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PERFORMANCE CALIBRATION

6 Steps for Conducting Performance Calibration Meetings

A hardworking employee in one department receives a dismal performance review from a manager with unrealistically high standards, while a struggling employee in another department gets a glowing review from an overly optimistic supervisor. How can you avoid this scenario? 
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360 DEGREE FEEDBACK

How to Analyze 360 Feedback Results and Interpret Reviewer Group Differences

360-degree feedback provides a unique opportunity to evaluate how various individuals rate an employee’s performance. It empowers employees to identify strengths and areas for improvement; serves as a catalyst for change; and helps with team-building, career development, and nurturing leaders.
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360 DEGREE FEEDBACK

Using Norms/Comparison Groups in 360 Degree Feedback

360 Feedback Norms - Distraction or Helpful Context? It is natural to want to know how you compare with others, especially when receiving feedback on your leadership skills. 360 degree feedback is about individual self-awareness, change and development. As such, one could argue that when an individual is provided with comparison information it provides an opportunity to focus on how they compare to others versus their own strengths and opportunities for improvement. Consider a leader who receives feedback that puts them “above average” relative to those in their comparison group. Their relative ranking as compared to others may cause them to be less motivated to continuously improve their skills as they do not see a need for change. So, should we avoid the use of normative information in 360 degree feedback?
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PERFORMANCE MANAGEMENT

8 Benefits of Real-Time Feedback

The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today. Implementing Real-Time Feedback as part of the performance management process will:
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360 DEGREE FEEDBACK

3 Tips for Implementing Crowd-Sourced Feedback in Performance Review

What is Crowd-Sourced Feedback? Crowd-sourced feedback is really the first performance management practice that has been driven by technology. This practice encourages feedback sharing across employees at all levels (i.e., upward, downward, peer-peer).
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PERFORMANCE MANAGEMENT

Driving Forces Behind the Performance Management Revolution

Performance Management is Evolving! Despite the efforts that have been made by talent management experts over the past several decades to design performance management processes that actually improve performance, performance management has come under heavy scrutiny over the past couple of years. It seems the list of complaints about performance management is endless...
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PERFORMANCE MANAGEMENT

Industrial Organizational Psychologists make a Big Bet on Performance Management

Industrial organizational psychologists are talent experts who study workplace issues of critical importance to business, including talent management, performance, coaching, assessment, selection, training, organizational development, and work–life balance. Each year the Society for Industrial Organizational Psychology surveys its membership to identify the 10 top workplace needs.
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PERFORMANCE MANAGEMENT

1:1 Performance Check-In Meetings Drive Employee Performance

Google’s famous Project Oxygen study identified that the most important thing that managers can do to be successful is to coach.  This includes asking questions versus providing answers, providing constructive feedback and holding regular 1:1 meetings. In fact, they found that higher scoring managers are more likely than lower-scoring managers to have frequent 1:1 meetings with their team members. 
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PERFORMANCE MANAGEMENT

Three Reasons Why Managers Avoid Performance Reviews

We all know that formal performance review discussions between managers and employees are just one component of an effective performance management process. The performance review discussion can be a powerful tool in building the employee-manager relationship when it is part of a continuous performance management strategy.
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