Articles tagged 'Performance reviews'

Benefits, Compensation

The Problem When You Have a Pay-For-Pulse Compensation Strategy

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Picture the scene:

Your company doesn’t have enough money in the annual merit spend budget to grant more than an average  2 percent increase to employees, so the powers that be decide “let’s give everyone a flat 2 percent increase and call it a day.

Has this happened to you? The practice is what some would call a “pay-for-pulse” strategy, where if you haven’t been fired on the date of the scheduled increase, then you’re going to get a raise.

Every warm body who occupies a chair at that time will receive an increase — just because. Read more…

HR Management, Talent Management

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

performance

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…

Benefits, Compensation

How Will We Pay With Open Salaries and No Performance Reviews?

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There are a number of movements afoot in the world of work that promise to impact the way we pay people. Two in particular may well converge to provide the final straw that breaks the back of merit pay.

Let’s begin with Exhibit 1: The “Open Salaries” Movement.

Pay transparency is coming. While it is unlikely that we will reach a point where every organization opens up all compensation information for every employee, I believe that the momentum and spirit behind the pay transparency movement will lead many employers to eventually embrace it, drawing back the curtain to reveal the details of their pay programs and practices. Read more…

HR Insights

Want to Improve Your Game? You Gotta Learn How to Handle Criticism

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To avoid criticism say nothing, do nothing, be nothing.” — Aristotle, ancient Greek philosopher.

No one enjoys criticism, but sometimes we need it.

No matter where you stand in an organizational hierarchy, you can always improve your game. While many of us claim we’re our own harshest critics, that’s rarely true. It’s usually more helpful to have someone else point out our flaws — if you trust the source.

Criticism can be difficult to hear, but pain helps us learn and improve ourselves. As former British Prime Minister Winston Churchill once stated, criticism is necessary because, like physical pain, “it calls attention to an unhealthy state of things.” Read more…

HR Management, Talent Management

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

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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

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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?

From istockphoto.com

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…

Talent Management

What Do You Do When Employee Feedback Goes Wrong?

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What you do when you give an employee feedback and they disagree or get upset with you is one of THE most important managerial moments-of-truth to master.

If you handle this poorly, the employee might comply, but they are likely to leave the conversation distrusting your judgment, losing respect for you, and feeling resentful.

If you handle it well, not only will you get better performance, you will strengthen your relationship with them — and therefore increase their engagement level moving forward. Read more…

Recruiting and Staffing

Hiring Wisdom: Ask Applicants For Their Last Performance Review

From istockphoto.com

Since it often proves impossible to get meaningful references on job applicants, a copy of the last performance review can be an invaluable source of information.

However, before you ask for a copy, I suggest you ask the following questions during the interview:

  • Were you given a performance review in your most recent position? Read more…
Classic TLNT

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

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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…