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  • Blogs

    We are now writing on the Halogen blog. For our blogs and other interesting posts visit it here.
  • Try our Leader Game

    Can your organization benefit from better communication? If so, we are looking for any type of group or organization to help us fine tune our leader game. If your organization likes to be creative and experiment with new methods,  contact us to be part of the leading edge of innovative HR practices.

  • Next Wave Community

    Join our group of thought leaders who are developing the next wave of performance management practices. Click here to join us or contact us.

  • Speaking engagements

    Karen and Dwight are available to speak to your group about better ways of managing people. We have several talks about leadership development, performance management, and talent management. If your group is ready to hear about improving engagement and innovation with simple and creative methods, contact us.  

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  • Why Undo?
  • Problems with HR policies
  • You need to undo them
  • Simple practices are all you need

Our Principles

We believe it is the simple actions, like how we communicate and how we treat people every day, that have the biggest impact on an organization. Standardization, systemization, sorting and ranking bring out the worst in people. For this reason, we offer UN-Human resource services.

Learn more about our values and principles

Act Like a Leader Games

OUR SERVICES

UN Performance Management Managers hate the performance appraisal process. Why? Because it is a cumbersome, rigid process of questionable value that takes too much time and makes employees and managers defensive and uncomfortable. OP believes that real performance management lies in the relationship between the manager and the employee, not in the paperwork.
Performance Management
UN Workforce Planning Most companies spend several weeks to months every year sorting and ranking employees in high, average, and low performing buckets. We believe that this labeling adds no value to the company while demoralizing the majority of the workforce. OP believes that if you spent that time finding the right fit for your employees that most of your workforce can be high performing.
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UN Leadership Programs Many companies spend months to years developing competency models which contain a laundry list of skills that all employees are expected to attain. Instead of improving diversity, achieving excellence, and creating innovation, this model embeds mediocrity and decreases the diversity of thought. OP believes that developing a leadership skills can be done by everybody every day with a simple game.
Performance Management
OD Games Conventional wisdom states that change is hard and learning is work. Therefore, learning and change are confined to special initiatives and to classrooms. OP believes that change and learning are easy and fun when you work with the natural capacities of people rather than against them.
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