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DEVELOPMENT PLANNING

5 Common Reasons for Performance Issues (Plus 3 Tips to Create an Effective Performance Improvement Plan!)

In a perfect world, all employees would be top performers every day, week, quarter, and year, but we know that’s not the reality. Addressing performance issues can be an uncomfortable and daunting task for many managers, but avoiding the issue only makes it worse.
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HR SOFTWARE

8 Steps to Improve Performance Management for Distributed Teams

Having a distributed team comes with some advantages, such as broader access to talent for your company and greater flexibility for team members, but it can also present some unique challenges. HR professionals are learning firsthand that performance management is one of these areas impacted by a distributed team model.
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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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PERFORMANCE MANAGEMENT

Reasons for Leadership Derailment and 3 Ways to Address It

Great leaders help to drive organizations forward and nurture growth, development, and innovation—but what happens when a leader derails? Leadership derailment can have a negative ripple effect within a company, so organizations should take steps to confront this issue.
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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

6 Ways to Overcome Resistance to 360 Degree Feedback

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, Exposing the Truth About 360 Degree Feedback, poor implementation of 360 feedback can cause misinformation and distrust in the 360 feedback process.
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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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