Performance Management

Improve performance management with ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards

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.

Learn More about Performance Management with our Top Resources

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Simplify Workforce Management and Increase Global Agility

January 16, 2015 | Oracle Human Capital Management

As an HR leader, what keeps you up at night? Is it meeting your executives’ demands for a greater contribution to the company’s strategic vision? Is it the requests to cut operational costs while simultaneously increasing efficiency? ...

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8 Reasons to Stop Managing Your People with Spreadsheets

January 15, 2015 | Cornerstone OnDemand

Everyone loves a good spreadsheet. But if you have more than a few hundred employees, tracking performance, training, and succession with them is the stuff of nightmares. Spreadsheets and paper-based processes can’t give you deep, real-time ...

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Discussion: Making Performance Management Less Dreadful

December 3, 2014 | Farah Abbas, Brandon Curry

Is it possible to utter the phrase 'Performance Review' without shuddering with dread? Why does this process evoke a similar response as dragging fingernails on a chalkboard? Attend this discussion to help hack performance management and brainstorm ways to make it more useful and less painful.

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Strengthen Your Leadership Bench Before It’s Too Late

December 1, 2014 | Bill Catlette | HCI

In recent discussions with classes of undergrad business school students, I posed the question, “How many of you aspire to a professional leadership role in business, government, or other organization?” In each case, 100% of the students answered in the affirmative. I didn’t say so at the time, but two divergent thoughts were crossing my mind, pretty much simultaneously: