Performance Management
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In Pursuit of the High-Performance Senior Management Team, Part 1

In Pursuit of the High-Performance Senior Management Team, Part 1 | Performance Management | Scoop.it
It s useful to explore some of the common areas where senior management teams flail and fail
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Creating Performance Based Culture in the Nonprofit Sector

Creating Performance Based Culture in the Nonprofit Sector | Performance Management | Scoop.it
'Creating Performance Based Culture in the Nonprofit Sector' blog post by Guest Contributors.
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How to Put Effectiveness into Performance Appraisal Reviews

How to Put Effectiveness into Performance Appraisal Reviews | Performance Management | Scoop.it
Blog post at HR Professionals Magazine :

One of the most important managerial functions is the employee performance appraisal. Yet, it is a problematic function for managers at [..]
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Forced Ranking, or Grading on a Curve: It’s All About a Flawed System

Forced Ranking, or Grading on a Curve: It’s All About a Flawed System | Performance Management | Scoop.it
Don't get me started on forced ranking -- lovingly referred to as
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Are Performance Appraisals Doomed?

Are Performance Appraisals Doomed? | Performance Management | Scoop.it
During the last year there has been a tsunami of interest among HR managers to revamp, redesign, or eliminate the performance appraisal process. And for good reason: our research shows that more than
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The HR Capitalist: 3 Ways Stacked Ranking in Performance Management Screws Your Company...

The HR Capitalist: 3 Ways Stacked Ranking in Performance Management Screws Your Company... | Performance Management | Scoop.it
Fire the bottom 10%. Up or out. You don't have to go home, but you can't stay here. Welcome to the world of Stacked Ranking in performance management, where employees are forced into buckets, including a "these people suck" bucket,...
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Tips to Survive a Yahoo-Style Bell Curve Performance Review

Tips to Survive a Yahoo-Style Bell Curve Performance Review | Performance Management | Scoop.it
Being evaluated on a bell curve is more common in business than you think! Don't find yourself on the low end. You could end up out of a job! Here are a tips for staying on the upside of the curve.
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How poorly handled employee performance reviews damage an organisation ‘almost every time’

How poorly handled employee performance reviews damage an organisation ‘almost every time’ | Performance Management | Scoop.it
In light of new workplace bullying amendments to the Fair Work Act, now is as good a time as any to consider your company’s potential for performance mismanagement.
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Organisational Politics Influence In Performance Management Commerce Essay

Organisational Politics Influence In Performance Management Commerce Essay | Performance Management | Scoop.it
Nowadays, skill and delicacy in dealing with conflict agendas and shifting power base is needed in the organization. In political organization, lasting ...
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Realities of Performance Appraisal

Realities of Performance Appraisal | Performance Management | Scoop.it
Much has been written recently about performance ratings and management at some large and successful companies. Amazon has surfaced as a company implementing OLRs, organization and leadership revie...
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The Performance Preview, an Alternative to Performance Review

The Performance Preview, an Alternative to Performance Review | Performance Management | Scoop.it

Management consultant and UCLA professor Samuel Culbert offers a solid alternatives to problematic performance review practices in his 2008 book “Get Rid of the Performance Review:” 


  • In chapters 7 and 8, I offer the alternative—the performance preview. It’s as simple and elegant as it is successful. It does all the things performance reviews are supposed to do but don’t. 
      
  • In the end you will see what many of you already know in your heart: that mainstream management is embedded in, and relies on, a culture of domination—and that the performance review is the biggest hammer management has. 
      
  • You will see how the review destroys our spirit, as well as our corporate performance. You will see how the same people who created this sorry mess have the power to undo it. And you will see that there is a way to fix it, if only we have the courage.

Via Deb Nystrom, REVELN
Deb Nystrom, REVELN's curator insight, November 18, 2013 1:03 AM

"If only we have the courage," is a key observation by Culbert.

Risk-aversion, low courage, and avoidance is a malaise that can affect segements of, or even entire corporate cultures.  

Key points of Dr. Culbert's frank writings include:  

  • separating compensation from performance reviews, 
  • taking a look at the role of hierarchy to include that of a boss asking  “how can I help you achieve your best?” 
  • ending low value pratices like ranking and ratings.

     ~  Deb
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Focus, Identity and the High-Performance Management Team

Focus, Identity and the High-Performance Management Team | Performance Management | Scoop.it
Two critical challenges that CEOs and senior managers must overcome and five ideas for jump-starting team development
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Developing an Action Plan After a Critical Performance Review

Developing an Action Plan After a Critical Performance Review | Performance Management | Scoop.it
Treat your performance review as a call to action for improvement.
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5 tips for better performance reviews

5 tips for better performance reviews | Performance Management | Scoop.it
As the end of the year approaches, many companies take this time to conduct annual performance reviews with their employees. For those who work in performance management, this is an important step ...
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How To Make The Most From A Performance Review

How To Make The Most From A Performance Review | Performance Management | Scoop.it
All too often Performance Reviews are experienced as an unavoidable and rather meaningless exercise. The manager is unskilled at speaking the truth, whether praise or criticism.
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It’s Time to Bury Forced Ranking — Once and For All

It’s Time to Bury Forced Ranking — Once and For All | Performance Management | Scoop.it
The heated debate over how to assess employee performance was highlighted recently by two back to back articles on BusinessWeek.com.
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How to Design an Effective Performance Review | Industry Market Trends

How to Design an Effective Performance Review | Industry Market Trends | Performance Management | Scoop.it
While there are many ways to keep staff engaged and happy, one often-neglected method is the performance review process. These tips can help employers better optimize their approach to conducting performance evaluations.
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Rock your next performance review

Rock your next performance review | Performance Management | Scoop.it
Career success gurus Susan Davis-Ali and Patrick O'Brien serve up suggestions to reduce your anxiety and to get you well prepared for your upcoming performance review.
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Risk Taking, Failure, and Performance Management – Shortcomings of the Nine Box Tool - Business 2 Community

Risk Taking, Failure, and Performance Management – Shortcomings of the Nine Box Tool - Business 2 Community | Performance Management | Scoop.it
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What To Write In A Performance Review To Get A Great Result

What To Write In A Performance Review To Get A Great Result | Performance Management | Scoop.it
Performance reviews – some of us like doing them, some of us don’t. It’s a part of our working lives. Usually every year, our company needs us to wri
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Under the Microscope: Assessments Get Real - Talent Management magazine

Under the Microscope: Assessments Get Real - Talent Management magazine | Performance Management | Scoop.it
Talent Management magazine, The Business of Talent Management
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21st Century Performance Reviews | Team Development

21st Century Performance Reviews | Team Development | Performance Management | Scoop.it
You know you hate them and so don’t your employees! Yet instead of figuring out what can be done to make performance reviews a positive experience for both
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How Revamping Your Performance Management Leads to Higher ...

How Revamping Your Performance Management Leads to Higher ... | Performance Management | Scoop.it
One solution that companies are looking into to address these issues is to revamp their performance management system. Long gone are the traditional annual performance appraisals. Companies are looking for social, agile, ...
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