viaPeople Insight - Performance Management & Succession Planning Blog http://web.viapeople.com/viapeople-blog Read viaPeople's Insight Blog talking about performance management and succession planning. en-us Tue, 01 Oct 2019 15:21:24 GMT 2019-10-01T15:21:24Z en-us 6 Ways to Overcome Resistance to 360 Degree Feedback http://web.viapeople.com/viapeople-blog/bid/103396/6-ways-to-overcome-resistance-to-360-degree-feedback <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/bid/103396/6-ways-to-overcome-resistance-to-360-degree-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hs-fs/hub/91252/file-2047095344-jpg/images/istock_000049700860small-resized-600.jpg" alt="6 Ways to Overcome Resistance to 360 Degree Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <div class="hs-migrated-cms-post"> <p>Organizations seeking to implement a 360 feedback process still encounter resistance to the use of this powerful tool. Resistance can come from a variety of sources and is often associated with myths and half-truths. As I wrote in the article, <strong><a href="http://offers.viapeople.com/exposing-truth-about-360-feedback" title="Exposing the Truth About 360 Degree Feedback">Exposing the Truth About 360 Degree Feedback</a></strong>, poor implementation of <strong>360 feedback</strong> can cause misinformation and distrust in the 360 feedback process.</p> </div> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/bid/103396/6-ways-to-overcome-resistance-to-360-degree-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hs-fs/hub/91252/file-2047095344-jpg/images/istock_000049700860small-resized-600.jpg" alt="6 Ways to Overcome Resistance to 360 Degree Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <div class="hs-migrated-cms-post"> <p>Organizations seeking to implement a 360 feedback process still encounter resistance to the use of this powerful tool. Resistance can come from a variety of sources and is often associated with myths and half-truths. As I wrote in the article, <strong><a href="http://offers.viapeople.com/exposing-truth-about-360-feedback" title="Exposing the Truth About 360 Degree Feedback">Exposing the Truth About 360 Degree Feedback</a></strong>, poor implementation of <strong>360 feedback</strong> can cause misinformation and distrust in the 360 feedback process.</p> </div> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fbid%2F103396%2F6-ways-to-overcome-resistance-to-360-degree-feedback&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> 360 Degree Feedback Mon, 08 Oct 2018 22:11:00 GMT http://web.viapeople.com/viapeople-blog/bid/103396/6-ways-to-overcome-resistance-to-360-degree-feedback 2018-10-08T22:11:00Z Karen Caruso, Ph.D. Using Norms/Comparison Groups in 360 Degree Feedback http://web.viapeople.com/viapeople-blog/using-norms/comparison-groups-in-360-degree-feedback <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/using-norms/comparison-groups-in-360-degree-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock_000027862116_Small.jpg" alt="Using Norms/Comparison Groups in 360 Degree Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h2>360 Feedback Norms - Distraction or Helpful Context?</h2> <p>It is natural to want to know how you compare with others, especially when receiving feedback on your leadership skills.&nbsp;<a href="http://www.viapeople.com/360-degree-performance-appraisal/">360 degree feedback</a> 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 <strong>versus</strong> 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?</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/using-norms/comparison-groups-in-360-degree-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock_000027862116_Small.jpg" alt="Using Norms/Comparison Groups in 360 Degree Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h2>360 Feedback Norms - Distraction or Helpful Context?</h2> <p>It is natural to want to know how you compare with others, especially when receiving feedback on your leadership skills.&nbsp;<a href="http://www.viapeople.com/360-degree-performance-appraisal/">360 degree feedback</a> 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 <strong>versus</strong> 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?</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fusing-norms%2Fcomparison-groups-in-360-degree-feedback&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> 360 Degree Feedback Sun, 11 Feb 2018 15:30:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/using-norms/comparison-groups-in-360-degree-feedback 2018-02-11T15:30:00Z Interpreting Reviewer Group Differences in 360 Feedback http://web.viapeople.com/viapeople-blog/viapeople-blog/bid/101082/interpreting-reviewer-group-differences-in-360-feedback <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/viapeople-blog/bid/101082/interpreting-reviewer-group-differences-in-360-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hs-fs/hub/91252/file-704442978-jpg/images/istock_000024217873small-resized-600.jpg" alt="Interpreting Reviewer Group Differences in 360 Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <div class="hs-migrated-cms-post"> <p>The individual feedback report you just received from your <strong>360 feedback</strong> process is a healthy dose of leadership advice awaiting action. As I wrote in my previous article, <em><a href="http://web.viapeople.com/viaPeople-blog/bid/99728/7-Tips-for-Getting-the-Most-Out-of-Your-360-Degree-Feedback-Process" title="7 Tips for Getting the Most out of Your 360 Degree Feedback Process">7 Tips for Getting the Most out of Your 360 Degree Feedback Process</a></em>, the results that you achieve are directly related to the actions you take in response to your feedback. Be aware - digging into such a treasure trove of data can sometimes result in a bit of anxiety– particularly when the feedback is at odds or large discrepancies exist amongst different reviewer groups.