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PERFORMANCE MANAGEMENT

1:1 Performance Check-In Meetings Drive Employee Performance

On September 27, 2016 | By Karen N. Caruso, Ph.D.
Google’s famous Project Oxygen study identified that the most important thing that managers can do to be successful is to coach. 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.
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PERFORMANCE MANAGEMENT

7 Manager Tips for Mastering the 1:1 Performance Check-In

On September 15, 2016 | By Karen N. Caruso, Ph.D.
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PERFORMANCE MANAGEMENT

Three Reasons Why Managers Avoid Performance Reviews

On August 18, 2015 | By Karen N. Caruso, Ph.D.
We all know that formal performance review discussions between managers and employees are just one component of an effective performance management process. The performance review discussion can be a powerful tool in building the employee-manager relationship when it is part of a continuous performance management strategy.
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PERFORMANCE EVALUATION

Top 10 Missteps Managers Make in Performance Review Meetings

On January 21, 2015 | By Amanda Seidler
Yes, we are in the heart of performance review time. Let’s take this time to remind ourselves and the managers within our company of these 10 common performance review pitfalls.
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360 DEGREE FEEDBACK

Building a Culture of Feedback Requires Performance Feedback Skills

On November 20, 2014 | By Amanda Seidler
Continuous, Open Performance Feedback is Becoming the Norm Gone are the days of the top-down, annual performance review. Organizations continue to open the performance feedback and evaluation process to invite participation from employees at all levels in the organization. This is now becoming the new normal and it offers a variety of benefits to employees and leaders. At the same time, it makes skills in providing helpful performance feedback a requirement for the entire talent pool…not just managers. Without these skills, the quality of the feedback will be limited and employees won’t get the feedback they need to develop and enhance their performance.
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PERFORMANCE MANAGEMENT

You Rock! - 5 Ways to Transform Positive Performance Feedback

On July 11, 2014 | By Karen Caruso, Ph.D.
The topic of delivering performance feedback typically focuses on how to provide constructive or critical feedback aimed at improving performance. I have written several articles aimed at offering sound practices for improving employee performance using effective performance feedback and realize that I have not appropriately addressed the importance of positive feedback. I believe that both constructive and positive feedback are critically important for high performance but for different reasons.
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PERFORMANCE MANAGEMENT

Shining the Light on Bad Bosses

On June 26, 2014 | By Karen Caruso, Ph.D.
Bad Bosses Hide in Dark Corners Why do bad bosses seem to go undetected or acknowledged by everyone except those who work for them? These menacing managers seem to hide in dark corners. It is extremely frustrating for anyone who is suffering under a bad manager that this person's poor performance or bad behavior is overlooked and tolerated by the organization. In my experience in working with senior leaders, these four reasons seem to top the list:
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PERFORMANCE MANAGEMENT

Competency Model of a Bad Boss

On June 23, 2014 | By Karen Caruso, Ph.D.
The next time you have a moment to spare and have grown tired of reading online news and checking social media, do a search on "characteristics of a bad boss". The lists, articles, stories and images that will surface will likely make you laugh. There is no shortage of examples of what it's like to work for a bad manager. One of my favorite lists of characteristics was published on Forbes.com - 31 Telltale Signs You Are A Horrible Boss. Great list - but my guess is that if you are a horrible boss you will not likely see these telltale signs in yourself.
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PERFORMANCE MANAGEMENT

Feedback Now: We All Love Continuous Performance Feedback

On June 12, 2014 | By Amanda Seidler
Feedback Now: Because we all <3 spreading feedback What do you get when you cross the anonymity of 360 Feedback with the social media savvy set?
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360 DEGREE FEEDBACK

Product Feature Spotlight - 360 Feedback Focus Areas

On June 9, 2014 | By Karen Caruso, Ph.D.
viaPeople's 360 Degree Feedback Solution Makes It Easy to Identify Strengths and Development Needs One of the benefits of the 360 degree feedback process, whether used to support development or as a part of the formal performance evaluation, is the opportunity for individuals to gain new insight into their key strengths and opportunities for improvement.
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