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Performance Reviews Should Be About Collaboration (Tips Included)

“One in four employees dreads their performance reviews more than anything in their entire working lives,” says Douglas Stone and Sheila Heen, ...
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The Idiosyncratic Rater Effect Is Ruining Your Performance Reviews

This article was originally published on December 30, 2019. It has been updated as of September 15, 2020. You’ve been a manager for some time, and you have a pretty good read on most people. Or, at least, you’d like to think you do. You strive to rate employees in the most objective way possible, but if you’re doing it based only from your own perspective, reviews are not as effective as they could be. If anything, they are really more of a reflection on yourself, not your employees or colleagues.
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What Effective Performance Management Truly Looks Like in 2020

54% of employees said that performance management has not had a positive effect on employee performance.
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4 Best Practices for Your Performance Management Process

Employee performance management is a critical aspect of company performance. Especially during a times of economic uncertainty, communicating closely with your employees is priority to weathering the storm. Right now, many companies are administering mid-year reviews. The last few months have been a unique challenge, and performance reviews may pose a challenge as well since none of us have ever experienced pivoting talent expectations at the outbreak of a global pandemic. But the benefit of a good performance management process, is that it amenable to changing needs.
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