&nbsp; <strong>360 feedback</strong> has been designed to provide a complete picture of performance, multiple perspectives are sought during the <a href="http://www.viapeople.com/360-degree-performance-appraisal/" title="360 feedback"><strong>360 feedback</strong></a> process. With so many varying opinions, you are likely to receive some inconsistent feedback. So, how do you pull all of this divergent feedback together into something useful?</p> </div> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/viapeople-blog/bid/101082/interpreting-reviewer-group-differences-in-360-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hs-fs/hub/91252/file-704442978-jpg/images/istock_000024217873small-resized-600.jpg" alt="Interpreting Reviewer Group Differences in 360 Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <div class="hs-migrated-cms-post"> <p>The individual feedback report you just received from your <strong>360 feedback</strong> process is a healthy dose of leadership advice awaiting action. As I wrote in my previous article, <em><a href="http://web.viapeople.com/viaPeople-blog/bid/99728/7-Tips-for-Getting-the-Most-Out-of-Your-360-Degree-Feedback-Process" title="7 Tips for Getting the Most out of Your 360 Degree Feedback Process">7 Tips for Getting the Most out of Your 360 Degree Feedback Process</a></em>, the results that you achieve are directly related to the actions you take in response to your feedback. Be aware - digging into such a treasure trove of data can sometimes result in a bit of anxiety– particularly when the feedback is at odds or large discrepancies exist amongst different reviewer groups.&nbsp; <strong>360 feedback</strong> has been designed to provide a complete picture of performance, multiple perspectives are sought during the <a href="http://www.viapeople.com/360-degree-performance-appraisal/" title="360 feedback"><strong>360 feedback</strong></a> process. With so many varying opinions, you are likely to receive some inconsistent feedback. So, how do you pull all of this divergent feedback together into something useful?</p> </div> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fviapeople-blog%2Fbid%2F101082%2Finterpreting-reviewer-group-differences-in-360-feedback&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> 360 Degree Feedback Upward Feedback Peer Appraisal Wed, 10 Jan 2018 23:15:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/viapeople-blog/bid/101082/interpreting-reviewer-group-differences-in-360-feedback 2018-01-10T23:15:00Z The HR Software Dilemma: Best–of-Breed vs. Integrated Talent Management http://web.viapeople.com/viapeople-blog/the-hr-software-dilemma-best-of-breed-vs.-integrated-talent-management <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/the-hr-software-dilemma-best-of-breed-vs.-integrated-talent-management" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-607301436.jpg" alt="iStock-607301436.jpg" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/the-hr-software-dilemma-best-of-breed-vs.-integrated-talent-management" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-607301436.jpg" alt="iStock-607301436.jpg" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fthe-hr-software-dilemma-best-of-breed-vs.-integrated-talent-management&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> HR Software Tue, 05 Dec 2017 15:15:00 GMT http://web.viapeople.com/viapeople-blog/the-hr-software-dilemma-best-of-breed-vs.-integrated-talent-management 2017-12-05T15:15:00Z Leah Groehler 8 Benefits of Real-Time Feedback http://web.viapeople.com/viapeople-blog/8-benefits-of-real-time-feedback <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/8-benefits-of-real-time-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/realtimefeedback.jpg" alt="8 Benefits of Real-Time Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today.</p> <p>Implementing Real-Time Feedback as part of the performance management process will:</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/8-benefits-of-real-time-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/realtimefeedback.jpg" alt="8 Benefits of Real-Time Feedback" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today.</p> <p>Implementing Real-Time Feedback as part of the performance management process will:</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2F8-benefits-of-real-time-feedback&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Performance Management Tue, 10 Oct 2017 13:55:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/8-benefits-of-real-time-feedback 2017-10-10T13:55:00Z 3 Tips for Implementing Crowd-Sourced Feedback in Performance Review http://web.viapeople.com/viapeople-blog/implementing-crowd-sourced-feedback <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/implementing-crowd-sourced-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-164465916.jpg" alt="3 Tips for Implementing Crowd-Sourced Feedback in Performance Review" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h1>What is Crowd-Sourced Feedback?</h1> <p><strong></strong></p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/implementing-crowd-sourced-feedback" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-164465916.jpg" alt="3 Tips for Implementing Crowd-Sourced Feedback in Performance Review" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h1>What is Crowd-Sourced Feedback?