Articles tagged 'Performance reviews'

HR Basics, Talent Management

How to Help Get Your Performance Review Process Back on Track

123RF Stock Photo

Performance reviews can be a source of frustration for many in the business world.

If you’re a part of the group of people bogged down by a dysfunctional review process, take comfort. This is a great time for a fresh start.

Unfortunately, if you are looking for advice, you may be in for a shock. Every day on the Internet, for each article written with ideas for solutions, there are another five dedicated to the problem itself. Read more…

HR Basics, HR Management

4 Tips for Terminating an Employee (and Maybe Even Staying Friends)

termination

At some point in their careers, managers will face the tough position of having to let someone go based on performance, and if they did their job right, it will be someone who they have built a friendship with.

Outside of personally wanting to maintain a relationship with a former employee, there are other benefits to letting someone go amicably.

Sometimes, employees may have a great work ethic and attitude, but they simply couldn’t deliver for that specific role, and it’s important to maintain a relationship in these types of situations. Read more…

HR Management, Talent Management

The Art of Feedback: It’s About Being Thoughtful, Calm, and Specific

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Long ago, I received an especially confusing piece of negative feedback:

Remember three or four months ago at that event? You did something wrong. I can’t remember what it was exactly, but I remember that it wasn’t good.”

I was baffled and didn’t gain much from the conversation.

What I did learn was that getting comfortable with giving effective negative feedback can be a challenge for managers, new and old alike. Read more…

HR Technology

Tech Insights: Getting Flexibility in Performance Management Platforms

HR Technology

Recently I was talking to The Gap about their innovations in performance management.

They are working hard so that performance management really is about helping people perform better, based on research around the importance of a growth mindset. It’s a big shift from focusing on the appraisal/review stage of the process.

I mentioned this shift in focus to Connie Costigan, Director Marketing Communications at Halogen Software. She said that this kind of shift would not be a problem for them; a modern performance management module has all the tools needed to reform how the process is done. Even if you never do appraisals, the software stills supports the broader goal of helping people perform better. Read more…

Talent Management

The Secret to Great (and Productive) Performance Check-in Meetings

From istockphoto.com

Meetings get a bad rap and the arguments against them are well known:

  • They get in the way of productive work;
  • Too much of meetings are spent recapping previous meetings;
  • They often don’t produce a decisive way forward.

For these reasons and many more, people avoid setting meetings like the plague, and regularly scheduled meetings can fall by the wayside. Read more…

Talent Management

When Performance Reviews Simply Aren’t Enough

The Feedback Imperative

So, performance reviews aren’t enough?

Performance reviews are slow feedback, as they only occur once a year. Most employees do not want to wait 51 weeks to hear how they need to improve.

More than 65 percent of all employees said that the feedback they received in their annual performance review contained “surprises” not mentioned by their manager before the review. Unsurprisingly, employees become very upset when this happens, and it can be a factor in higher turnover. Read more…

Talent Management

Why High Performers Really Like Performance Reviews

Performance review

It seems every week some HR blog says employees hate performance evaluation and we should get rid of performance reviews.

I agree that many performance management processes are in dire need of improvement. But as I’ve discussed before, recommendations to eliminate performance evaluations are naïve and misguided.

These recommendations are naïve because if a company pays some people more than others then it evaluates performance, even if it says it doesn’t. Companies that claim to be eliminating performance evaluations are usually just hiding the evaluation process from employees. Read more…

Classic TLNT

Performance Management Is Simple: You Either Work Hard, or You Don’t

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

HR ladies secretly love to write performance improvement plans.

Let’s face it — performance problems are exciting. No matter how it ends, HR looks like it is making an impact on the company. And you get to use your lawyer voice!

(Why the hell did I earn my SPHR if I can’t play lawyer?) Read more…

Talent Management

Performance Management: Solving a Problem by Addressing Its Parts

123RF Stock Photo

I recently wrote an article explaining that performance management is difficult because it involves evaluating employees based on their relative contributions to the company while also engaging and encouraging employees to improve their performance.

This can create a dilemma since methods that accurately evaluate employee performance often decrease employee engagement, and methods that emphasize employee development often provide little value for identifying high performers.

So how do we solve this? Read more…

Classic TLNT

What Do You Do When Everyone Thinks They Are Exceptional?

Photo illustration by istockphoto.com

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

Question: “How do you deal with people and teams who are average performers but who rate themselves as exceptional?”

This came up on our last Member coaching hour call and I decided to write about it.

Since the call, I’ve dug out the performance rating definitions I created to add to whatever corporate ones existed. I found these helped to me clarify the difference between the performance levels. Use them if they are useful to you! Read more…