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…
Steve wanted to end 2013 on a high note with the HR Roundtable in Cincinnati, so he made sure there had a juicy topic to discuss.
The topic was this — “Just what is Performance Management?” This drew a very engaged group of folks who wanted to dive in and discuss this emotion-filled area of HR.
The small groups were tasked with answering the following questions:
- How do you define “performance management?” Read more…
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…
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…
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…
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…
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…
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…
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…
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…