Articles tagged 'Performance reviews'

Best of TLNT

The Things Managers Can Do to Improve Employee Performance

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Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 31. Our regular content will return in January.

When spring came around, I was very proud of myself for getting a gym membership. It was about time to get rid of those holiday pounds if I was trying to impress anyone at the pool this summer.

The first two months were great. I worked out consistently and felt better. Then summer has rolled around and I haven’t been to the gym in weeks. Just too busy. Read more…

Best of TLNT

7 Tips For Giving Feedback (and Making It a Lot Less Difficult, Too)

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Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 45. Our regular content will return in January.

How do you feel when it’s that time to provide “feedback” to your team?

It might be performance feedback or development feedback, but my guess is that it’s not your favorite thing to do.

Step back for a moment, though, and think about your role as a leader. What is the single biggest responsibility of a leader? One can say “delivering results” but the truth is, leaders don’t deliver results; their teams deliver results. Read more…

HR News & Trends

Weekly Wrap: What Kinds of Things Are Keeping HR Up at Night?

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Editor’s note: This is the final Weekly Wrap of 2013. We’ll return in January 2014 with more weekly HR news and trends.

It’s a question I hear people ask a lot, but I never seem to get a very good answer.

You’ve probably heard it before, too — “What Keeps HR Up at Night?”

Well, SilkRoad, a technology company that describes itself as “a leading global provider of cloud-based, end-to-end HR solutions,” asked that same question of 853 managers and executives in the HR and talent management space, and they got some interesting responses. Read more…

Talent Management

It’s Time to Bury Forced Ranking — Once and For All

From istockphoto.com

The heated debate over how to assess employee performance was highlighted recently by two back to back articles on BusinessWeek.com.

One day, Yahoo’s adoption of a forced ranking system was a headline. The next day, Microsoft’s decision to end its forced ranking policy was featured. The Microsoft story was previously an article titled, How Microsoft Lost Its Mojo, in Vanity Fair.

Within days, former General Electric CEO Jack Welch added his 2 cents, defending the practice in a Wall Street Journal opinion column headlined, “Rank-and-Yank?” That’s Not How It’s Done. Read more…

Talent Management

Feedback: It’s the Guidance System For Improving Performance

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Think of performance feedback like traffic signals and signs. They are indicators that keep you moving, tell you when to stop and guide you in the right direction.

What if your performance management process was like this? Simple and easy to understand.

Most traditional performance processes are cumbersome, complicated and often do not align with organizational goals or culture. Many of us don’t see the value. Read more…

HR Management, Talent Management

6 Things to Consider Before Using 360 Feedback in Performance Reviews

360

It’s that time of year again, when HR pleads, prods, and threatens managers to get their performance appraisals done.

It’s also the time when many managers and HR leaders contemplate adding 360-degree feedback to the process.

We hear, “Wouldn’t it be great if we included feedback from peers, direct reports, and others to get a better picture of an individual’s overall performance?” Yes! We won’t debate the continual argument of whether organizations should use 360s for appraisal. Read more…

HR Management, Talent Management

What Do Performance Reviews Tell Us About the Reviewers?

Photo illustration by istockphoto.com

Want to give thanks this week for a tip about performance reviews? Here it is.

Turn the darn things on their head, shake them and see what falls out.

Root around in the pile of rubble. By this time of year in many companies, forms are long finished, reviewed and approved. So you’re not going to find self appraisals, competency assessments or even ratings in the pile.

But you will find fingerprints on the debris, and here’s where we get to my point: Read more…

Talent Management

Performance Management? Everyone Wins When It Is Managed Effectively

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When employee performance is managed effectively, it drives higher performance, produces higher levels of engagement, and reduces turnover among the better performers.

It also provides information needed for staffing, career management, individual development plans, and reward management. Research studies have confirmed effective performance management is instrumental in building and sustaining a high performance culture.

But despite its proven value, many employers allow managers to downplay their responsibility, treating it as an “HR requirement” that has to be tolerated. Read more…

Talent Management

What’s Wrong With the Job Description, Anyway?

End of the Performance Review

By Dr. Tim Baker

Before we start analyzing performance, which is directly related to the next two conversations and indirectly related to the final two, it is important that we understand what we mean by the term “performance.”

I think there has been — and continues to be — too much focus on a person’s job and not enough on the role the person is expected to play in the organization.

In other words, we tend to confine our performance discussions to the job description (JD) and I think this is a mistake. Read more…

HR Management, Talent Management

Performance Management: It Really Does Work, But Managers Are the Key

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Employee performance is not HR’s responsibility.

We should be able to agree that the management of employee performance is a day-to-day responsibility of managers and supervisors.

Extensive research has confirmed that effective managers trigger better results; they are instrumental in creating a high performance culture where people have a palpable commitment to the success of their organization. Ineffective managers have been the subject of endless Dilbert comic strips.

The frequent articles and blogs criticizing performance management practices ignore or are silent on what research has shown is central to the effective management of performance. Read more…