Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.
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This is the era of Uber. Airbnb. TaskRabbit. Handy. All of these firms are examples of the “gig economy,” and human resources (HR) professionals are being pressed to update their approach to talent management as a result. The gig economy will continue placing pressure on HR leaders, HR policies and HR processes to become more agile so that they can accommodate the kind of turbulence now being created by contingent workers as a growing element of their talent pool. Not only is it an HR imperative, Talent Management Agility is a Business Imperative.
Explore the past, present, and future of measuring and understanding engagement, as well as HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
Check out this case study from T-Mobile about how they conduct ongoing performance management for a more agile and dynamic workplace.
Performance management is broken. It’s time consuming, no one enjoys it, and it doesn’t get the intended results. In order to fix it, we must replace bureaucracy and complexity with frequent conversations and manager ownership. But ...Read more
Click to view our 2015 research projects on the hottest topics in talent management.Read more
If you are looking to do away with your current process completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare.
Performance management is THE topic for discussion for HR right now. Organizations are taking a closer look at their performance management processes and deciding what to keep, revise, or remove. Besides being the second most disliked activity by ...Read more
Susan Scott, Founder & CEO of Fierce, Inc. discusses current performance reviews in business today and how they need to change. Scott will share some actionable tips on what leaders can do differently to make the most impact.