Favorite Medium (FM) is a digital product consultancy with offices around the world. We collaborate with our partners and clients to create meaningful innovations that positively impact people all around the world.

We strongly believe that cultural diversity allows for unique team dynamics and global perspectives on the projects we work on. Due to our distributed team, working flexibly and remotely has become integral to our company culture.

Q: What are some of the guiding principles to Favorite Medium’s management approach?

We value proactiveness, curiosity and trust. For a remote team to work, our project management is highly task-oriented, and team members are encouraged to accomplish their tasks independently, which reinforces trust.

While there are countless benefits of hiring remote teams, many organisations are still finding ways to overcome difficulties in accountability and communication. Because we believe that the best time to change is now, FM constantly explores ways to future-proof ourselves, by staying abreast of work trends and by embracing new demands and preferences of a changing workforce.  

Our recruitment drive targets global talents, and we develop talent by promoting professional skills upgrading internally. Most importantly, we encourage fun and rest whenever needed!

We also use various collaboration tools that help our team with working remotely:

• Daily Standups & Team Huddles
  • When working on client projects, we adopt the Scrum methodology, with daily standup meetings and regular team huddles to promote communication, cohesion and individual accountability. 
  • For internal projects, our Design and Engineering teams conduct daily standup meetings to align our daily work goals. 
• Regular internal knowledge sharing
  • FM Made This is a sharing session where teams talk about interesting projects that they have been working on.
  • Proprietary R&D initiative where the R&D team shares about new technologies that they will be releasing for internal use.
  • Individual Learning Initiative, where any team member can share about their latest learning interest.
• Quarterly Town Hall Meeting
  • Company-wide meetings are held every quarter to engage all functions within the company.
• Individual 1:1 meetings
  • Initiated by individual team members for casual catch-ups.
• Online FM Staff Handbook
  • Includes all company related policies, processes, team contacts, onboarding guide etc.

Q: What impact does remote working have on employee engagement?

From an employee’s point-of-view, remote work offers autonomy and flexibility, and promotes work-life balance. Collaborative tools and processes that we use enable our team members to effectively juggle both work and personal commitments.

A remote and culturally diverse team provides unique peer-to-peer learning opportunities, as team members with different perspectives and industry practices come together to collaborate on the same platform. Diversity also contributes significantly to the organic growth of FM’s company culture. 

Personally, I find that FM’s remote work arrangement demonstrates an appreciation of space, by giving me freedom to plan my schedule and pace myself, and time to digest information and reflect on things around me. This is extremely valuable as it promotes introspection and encourages creativity.

Q: What are some of the tools Favorite Medium uses to manage the team?

For daily business needs, we use Google Suite for email, cloud storage and conference calls.  Online collaboration tools we often use but not limited to:

• For project scheduling and resourcing – SIXPAQ Schedule
  • A proprietary tool designed and developed by FM team for resourcing and scheduling.
• For project management – Meister Task, Trello, asana, Jira, etc. 
• For messaging – Slack, Google Hangouts, Zoom, Skype, WhatsApp etc.
• For engineering collaboration – GitLab, Github, HockeyApp etc.
• For design ideation – Mural.co, Shape.
• For design collaboration – Figma, Sketch, Zeplin, invision, principle etc.
• For document sharing – Google Drive, Dropbox etc.

Q: Are remote teams and tech-enabled collaborations going to be the future of work?

Remote working has become a requirement and not a choice.

Brett Webb, VP of Sales, Favorite Medium US

The future of work presents a real opportunity beyond productivity and cost efficiency. Companies today can leverage technological advancement to increase mobility of work and manage a remote team distributed across different time zones.

Having said that, the opportunity for companies is to focus on developing notions of value beyond just cost to the company. Companies need to develop additional levers to explore new sources of value and meaning in order to remain competitive amid rapidly changing market dynamics.

As we progress into the cognitive revolution, there is a need to redefine work to also create valuable human-machine collaborations, shifting our understanding of work from task completion to problem-solving and managing people relationships. It is therefore crucial to build a “borderless team” while still putting people at the core of the business.

Some examples of companies that have successfully managed a remote working approach are Trello, invision, GitHub and Dribble.

Q: How can more companies benefit from remote work?

First of all, it has been challenging to hire in Singapore, we have the issues of talent shortage and high operational cost. We need to constantly look at other untapped workforce and explore a broad continuum of options to recruit talents as part of our strategic growth.

In order for us to reach out to global talents and business opportunities, we will need to invest time and money to engage global audiences and on the client front we do need to challenge traditional onsite delivery model.

Most FM’s clients have been receptive to remote model, as teams are becoming very distributed, growth of new digital industry and limitation of co-sharing spaces. Sometimes we are faced with mandatory conditions like IT security compliance which we will address on a case-to-case basis.

Moving ahead, we see that providing flexibility of work and remote working is one approach we see that people generally value. From a business perspective, we definitely see the fluidity in operation by keeping costs lean, agile and ability to reach out to interesting cross-borders projects.

