Articles tagged 'Performance management'

Classic TLNT

Poor Performance is Contagious, Especially If You Won’t Deal With It

Employee problem can't work

Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.

As managers, at some point we all encounter an employee who frustrates us and drains the life and energy out of the team.

When you are in this situation with someone, you know it in your heart that you should act, particularly when they really annoy you. But, you don’t act right away because you second guess yourself, and you keep thinking, “they really do some things very well — sometimes…” Read more…

HR Management, Talent Management

How to Manage and Improve Inconsistent Employee Performance

High performance

We all have the expectation that we will give our best every day all day. But that’s not true.

Leaders have off days, employees struggle with issues and managers let frustrations get the best of them. Unfortunately, the work still has to get done.

How do you manage and build consistency within your company? As a manager, it’s not plausible to expect employees to be “on” all the time but you have to make sure tasks are completed since you are graded on the team’s performance. Read more…

Classic TLNT

Think We Have Skills Shortages Now? Just Wait Until We Get to 2020

123RF Stock Photo

Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.

Skills shortages in 2020 will rise to an entirely new level.

And I’m not talking about STEM skills, although they’re critical. Or the ability to speak multiple languages, which needs to be more common in the U.S. Or even the readiness of college graduates to take a place in the economy, which a majority of employers report is lacking.

I’m talking about the skills that the globally-connected, superstructured, computationally focused, smart-machine powered organizations of the future staffed by longer living and working, new media-using employees will require. Read more…

HR Insights

How to Publicly Criticize Your Employees the Way Phil Jackson Does

phil-jackson-best-coach-ever

Phil Jackson, who has won more championships than any other professional basketball coach, had some things to say recently about how the New York Knicks have been playing.

Unfortunately, he told the world about it on Twitter, like someone complaining about bad dinner service at a hotel restaurant (via the New York Daily News): Read more…

HR Basics, HR Management

Four Steps to Less Dreadful (and Stressful) Performance Reviews

performance

If your role involves managing employees, you most likely have something in common with just about every other manager — you dread performance review time.

On the other side of this is your employee, who probably looks forward to the process being over just as much as you do.

It’s a similar scene for many companies; create the annual review for each employee and ask them to fill out a self-evaluation form as well. Set a time to meet, and awkwardly discuss each other’s feedback. And we wonder why no one seems to embrace the annual performance review process. Read more…

Talent Management

Improving Performance: You Can Help Employees Without Going to a PIP

Photo illustration by istockphoto.com

You have an employee that is not meeting performance expectations and you need them to either step up their game or move on. There are a few routes you can take.

  • One is to engage in a proactive feedback and coaching strategy.
  • An alternative is to go the official route and work with your HR department to put the employee on a Performance Improvement Plan (PIP).

Let’s just bluntly get out of the way what we all know to be true: PIPs have absolutely nothing to do with performance improvement. Read more…

Talent Management

What Do You Do When You Have an Underperforming Employee?

Illustration by istockphoto.com

Addressing employee underperformance can go one of two ways:

  • Either the employee is receptive to the feedback and works to fix the areas of weakness; or,
  • They become extremely defensive and slowly disengage themselves from the company.

Regardless of the way you go with this, underperformance needs to be addressed as soon as there is an issue. Read more…

Leadership, Talent Management

10 Ways to Get Employees to Step Up and REALLY Own Their Job

© HieroGraphic - Fotolia

Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.

At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.

Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…

HR Management, Talent Management

Seven Ways to Humanize Performance Management

123RF Stock Photo

A lot of companies preach today how their most important asset is their people.

We are seeing this more and more as organizations realize that having happy, engaged employees creates innovation, speed to market, improved customer service and all those aspects in between to generate a strong bottom line.

Performance Management initially was about companies identifying and protecting their most important asset: superstar performers.

Unfortunately “performance management” has been twisted, through many systems and ratings and metrics, as a way to punish or eliminate underperformers. Thank you Industrial Revolution for the gift of measuring “workers” by output! Read more…

HR Technology

Technology Insights: HR Tech That’s Not Really For HR

HR Technology

The most important theme I detected in HR technology this past year is a shift from HR focused applications to business focused applications.

Traditionally, HR Tech was about helping HR do its work — for example an applicant tracking system to help recruiters or a learning management system to help the training department—and in fact, that hasn’t changed. The vast bulk of HR technology is about helping HR professionals do their job.

However, there is something new: HR applications focused primarily on the business. Read more…