</h1> <p><strong></strong></p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fimplementing-crowd-sourced-feedback&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> 360 Degree Feedback Performance Evaluation Upward Feedback Peer Appraisal Wed, 15 Feb 2017 14:12:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/implementing-crowd-sourced-feedback 2017-02-15T14:12:00Z Driving Forces Behind the Performance Management Revolution http://web.viapeople.com/viapeople-blog/driving-forces-behind-the-performance-management-revolution <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/driving-forces-behind-the-performance-management-revolution" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-635479114.jpg" alt="iStock-635479114.jpg" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h3><span style="color: #3366ff;">Performance Management is Changing!</span></h3> <p>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...</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/driving-forces-behind-the-performance-management-revolution" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-635479114.jpg" alt="iStock-635479114.jpg" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h3><span style="color: #3366ff;">Performance Management is Changing!</span></h3> <p>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...</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Fdriving-forces-behind-the-performance-management-revolution&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Performance Management Tue, 07 Feb 2017 14:11:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/driving-forces-behind-the-performance-management-revolution 2017-02-07T14:11:00Z Industrial Organizational Psychologists make a Big Bet on Performance Management http://web.viapeople.com/viapeople-blog/industrial-organizational-psychologists-make-a-big-bet-on-performance-management <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/industrial-organizational-psychologists-make-a-big-bet-on-performance-management" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-543178956.jpg" alt="Industrial Organizational Psychologists make a Big Bet on Performance Management" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>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.</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/industrial-organizational-psychologists-make-a-big-bet-on-performance-management" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/iStock-543178956.jpg" alt="Industrial Organizational Psychologists make a Big Bet on Performance Management" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>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.</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2Findustrial-organizational-psychologists-make-a-big-bet-on-performance-management&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Performance Management Tue, 31 Jan 2017 14:09:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/industrial-organizational-psychologists-make-a-big-bet-on-performance-management 2017-01-31T14:09:00Z 1:1 Performance Check-In Meetings Drive Employee Performance http://web.viapeople.com/viapeople-blog/11-performance-check-in-meetings-drive-employee-performance <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/11-performance-check-in-meetings-drive-employee-performance" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/Slide1-2.jpg" alt="1:1 Performance Check-In Meetings Drive Employee Performance" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>Google’s famous <a href="https://rework.withgoogle.com/guides/managers-coach-managers-to-coach/steps/hold-effective-1-1-meetings/">Project Oxygen</a> study identified that the most important thing that managers can do to be successful is to coach.&nbsp; 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.&nbsp;</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/11-performance-check-in-meetings-drive-employee-performance" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/Slide1-2.jpg" alt="1:1 Performance Check-In Meetings Drive Employee Performance" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>Google’s famous <a href="https://rework.withgoogle.com/guides/managers-coach-managers-to-coach/steps/hold-effective-1-1-meetings/">Project Oxygen</a> study identified that the most important thing that managers can do to be successful is to coach.&nbsp; 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.&nbsp;</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2F11-performance-check-in-meetings-drive-employee-performance&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Performance Management Tue, 27 Sep 2016 13:30:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/11-performance-check-in-meetings-drive-employee-performance 2016-09-27T13:30:00Z 7 Manager Tips for Mastering the 1:1 Performance Check-In http://web.viapeople.com/viapeople-blog/7-manager-tips-for-mastering-performance-check-ins <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/7-manager-tips-for-mastering-performance-check-ins" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/Performance_Check-Ins.jpg" alt="7 Manager Tips for Mastering the 1:1 Performance Check-In" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>&nbsp;</p> <div class="hs-featured-image-wrapper"> <a href="http://web.viapeople.com/viapeople-blog/7-manager-tips-for-mastering-performance-check-ins" title="" class="hs-featured-image-link"> <img src="https://web.viapeople.com/hubfs/Performance_Check-Ins.jpg" alt="7 Manager Tips for Mastering the 1:1 Performance Check-In" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>&nbsp;</p> <img src="https://track.hubspot.com/__ptq.gif?a=91252&amp;k=14&amp;r=http%3A%2F%2Fweb.viapeople.com%2Fviapeople-blog%2F7-manager-tips-for-mastering-performance-check-ins&amp;bu=http%253A%252F%252Fweb.viapeople.com%252Fviapeople-blog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Performance Management performance feedback Thu, 15 Sep 2016 13:30:00 GMT kcaruso@viapeople.com (Karen N. Caruso, Ph.D.) http://web.viapeople.com/viapeople-blog/7-manager-tips-for-mastering-performance-check-ins 2016-09-15T13:30:00Z