Articles tagged 'Performance management'

Compensation, Talent Management

Stacked Ranking: A Pay For Performance Model You Need to Avoid

Performance Great Best

Ann Bares recently wrote a predictive article here on TLNT about the potential end of merit pay (How Will We Pay With Open Salaries and No Performance Reviews?).

In her post, Ann argues that because “open salaries” and “blowing up performance appraisals” are becoming more popular, merit pay cannot be long for the world. She ends by asking:

What will we do instead? Strictly market-based wages with “hot skill” premiums as appropriate? More emphasis on variable pay plans designed to reward specific, pre-determined individual or group metrics? Will recognition and non-cash rewards step into the void to provide the necessary differentiation for key talent?” Read more…

HR Technology

Tech Insights: A Performance App For Feedback on the Fly

HR Technology

We are all familiar with performance management software, but when I looked at a performance management app it surprised me in, well, a surprising number of ways.

The first surprise was simplicity. Unlike software with many functions, the app — called Katch — focuses on a single thing: better feedback.

I thought I’d need a demo, but realized a couple of screen shots were are all I needed to grasp the basics. Read more…

HR Management, Talent Management

Another Wake-Up Call For Why Performance Reviews Don’t Work


Here is an excellent wake-up call to anyone in HR:

As the investigation into the VA scandal deepens, it appears that, according to the VA’s performance and incentive system, they were doing GREAT!

Fox News reports that Gina Farrisee, the Assistant Secretary, Office of Human Resources and Administration, Read more…

Talent Management

Team Chemistry: It’s the New Focus of Performance Management

Ducks team 2 hockey

Is “making teams better” the new holy grail of performance analytics?

Fresh from the annual MIT Sloan Sports Analytics Conference, HBR blogger and MIT Research Fellow Michael Schrage notes that one of the top themes of the event was how to move beyond the Moneyball-like era of predicting and assessing individual performance and focusing on teamness.

More quantitative attention is being paid to how well players improve the in-game performances of their teammates. Are their particular game situations where their positive — or negative — influence is statistically pronounced?

Can that impact be meaningfully correlated with psychological attributes or other behavioral characteristics? Indeed, how can the coaches improve the TQ — Teamness Quotient — of their players’ performances? Read more…

HR Management, Talent Management

Working Like a Dog: How Much Do You Know About Your Employees?

123RF Stock Photo

My wife and I have three lazy dogs.

Given the choice, I know Ozzy, Olivia and Toby would like to be out chasing the deer, elk, and fox that run free in the mountains surrounding our house, but we can’t trust that they’ll come back so we don’t give them that freedom. As a result, they’ve mastered the art of continual relaxation.

Before dogs were domesticated 150 years ago (and subsequently are now typically pampered and spoiled by their owners) they were used for pulling carts, herding sheep, and chasing predators away from livestock.

It’s not known for sure where the phrase “work like a dog” originated, but it’s safe to assume it was a tribute to our canine friends by those who were in awe of their work ethic. Read more…

Benefits, Compensation

Sometimes, A Little More Raise Can Make a Lot of Difference

Salary increase1

You just received an above average performance rating from your boss, which naturally put a large smile on your face.

But, that was subsequently wiped away when you heard that for your annual salary adjustment, you’d receive what amounted to 1 (one) percent more of a salary increase than “Joe Average” down the hall. Tight budget this year, you’re told.

Now you know Joe, or his type. He’s the disengaged clock watcher whose most notable accomplishment has been keeping his chair warm. He doesn’t do enough to either get fired or stand out above the crowd. However he’s the standard, and so receives an “average” merit award. Read more…

HR Management, Talent Management

It’s Not Hard: How to Design a Perfect Performance Management Process

123RF Stock Photo

Here’s how to design the perfect performance management process.

It isn’t a trick. Really.

OK, well “perfect” may be a bit strong, but it is possible to design a performance management process that fits your organization and your culture. Read more…

Rewards & Recognition, Talent Management

The Big Benefits You Can Get From Remaking Performance Reviews

123RF Stock Photo

It must be nearing annual performance review season, because my reader is filling up with news articles and blog posts on the topic – all of them reiterating just how broken the traditional process is.

Why is the traditional annual performance appraisal broken?

There’s several reasons, including too much emphasis on feedback from just one person (the manager) and far too infrequent giving of needed feedback (both praise and constructive refocusing). Read more…

Classic TLNT

Still a Good Question: Do We Really Need Annual Performance Reviews?


Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday. 

Do we really need annual performance reviews?

I’ve written before that there is a balance between ongoing feedback from multiple sources and annual feedback from one source. I’ve also written about what it would look like if you scrap the performance review.

The latter seems to be the more prevalent – and more pertinent – question in recent conversations. Today, I’m pleased to share with you two recent case studies of organizations that have done just that, both of them relying on more frequent feedback and recognition given in the moment – the hallmark of truly strategic recognition programs. Read more…

Classic TLNT

The Top 5 Pain Points in Performance Reviews (And How To Solve Them)


Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday. 

Let’s be honest: performance reviews are a pain in the you-know-what.

Employees don’t like them and HR aren’t fans either — 45 percent of HR leaders didn’t think reviews were good gauges of a worker’s performance, compared to last year’s 39 percent, according to a poll by the Society of Human Resource Management and Globoforce.

They simply aren’t the kind of feedback the modern worker needs to perform better, particularly in ever changing work environments. Read more…