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

PodcastPodcast

HCIPodcast: Why Smart Companies Put Employees First

May 21, 2014

"The talent war is over and the talent won. And yet, it's fascinating that in many cases we treat our customers better than we treat our employees." So says Jason Averbook, Chief Business Innovation Officer at Appirio. In this ...

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BlogTighten Your Focus

2 Key Strategies For Improving What We Focus On

May 7, 2014 | Tanveer Naseer, MSc. | HCI

We talk lot about managing our time, but what about our other finite and equally critical resource – our ability to focus?
 
Just as we can't make more time, we can't create more focus and so as with how we use our time, we have to make a conscious decision on how we're going to use this limited and vital resource.  With this in mind, here are two measures you can implement to better manage your focus and with it, how you respond to the growing distractions around you.
 

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Making 360 Feedback Work for Your Organization

April 24, 2014 | Jamie Winter

During this webcast find out what happens when people stop being routine about 360's and start getting real. Explore how you can use a 360 feedback tool to generate lasting improvement for your employees and organizations.

PodcastPodcast

HCIPodcast: Bring out the Strengths in Everyone You Touch

April 23, 2014

At the Estee Lauder Companies there is a proud tradition of bringing out the best in everyone.  This statement applies not only to the company's consumers but also to their employees. Join Soni Basi, Executive Director of Global Talent ...

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BlogRisk vs. Reward

Three Practices to Create Relational Tipping Points

April 23, 2014 | Todd W. Hall | HCI

Work is hard. But it’s even harder when you feel misunderstood, disconnected, alone, and unlovable.  These common feelings are often based on relational filters that can have a profound impact on our work. We all have filters in our head that say, "I'm not ______ enough."  Or, "I'm too ______". Or  “Everyone thinks I’m ______.  

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Increase Your Talent IQ

April 16, 2014 | Cornerstone OnDemand

Business leaders often say that employees are their most valuable asset. But how much insight do companies truly have into their workforce? Too many organizations rely on assumptions vs. facts when it comes to talent. Others simply ...

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