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.
Articles tagged 'Performance reviews'
In an article sure to inspire a good bit of negative “kids today!” comments, The Wall Street Journal recently published an article on a “kinder, softer” approach to performance management and the performance review process.
Here’s an excerpt:
Accentuate the positive has become a new mantra at workplaces like VMware Inc., Wayfair Inc., and the Boston Consulting Group Inc., where bosses now dole out frequent praise, urge employees to celebrate small victories, and focus performance reviews around a particular worker’s strengths — instead of dwelling on why he flubbed a client presentation… Read more…
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…
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…
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…
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…
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…
I think I might be on the cusp of the next great employee feedback mechanism for leadership.
I’ve been thinking about this concept for a long while. You see, for years I’ve had the opportunity to test out my various theories on employee feedback. I’ve watched my own feedback theories change over the years, but they always were grounded in people truly want feedback about their performance.
Talent management is an amalgamation of the attraction, development, and retention of employees and how they work.
Ultimately, how your talents’ skills and aptitude meet current and future business needs can drive or stall the company’s growth.
It’s not just how the employees work, the leadership, or the HR professionals to offer the jobs. It’s the combination of targeted training and development, strategic alignment, and talent retention.
The question is: Do you have all your boxes checked? If the answer is no, here are some things to consider moving forward into 2015. Read more…
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…