Browse by topic
Subscribe to our news

PERFORMANCE MANAGEMENT

5 Ways to Take the 'Creep' Out of Employee Performance Ratings

One of the countless complaints about performance reviews is that performance ratings are inaccurate. Whether an organization is using a traditional 5 point rating scale to evaluate performance criteria or a non-numeric determination of overall performance, the general trend is for the distribution of ratings to be positively skewed versus represent a normal bell curve.
Read More

SUCCESSION PLANNING

Replacement Planning or Succession Planning? The Perfect Combination

Succession planning and replacement planning are both strategies that are incredibly important to the lifeline of any organization. However, these two processes are often confused, even by senior organizational leaders. Despite the focus that boards and C-level leaders have placed on organizational talent strategy, I often encounter organizations that still equate succession planning with creating a list of replacements. I refer to this approach as the "names in boxes" method of succession planning. What distinguishes the two is basically the difference between executing short-term and long-term strategies. Do organizations need to employ one or the other, or are both strategies necessary to be successful? I would argue that the two talent strategies must work together.
Read More

PERFORMANCE MANAGEMENT

Don't Forget the People in Employee Performance Management

Employee performance management systems have received a great deal of attention in the business media over the past few weeks, as news that Microsoft, Motorola and Yahoo have made changes to their systems. The amount of commentary about these changes has been quite astonishing. Everyone seems to have an opinion about the best way to implement performance management. In fact, I chimed in myself in a recent editorial post, Don't Blame Performance Reviews, Blame Poor Leadership.
Read More

PERFORMANCE EVALUATION

Performance Reviews for High Performers – 5 Tips for Managers

Time to Step Up Your Leadership Game Managers sometimes assume that top performers do not need as much feedback, coaching and attention as average performers. We find that managers are often on autopilot in how they manage their best performers and then are shocked to find out that their most valuable talent was dissatisfied when they leave. Performance management is even more critical for high performers because they typically contribute more than their peers, and are looking for recognition of their significant contributions and feedback on how they can advance their careers.
Read More

PERFORMANCE MANAGEMENT

Be Thankful for Employee Performance Reviews

Although all of the performance review naysayers might have you believe that the general populace despises the practice of assessing performance, my team and I are on the front line of working with people everyday who beg to differ. It is always my pleasure to speak with employees and managers after they have received performance feedback – some of it glowing, much of it developmental and growth-oriented. During performance review and regular coaching discussions, managers consider the performance feedback from various sources and perspectives and wield it into a tool, a plan really, for moving forward. More often than not these conversations become an intensely introspective exercise that provides the spark for change. Engaging in such breakthrough dialogue is only made possible by the managers and other feedback providers who sacrificed a bit of time from their lengthy to-do list to gift this individual with direct and honest feedback on their performance. In my experience, it is something that most people take seriously, and in fact are extremely grateful to have received.
Read More

PERFORMANCE EVALUATION

The Clock is Ticking...5 Ways to Get Performance Reviews Done on Time

Employee performance reviews are one component of the employee performance management process but they are an important part. Completing performance review and holding meaningful performance review discussions gets a lot of attention during certain times of year from managers who need to complete them and HR leaders who need to ensure they get done.
Read More

PERFORMANCE MANAGEMENT

Don't Blame Performance Reviews, Blame Poor Leadership

Once again, performance reviews are getting a bad rap. Several colleagues shared this recent article, The end of 'valued performers' at Motorola, in Crain’s Chicago Business announcing the ‘new’ way that Motorola Solutions is implementing performance management. The first sentence of the article really caught my attention and I felt compelled to share my thoughts.
Read More

PERFORMANCE MANAGEMENT

7 Steps to Writing a Winning Self-Appraisal

If completing a self-appraisal as part of the performance evaluation process ‘scares’ you, now is the time to get over your fear!  Organizations do not ask you to complete a self-appraisal just to make you feel involved in the performance review process. The self-appraisal process:
Read More

PERFORMANCE MANAGEMENT

Awesome Performance Feedback in Employee Performance Management [INFOGRAPHIC]

Accurately delivering and documenting performance feedback is a critical element in employee performance management. Using talent and performance management software makes the process of documenting observations, results, and the outcomes of performance feedback and coaching discussions much easier. Nonetheless, leaders at all levels find documenting performance feedback to be a challenge.
Read More

PERFORMANCE MANAGEMENT

10 Easy Ways to Improve the Mid-Year Performance Review

The mid-year performance review is an important part of the overall employee performance management process.  Conducting helpful and productive mid-year review discussions is a fundamental way in which managers can support a culture of ongoing feedback and recognition, not to mention achieve better business results.
Read More