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

ArticleArticle

The Future of Talent Is in Clusters

February 1, 2013 | Harvard Business Review

An effective team is a powerful thing. Many of us have participated on teams where the members complement each other, trust each other and find ways of working that are not only effective, but also enjoyable. For teams like this, performance is ...

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ArticleArticle

Performance support “hearts” training and vice versa

January 29, 2013 | Allison Rossett

In September I attended the eLearning Guild’s new conference, Performance Support Symposium. Ontuitive’s Bob Mosher kicked it off with a mighty bang, offering the jaw-dropping suggestion that we cast off training in favor of ...

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BlogNew Vision of Grey

2013: Seeing Grey in a Whole New Light

January 16, 2013 | Kara Schott | HCI

I took an interest in politics at a very young age. I proudly declared to my entire 6th grade class that I would in fact be the first woman President. (I also had an active imagination). Before that, in 5th grade, I can clearly remember the disappointment and sadness I felt when we learned about the Electoral College. It was like a bomb had just been dropped on my happy, childhood perspective on the US election system. “You mean, our votes really don’t mean anything?” I asked, absolutely horrified.

BlogRough Waters Ahead

Rough Waters Ahead

January 16, 2013 | Aubrey Wiete | HCI

I’ve recently determined that working is kind of like hanging out in an ocean (bear with me here). It’s got its perks, no doubt – when the weather is nice, the sun is shining, and you want nothing more than to frolic around in saltwater sprays and waves, chilling with your coworkers, living the life. And then, on occasion, Mr. Sun hides himself behind clouds, the temperature drops, and the friendly waves become a lot faster and a lot more sinister. Suddenly, you’ve got to move.

Blog4 Tips for Hiring

4 Best Practices for Hiring High Performers

January 10, 2013 | Joseph "Bud" Haney | HCI

Consider this: It can cost $4,000 to $40,000 to recruit and onboard one new employee. Therefore, companies that have implemented efficient hiring practices get the best return on this investment, especially when they focus on acquiring top performers.

BlogRepurposed Power

Repurposed Power

January 9, 2013 | Aubrey Wiete | HCI

How clever – and simple – the act of taking something and repurposing it can be. I learn this lesson repeatedly on Pinterest (rubber door mats for wall art – say what?!), but recently had the chance to witness it firsthand, too.  I can’t help but think that the lessons gleaned from such experiences have more to do with the topic of successful employee development than what people may think.