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

BlogFear of the News

Don’t Be Afraid of the News!

October 30, 2013 | William A. Schiemann | HCI

You just received an evaluation from your customers and they gave HR a B-rating.  Way too many HR professionals run for the hills before wanting to get such feedback. Why? They seem afraid that the news will be bad.  So, don’t ask?

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Make the Case for Internal Talent Mobility

October 17, 2013 | Heather Erickson

An effective method for internal talent mobility is becoming more important to ensure that individual skillsets and talent development are aligned with the business needs in order to sustain high performance.

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Just Make a Decision Already

October 17, 2013 | Nick Tasler | HBR

Strategic decisiveness is one of the most vital success attributes for leaders in every position and every industry, but few leaders understand where it comes from or how to find more of it. It is not surprising that picking one strategic ...

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BYOD As We Know It Is Dead

October 17, 2013 | Bob Egan | Forbes

“Cell phones” at work are not new. Nor are smart phones. Many credit Blackberry for inventing the concept, but few would argue that Apple with its iPhone, more than other device created this explosive phenomena called BYOD – ...

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