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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Turning Talent Management Upside Down

December 1, 2014 | Ariel Regatky

Over the last 2 years, Citi Latin America has embarked on a transformational effort to turn Talent Management “upside down.” The key focus of this journey was to maintain high levels of engagement, attract top talent, and place the ...

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The Working Mother of the Future: How Demographics Will Force Change for Women at Work

November 14, 2014 | Amy Hirsh Robinson | HCI

Human capital professionals play a decisive role in successfully Recruiting, Developing, and Keeping 21st Century Female Leaders, but they must take a critical look at their company’s generational and gender biases, recruitment tactics and talent management practices. The demand for family and women friendly workplace practices and cultures will gather steam due to changing generational and societal shifts. What will you do to ensure your company’s standing for the future?


Drill Down to Realize that Performance Management is Management

November 7, 2014 | Andrew Bateman | HCI

"Come on in, sit down and make yourself comfortable. Let’s take a look at how you’re doing. Is there anything that you’d like to talk about today – any pain points that have cropped up since our last conversation? So everything looks okay from here but there is always room for improvement. Why don't you tell me how you think you're doing and I'll see where there might be gaps that we can work on for next time."


Ditch Your 9 Box and Simplify Succession Planning for Success

October 16, 2014 | Amy Hirsh Robinson | HCI

To the shock of some and the delight of others, I always advise clients and HR colleagues to ditch their 9 Box tool if they want to engage in successful succession planning. For those unfamiliar with the tool, the 9 Box is essentially a chart or grid commonly used to examine talent within the organization and to make succession planning decisions. Placement of potential succession planning candidates in the 9 Box is determined by ratings of performance and potential – both based upon a three point scale (low, moderate, high). Each of the 9 boxes or categories derived from the ratings are labeled. For example, the high performer/high potential category may be labeled “Consistent Star.”


Finding Your Aha Moments in Talent Management

October 14, 2014 | Mark Allen

Anyone who manages people is a talent manager, so what are the essentials that everyone should know? Find real answers to "Big Picture" questions, like; How do you create accountabilities for talent management? and; What do we mean by the word “talent?" (Spoiler alert: The word is not synonymous with “people.”)


Driving Employee Engagement with Measurement and Conversations

October 9, 2014 | Charles Coy, Senior Director of Analyst and Community Relations, Cornerstone OnDemand | HCI

Day in and day out, employees show up to the office and fulfill the duties outlined in their job description. Whether that means they make sales calls or fix broken code, they come in and (hopefully) do their work. Seems like a successful employee, right? Yes, but maybe not a happy one. In fact, a majority of employees report they don’t feel driven to improve and innovate beyond what’s expected of them — and that’s costing companies big time.