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PERFORMANCE EVALUATION

The Clock is Ticking...5 Ways to Get Performance Reviews Done on Time

Employee performance reviews are one component of the employee performance management process but they are an important part. Completing performance review and holding meaningful performance review discussions gets a lot of attention during certain times of year from managers who need to complete them and HR leaders who need to ensure they get done.
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PERFORMANCE MANAGEMENT

Don't Blame Performance Reviews, Blame Poor Leadership

Once again, performance reviews are getting a bad rap. Several colleagues shared this recent article, The end of 'valued performers' at Motorola, in Crain’s Chicago Business announcing the ‘new’ way that Motorola Solutions is implementing performance management. The first sentence of the article really caught my attention and I felt compelled to share my thoughts.
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PERFORMANCE MANAGEMENT

7 Steps to Writing a Winning Self-Appraisal

If completing a self-appraisal as part of the performance evaluation process ‘scares’ you, now is the time to get over your fear!  Organizations do not ask you to complete a self-appraisal just to make you feel involved in the performance review process. The self-appraisal process:
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PERFORMANCE MANAGEMENT

Awesome Performance Feedback in Employee Performance Management [INFOGRAPHIC]

Accurately delivering and documenting performance feedback is a critical element in employee performance management. Using talent and performance management software makes the process of documenting observations, results, and the outcomes of performance feedback and coaching discussions much easier. Nonetheless, leaders at all levels find documenting performance feedback to be a challenge.
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PERFORMANCE MANAGEMENT

10 Easy Ways to Improve the Mid-Year Performance Review

The mid-year performance review is an important part of the overall employee performance management process.  Conducting helpful and productive mid-year review discussions is a fundamental way in which managers can support a culture of ongoing feedback and recognition, not to mention achieve better business results.
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360 DEGREE FEEDBACK

Case Study: Starwood Hotels Uses Predictive Workforce Analytics to Link Leadership Behavior with Business Drivers

Starwood Hotels & Resorts Worldwide, Inc. owns, manages and franchises some of the most well-known brands in the hotel industry. With over 1,000 properties and approximately 145,000 associates, Starwood is one of the world's largest hotel companies and one of the most respected in the industry.
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360 DEGREE FEEDBACK

Mid-Year Reviews – the New Annual Performance Appraisal?

#MidYearReview Don’t be surprised if you see the #MidYearReview hashtag trending on your Twitter screen. Mid-year performance reviews - traditionally overshadowed by their Year-End counterpart - are having their moment! (image courtesy of Twitter)
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HR SOFTWARE

Are You A HR Software Virgin?

Small businesses have the same people and talent challenges that big companies do and can reap the same benefits from HR technology. The HR software available to HR leaders today makes managing people and performance easier and more effective. The bottom line is that HR software:
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PERFORMANCE EVALUATION

3 Ways Self Appraisal Makes Life Easier for Managers

The self appraisal process provides unique benefits and serves some specific purposes in the employee performance management process. Including self appraisal in the performance appraisal process can help managers make more accurate performance ratings and conduct productive performance review discussions with employees, if used properly. 1. Self Appraisal Provides Managers with Vital Information for Decision Making The employee performance management process requires managers to review and integrate performance data for a given period of time, analyze the data, and ultimately make decisions regarding ratings. Employee self appraisal is an important source of information on behavior and outcomes that may be missed over the course of the performance period. Performance feedback from peers or direct reports provides unique and specific insight on performance and the same holds true for self evaluation. Self appraisal, coupled with multi-rater feedback, provides a complete picture of performance so that managers can draw accurate conclusions regarding performance ratings.
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PERFORMANCE EVALUATION

3 Expert Tricks to Identify Poor Performance Calibration

Performance ratings provided by managers on goals and competencies are important data points in HR and leadership decision making. Performance ratings have consequences. These data points not only have an impact on compensation but are considered in promotion decisions, succession planning and the allocation of developmental resources. Inaccuracy and inconsistency can lead to legal actions and can have a significant negative impact on employee engagement, retention and overall performance. As a result, making sure performance ratings are fair and accurate is critically important.
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