The revenue generated from the adverts on the site is a critical part of our funding - and it's because of these ads that I can offer the site for free.
But using the site for free AND blocking the ads doesn't feel like a great thing to do, which is why this box is so large and inconvenient.
Some sites will completely block your access, but I'm not doing that - I'm appealing to your good nature instead.
Did you know that you can allow ads for specific sites, whilst still blocking them on others?
He is slightly boss-eyed, rather lending itself to his own stereotype. I suspect however, that he gives not one fig for our thoughts... and neither does his bank balance!
Funny how we all have people who wind us up (and Macintyre is certainly more than capable). It remains Chris Moyles for me. Can't stand the bloke. Or at least, can't stand his radio shows. Never met him, obviously. Unlike Rufus Hound who was particularly obnoxious. I was very tempted to say how much I admire your work, Mr Lemon...
As we approach the end of 2019, we wanted to remind you about the Year-End Performance Review process. The Year-End Performance Review is an opportunity to summarize your performance on the goals that were established at the beginning of the year and receive feedback on the “What” (your accomplishments) and the “How” (the behaviors that reflect the [redacted] Commitments).
Performance Reviews: The overall performance review process will be similar to last year, with the following modifications:
An optional section of the Self-Assessment and Manager Assessment to rate colleagues on their performance against the [redacted] Commitments.
You should now have all received the below email regarding actions required by you in preparation for the 2019 year end reviews, which will launch in the first week of December. In case you missed this email, please take a few minutes to go through the details and get started on the below actions in XXXXX:
• check your reporting lines, team, department etc. and ensure that these are correct. If not please contact People Operations/HR or raise a JIRA ticket to get them corrected • check and update your profile • update and complete your objectives • provide feedback to peers • complete your skills inventory All of these actions will feed in to your self-review and will form part of the year end process which is launching in the first week of December. To read more about the 2019 process please read our process overview (also attached as pdf).
Please feel free to reach out to me or a member of the People Operations/HR team (globalpeopleoperations@XXXXX) if you have any questions around this or need any support.
Amplify your influence, further inspire your team, enhance your leadership skills and develop a competitive edge for your organisation.
The session will support you in considering the organisational culture you are creating. We will consider how you can ensure people are collaborating and innovating effectively and you will gain an understanding of how to motivate and engage teams after/during a period of such huge uncertainty.
You will be given assessment tools to use following the session that will allow you to critique your approach and gain feedback from your teams to ensure the approach you are taking is motivating and challenging whilst supportive.
You can report any content you believe to be unsafe.
Please let me know why you believe this content is unsafe by choosing a category below.
Thank you for your report. The content will be assessed as soon as possible.
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Wanted - your new job horror stories
Nov 2022