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VIAPEOPLE INSIGHT

Happy Holidays from viaPeople, Inc.

Wishing you a wonderful holiday season!
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SUCCESSION PLANNING

Where to Draw the Line: Determining Who to Include in Your Succession Planning Process

For our clients who are ready to embark on a succession planning process, we are often asked to provide a recommendation on who they should include in the initial talent assessment phase. One can understand the dilemma as often clients are most concerned with finding successors for the CEO and his/her executive team. Given this objective, should you assess the executive team? The team and 1 level below them? Two levels below?
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SUCCESSION PLANNING

Succession Planning: Living the 9 Box Dream

Our goals are ambitious. We envision choosing the salmon but substitute the steak; we aim for the bubble bath but settle for the shower; we even think someday we might make it to Inbox = 0.  The truth is, everyday just doesn’t look the way it does in our dreams. That’s not to say we never meet our goals. On the contrary, our objectives are quite often met when we have a realistic target in mind and a specific path for achievement.
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SUCCESSION PLANNING

Identifying Critical Positions in the Succession Planning Process

Prioritizing our efforts helps us to make decisions and allocate resources in all that we do.  Identifying critical positions or prioritizing is an important part of the succession planning process. It allows organizations to target talent investments to ensure leadership continuity and mitigate risk from leadership attrition. Prioritizing becomes even more important during times of economic turbulence and uncertainty. Determining which positions are the most critical as part of succession planning can be challenging.  We won’t find a “standard list” of positions on the internet. Every organization must identify these vital roles in the context of many factors, including market conditions and organizational strategy.  For example, companies who require technical innovation to execute their strategy might determine that specific engineering roles are critical while other companies would identify specific marketing roles at most critical.
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PERFORMANCE MANAGEMENT

How to Conquer Zombies and Execute on SMART Performance Goals

Wallpaper Sizes: 1024x768 1280x1024 1280x800 1600x1200 1920x1200 2560x1600 11286x8464 (printable) Feel like you are surrounded by zombies?
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PERFORMANCE MANAGEMENT

Scarier than Ghosts and Goblins: The Dark Truth about Performance Appraisal

Business these days is set to drive, forward, full-speed ahead. However, this is only one reason why Human Resources has such a difficult time getting managers to focus on the Year End Performance Appraisal Process every Fall season. While everyone understands the importance of reviewing performance at year-end, it seems so difficult to make time for this with our constant forward-focused vision and “stay ahead of what’s around the bend” attitude.
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360 DEGREE FEEDBACK

3 Pitfalls to Avoid in Performance Appraisal ...or on America's Got Talent

Evaluating performance is one of the most important aspects of employee performance management. In order to develop employees and keep them engaged, employees must receive performance feedback that is not only an accurate assessment of their actual performance, but also identifies both their strengths and development areas. Unfortunately, managers do not seem to have as much fun evaluating performance as Sharon Osbourne or Piers Morgan do on America's Got Talent.  Often times, managers are overwhelmed by the performance appraisal process and struggle to spend enough time on the actual appraisal of performance.
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PERFORMANCE MANAGEMENT

7 Steps to Becoming a Performance Appraisal Process Rock Star!

The performance appraisal meeting is, by far, the most dreaded part of the performance appraisal process. In order to handle the performance appraisal like a rock star, you must be doing the right things year round.  The foundation for an effective performance appraisal meeting is built one stone at a time, throughout the course of the performance period.  During performance planning, individual performance goals and measures are agreed upon.  This process creates a mutually acceptable yardstick for evaluating performance effectiveness.  Through the monitoring of performance and periodic performance update sessions, the employee acquires a clear understanding of interim performance.  Thus, the path has been paved for reduced subjectivity and stress in the performance appraisal meeting. 
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