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360 DEGREE FEEDBACK

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

On February 5, 2013 | By Amanda Seidler
Don't let the lights go out on your 360 degree feedback process!
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PERFORMANCE EVALUATION

4 Ways to Increase the Timely Completion of Performance Reviews

On December 5, 2012 | By Amanda Seidler
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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 2

On November 14, 2012 | By Karen Caruso, Ph.D.
Part 2 - The Dark Side of 360 Read Exposing the Truth About 360 Degree Feedback - Part 1.
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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 1

On November 5, 2012 | By Karen Caruso, Ph.D.
Part 1: The Positivist View Sadly….after all of this time…360 Degree Feedback is still misunderstood.
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PERFORMANCE MANAGEMENT

Executing Performance Goals - The Beginning of the End

On September 14, 2012 | By Amanda Seidler
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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PERFORMANCE MANAGEMENT

Calibrate, Don't Force in Employee Performance Management

On August 20, 2012 | By Karen Caruso, Ph.D.
What is Performance Calibration? Performance Calibration is a process in which managers (typically within a department or function) come together to discuss the performance of employees and achieve agreement on performance appraisal ratings. The process ensures:
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360 DEGREE FEEDBACK

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

On August 14, 2012 | By Amanda Seidler
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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SUCCESSION PLANNING

Limited Potential Does Not Limit Options - Use the 9 Box to Develop Talent in Succession Planning

On July 24, 2012 | By Karen Caruso, Ph.D.
Use the 9 Box to Develop Talent in Succession Planning, Part 3: Development Actions for Those with Low Potential In the final installment of Use the 9 Box to Develop Talent I address the specific needs of individuals who demonstrate low potential.
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PERFORMANCE MANAGEMENT

5 Tips for Meaningful Mid-Year Performance Reviews

On June 5, 2012 | By Amanda Seidler
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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