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Performance Review Questions to Ask Your Employees

 Managers don’t necessarily have a knack for management. In fact, a surprising amount of leaders in the workforce are placed in leadership positions ...
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Annual Performance Reviews Are On Their Way Out

You’ve probably already heard it, but there’s a growing list of companies that are ending their annual performance reviews and ranking systems and switching to a better process. About 10% of Fortune 500 companies have already made the change because they recognize that annual performance reviews are often inefficient and that managers and employees alike dread this time of year.
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Ignore these Performance Management Stats at Your Own Risk

Chances are you want to improve your talent management strategy. Some employees succeed with flying colors while others never quite get enough velocity for lift off and in between the rest of your duties, you need to make sure you’re communicating with them correctly. You probably have employees who meet their deadlines, give decent work and pretty much fly under the radar and these people also need development, coaching and recognition. Sound familiar? What’s a busy HR pro or manager to DO?
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Ditch Bias to Manage Talent Better!

Face it - there will always be that person in the office. The one you don’t get along with, despite however wonderful they are at their jobs. Your personalities clash in the worst possible ways and even though you’re a pretty fair person otherwise, you just can’t make yourself promote an employee you can’t stand. A skilled talent manager, however, doesn’t have these issues. You can remove bias to manage talent the best way possible - well you need to - because “I don’t like you” isn’t a good defense.
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How to Craft a Better Performance Appraisal

The performance appraisal isn't the most popular part of an employee’s job. Though companies around the world commit to them every year, 45% of employees think they are a complete waste of time.
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Performance Reviews Should Be About Collaboration

“One in four employees dreads their performance reviews more than anything in their entire working lives,” says Douglas Stone and Sheila Heen, authors of “Thanks for the Feedback.” Though tedious for both parties, performance reviews are beneficial for the employer and employee to discuss employee successes, areas of improvement and future goals to reach within the company.
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5 Traits That “Great Place to Work” Employers Have

Building and maintaining an effective employer brand requires striking a balance between what’s good for the organization and what’s good for the organization’s people. There is a sweet spot in there; it can be hard to find, but it’s there, I promise. Who would know better how to locate it than employer brand experts, Glassdoor? The good people at Glassdoor compiled a short list of the 5 traits their “Great Places to Work” winners all had in common. Let’s take a look at these traits, and discover how you can create a great place to work. People Matter They aren’t talking about employee appreciation; they get around to that later. They are talking about great people knowing and attracting other great people. So, you have to create a pool of quality talent, who are willing and excited to be your employer brand ambassadors. These are the workers who will help you attract more talent like themselves. In order to get your initial pool together you have to concentrate on talent quality, raising the hiring bar and establishing cultural fit with every hire. Now you’re ready to implement an amazing employee referral program… Referrals are the #1 source for new hire quality Referrals are the #1 fastest time to hire (29 days for referrals, 39 days for job boards, and 45 days for career sites) Referrals are #1 at 46% retention after one year (compared to 33% from career sites and 22% from job boards).  The fact is candidates will trust what employees are saying, making referrals, reviews and employee testimonials vital to your quality talent attraction initiatives.
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