Articles tagged 'Performance reviews'

Classic TLNT

Still a Good Question: Do We Really Need Annual Performance Reviews?

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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. 

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)

Rating

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…

HR Management

HR Roundtable: Just What Is Performance Management, Anyway?

HR round table

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:

  1. How do you define “performance management?” Read more…
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…