Key takeaways for managing successful remote teams:

1. Clearly articulate goals, deliverables and success criteria
2. Role of project manager is essential for team alignment
3. Early discussion and education of expectations for client management 
4. Centralize all internal communication methods, and always strive to provide context 
5. Humility, curiosity and empathy are essential when hiring for a diverse global team
6. Having a common language is essential 
7. Evangelize asynchronous communication on top of synchronous
8. Learn to de-emphasize face-to-face time and use in-person meetings judiciously
9. Have full commitment to remote working, from all levels of the company

About Keynes Yeo, Country Manager and Client Engagement Director, Favorite Medium

Keynes joined Favorite Medium in 2017 as the Country Manager based in Singapore overseeing operation and client engagements in APAC region. He has more than 10 years of experience working with business partners globally and a range of organizations including multinational corporations, local enterprises, and the public sector. He was formerly one of the founding members of Foolproof Singapore where he led sales and marketing in APAC.

With his background in product and system design as well as human factors engineering, Keynes has a knack for strategizing effective innovation solutions for his clients. He is also a certified consultant with Registered Management Consultant (RMC).

About Charmaine Tan, Strategic Account Manager, FCS Careers

Having worked with hiring managers and jobseekers for more than eight years, Charmaine believes that understanding what motivates individuals and how they can thrive in their careers is the most important factor in building great teams and organizations.

Outside of work, Charmaine plays the trumpet in a band that performs regularly to elderly at nursing homes and hospitals.

The post Making Remote Teams Work appeared first on FCS Careers.

Understanding the underlying reasons for underperformance and following the 5-step approach to performance management it will help promote good employee performance and improved engagement at work.

What counts as underperformance?

Underperformance or poor work performance can be displayed in some of the following ways:

• unsatisfactory work performance, or failure to perform the duties of the position to the expected standards
• non-compliance with workplace policies or procedures
• unacceptable, negative or disruptive behaviour at the workplace

Reasons for underperformance

Most of the time, the reasons for poor performance tend to be one or more of the following:

• employee doesn’t know what is expected of them, because the goals, standards or consequences are not clearly conveyed to them
• employee doesn’t know how they are doing or progressing because there is no feedback from supervisors
• mismatch in employee’s capabilities and the job they are required to undertake, or employee does not have the knowledge or skills to perform the job expected of them
• lack of motivation, low morale or poor work environment
• cultural misunderstandings
• interpersonal differences
• workplace bullying
• personal issues such as stress, family or health problems, etc.

5 Steps to Managing Underperformance

#1 Identify the problem

Depending on the performance issue, the underlying causes could range from job unsuitability, inadequate explanation of expectations from the role, to disillusionment or personal problems.

Observing the individual employee and identifying his or her specific problem is important in determining the solution.

#2 Analyse the problem

The employer should analyse the issue to ascertain:

• how serious the problem is (in what way does it affect the business)
• how long has this problem existed in the workplace
• what is the gap between expectations for the role and reality

During this time, the employer should also plan an appropriate approach to the issue, with the intention of letting the employee understand:

• what the problem is
• why it is a problem
• how it affects the business, or impacts the workplace
• why it is a concern

The employer may then arrange to meet the employee, and inform him or her in advance about the purpose of the meeting so that both parties can come prepared. Employers who adopt best practices in performance management may choose the allow the employee to bring along a support person to the meeting.

#3 Meet to discuss the problem

The employer should be clear about the direction for the meeting, and may wish to use the following approach.

1. Discuss with the employee outcomes they wish to achieve from the meeting.
2. Give theemployee the chance to voice his point of view, explanations or any other comments.
3. Check if the employee is aware of what is expected of them, and the gap between their performance and expectations.

• address the issue not the person
• listen well and be open to the causes for the issue
• clarify and summarise to check your understanding of the situation
• recognise the positive things, and appreciate the strengths
• take a genuine and encouraging approach

#4 Jointly devise a solution

Where possible, engage the employee to contribute to a solution so that he or she is more likely to act on it.

A clear performance action plan should consist of:

• a clarification of roles & responsibilities of the employee
• expectations and intended outcomes
• timeframe and milestones for achievements

The employer should stay positive and keep the following in mind:

• be open to exploring ideas that the employee may have
• emphasise common ground, identify with employee’s concerns
• keep the discussion focused and the solutions realistic and measurable
• focus of positive possibilities
• offer assistance, including mentoring, training, flexible work practices or redesign of roles and responsibilities

#5 Monitor performance

Feedback is extremely important, and the employer should closely monitor performance and provide timely feedback and encouragement.

A meeting should be scheduled within an achievable timeframe to review and discuss the employee’s performance, even if the issue has been resolved. This is to encourage sustained performance improvements, and alignment of employee’s goals with that of the organisation.

If performance does not improve, the company may need to consider serious actions including formal warnings and termination of employment.

Tackling performance issues in the long run

Issues of underperformance may occur in any workplace, arising from many factors that may be beyond the control of the organisation. However, to limit their impact on the business, employers can make sure that steps are in place to address these performance issues whenever they surface.

Create a work environment that is supportive of feedback
The most effective way to manage performance in the workplace is to create a work environment that is encouraging and genuinely supportive of feedback and improvement. 

Implement training for managers & supervisors
Where possible, employers should implement training for managers and supervisors or communicate expectations with them in order to equip them with the skills to better identify and address employee underperformance.

Encourage timely feedback to align performance with company’s expectations
How managers and supervisors provide timely feedback can make a huge difference to the levels of employee engagement and will help to align employee performance with company expectations.  

Address these issues early on
The longer the it takes for the organisation to address these issues, the harder it is to find a solution to them. Performance issues may grow into bad habits, breed job dissatisfaction, and have a negative impact on coworkers and overall morale at the workplace. The ability for an organisation’s managers to identify and address problems quickly also reflects a company culture that promotes communication and development.

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