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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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Scoop.it!
From
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How one company is rethinking peer feedback and the annual review, and trying to design a system to fuel improvement
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Here's how to get truly prepared for these important meetings, in mind and attitude. Remember the whole agenda is ultimately for the employee's benefit.
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IES employment research is published in reports, papers and articles: find it all here.
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Using “return on improved performance” curves in performance management can help you clearly understand and communicate where employees add the most value.
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Whether in business or sports, there is no doubt about the importance of results. When it comes to the question of how to accomplish them, our coaching needs to focus less on demanding and inspecting progress and more on strategies that bring about a commitment to explore our personal best.
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High-achieving men and women are described differently in performance reviews.
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There seems to be a myth operating within some communities of practice, which suggest that the results created by diversity initiatives defy measurement. It is often presented with a belief that creating a measurable diversity process that drives bus...
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Performance planning, coaching, and review are the foundation of any well-designed performance management system, but the results of a recent study suggest that leaders are falling short in meeting...
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The working environment for almost all large company employees has changed in the past five years, and required managers to behave differently. It's now more competitive, fast-changing, and complex than it ever has been. For HR functions to help the firm's employees succeed in this environment, they should help them become enterprise contributors.
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As meetings go, the annual performance review must be one of the most ineffectual and least popular. The satirical depiction of the performance review in the UK sitcom, The Office, illustrates this
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Deloitte has come up with them (and two only need a 'yes' or 'no' answer).
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A lot of companies preach today how their most important asset is their people. We are seeing this more and more as organizations realize that having happy, engaged employees creates …
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Blog articles and resources from the Performance Category in Workplace Tribes Human Resources Blog.
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I recently wrote an article explaining that performance management is difficult because it involves evaluating employees based on their relative contributions to the company while also …
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MindShare HR's insight:
Significant difference between outputs and outcomes in performance
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Performance reviews are a great way to give feedback to your boss, as well. Here are seven things you should say.
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The Rubik’s cube recently reached its 40th birthday. Much like the puzzle, whereby trying to create order on one side of the cube causes disorder on another, HR teams often find themselves facing four paradoxes at the heart of a firm's HR processes. Fixing these could give a timely boost to employee performance in the next 12 months.
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