@liqo1@daddyhope Mine is a simple Google search. I could go deeper and cite authentic sources. Where is your source? And it's really fascinating how the Korekore Zimbabweans got to be the first to travel to SA when the Venda and the Karanga who are closest to Zim/SA borderlines weren't
@kudamagezi@daddyhope Ndamjoda kuzvitaurawo ndikati pamwe handina info yakakwana. Shuwa plant yepamine kana a manufacturing company ingabude here nesolar
@Izwi_ra_Shem@Govaguru@daddyhope Indeed. Electricity problems have not been as much as before. Pamwe pacho let's give credit where it's due, not just opposing for the sake of oppossing
@HarareNdini@Here313349@AdvoBarryRoux Of course they do. That's all that matters to her. He's allowed to use their services so long she doesn't patronise them
@Tungamirai010@CrimeWatchZW It is called legal tender for a reason. Not accepting it is breaking the law. How does a bank open ZiG accounts and not accept the ZiG. Kana muchishandisa pfungwa idzi kucrosser road sei musati matsikwa nemota?
I have noticed something worrying in my work with clients. Many leaders and boards say they have a performance management system. But when you ask simple questions about how it actually works, you quickly discover that they do not.
They cannot clearly explain how performance is passed from the board to the CEO, then to managers and employees. What they have is usually a few appraisal forms, irregular reviews, and subjective ratings. It looks like a performance management system, but it is not. In many cases, it exists to keep the board happy rather than to improve business performance.
In our work, we have found that a good performance management system starts with the board. The board must agree on what success looks like for itself and for the CEO. The CEO's goals must then be broken down into goals for executives, managers, teams, and employees. Performance should be reviewed every quarter using verifiable evidence. If there is no evidence, there should be no performance rating.
One of the biggest problems we see is poor goal setting. Many managers have never been taught how to set clear goals, meaningful KPIs, or realistic targets. If the goals are set wrongly , the whole system becomes weak.
We have helped many clients fix this by training managers to set, track, and review goals properly. Once that happens, performance management starts helping the organisation achieve better results.
@ipcconsultants
That person who never talks about their family probably wishes they could.
That annoying coworker goes home to an empty house and no one asks how their day was.
That person who talks a lot might just be excited that someone is actually listening.
Everyone has a story. Be kind.
@begottensun Happens all the time when outsiders pontificate solutions to problems they cant relate to. This 1 even says they are 'starving' & yet they live in bountiful waters. These people needed fishing nets more than they needed mosquito nets. U don't get to impose priorities to strangers
@namatai_c Yes I am aware. Are you aware that those women still have a choice not to get married if their condition disallows them to commit to their husbands' expectations in marriage? Are you aware that community courts are legally binding & what that lady did was illegal?