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360 DEGREE FEEDBACK

360 Degree Feedback Still Shines Bright - If You Do It Right

  Don't let the lights go out on your 360 degree feedback process!
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PERFORMANCE MANAGEMENT

Executing Performance Goals - The Beginning of the End

The clock is ticking and as of now we’re keeping score. Yes, it’s September – the beginning of the end - your last shot at ensuring your team knocks out that bevy of performance goals before your manager and the entire senior leadership team weighs in on your departments’ 2012 performance.  
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360 DEGREE FEEDBACK

360 Feedback - No Sweat....Even in this Heat!

The anticipation of 360 degree feedback can be pretty intense. If you’re like most of us, once you receive access to your feedback report you pour over every little detail. All of the strengths highlighted are of course nice to see, however despite the glowing feedback in some areas your eye still catches on the lowest ratings and you dwell on the sometimes achingly detailed written accounts of your shortcomings and development needs. It is human nature.
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PERFORMANCE MANAGEMENT

5 Tips for Meaningful Mid-Year Performance Reviews

Welcome summer – the season of Mid-Year Performance Reviews! While companies do not always require a formal Mid-Year review process, many encourage some kind of performance check-in and/or discussion between employees and managers. Mid-Year Performance Evaluations are an identification of accomplishments and performance gaps for the first half of the year, and goal setting/planning for the remainder of the year.
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PERFORMANCE MANAGEMENT

Managing the Performance Goals Datastream: A Test Drive of viaPeople’s Reporting Dashboard

We have known for quite awhile that aligning goals at every organizational level facilitates strategic execution. Employees 'Like' knowing that our day-to-day activities drive the overarching plan and love catching a glimpse of the key priorities at the top. Using performance goal management tools to capture goals data across the company has been increasing over the past few years.  Linking these tools to performance appraisal has heightened the importance of the goal management process and increased participation by employees at all levels. 
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HR SOFTWARE

Succession Planning in the Mad Men Cloud

The 1960's called; they want their Succession Planning binder back. When you think of bringing together all of the succession planning data collected on talent review forms does it make you want to fall from a building on Madison Avenue like Don Draper? Surely, Don would have looked quite favorably on a talent management system that gave him solid ground to promote Pete to Partner, and that would provide an eager Peggy with a specific career road map. Unfortunately, the vintage talent development process mostly consisted of discussions over cigarettes and martinis at the Old Boys' Club. If succession data even existed in hard copy, it certainly was not made readily accessible to leadership in the rigorous, networked, and easily digestible format it is today.
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HR SOFTWARE

Clouding Talent Assessment in the Succession Planning Process

Ban the Binder Series Part 2: Clouding the Talent Assessment in Succession Planning The moment you ditch the binder, you begin helping your organization to realize all of the potential and benefits of a well-built succession planning process. From cultivating talent through mentor driven development programs, to challenging high-potentials with stretch assignments so that they may assume more risk and reap more rewards, to securing resources to build new training models that maximize leadership growth – the perks of a well-planned succession planning process will make you wonder why it has (quite literally) been shelved for so long.
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DEVELOPMENT PLANNING

Talent Management Strategies to Combat the Global Talent Crisis

Goals for 2012 are set and everyone is moving forward in the same direction (*fingers crossed*). So, let us now shift our focus to the development planning aspects of 
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