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.
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Learn More about Performance Management with our Top Resources
Explore several emerging performance management trends through the lens of case studies from companies that have overhauled their performance management, learning and development strategies.
Every organization relies on the performance of its people to succeed. And when performance is lacking, low employee engagement is often identified as the root cause. But HR leaders must change the way they view the relationship between ...Read more
It’s an exciting time in HR. New generations entering the workforce are pushing the boundaries of more traditional HR practices. A long-tenured career with one employer is a thing of the past. Transient employees combined with the rise of ...Read more
Learn about ways in which leaders can attract and motivate talent to create much more innovative and productive workplaces.
In the beginning, performance reviews were designed to help managers know who was performing and who to fire.Read more
The old performance management model, driven by ratings scales and annual appraisals is slowly making way to new systems and new ways of thinking about how organizations can really assess their employees.
In a tight labor market, employers need more levers to pull to increase engagement and retain top talent. Allocating more variable pay to those stars is one lever. But how do you do that without losing other valued performers? Deborah ...Read more