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

Keynote VideoKeynote Video

Drive Performance Forward with a Growth Mindset

May 22, 2017 | David Rock

In this keynote, David Rock shares research that the NeuroLeadership Institute has conducted over the past two years with 27 companies that have embarked on a performance management transformation. David will outline what companies have done for ...

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BlogBlog

Webcast Recap: Performance Management Overhauls Are Constant Works in Progress

April 5, 2017 | Anna Burke | HighGround

Even though the HighGround study found employees and managers prefer a more frequent cadence for performance conversations, a poll of webcast attendees revealed that 44% of respondents still have performance conversations just once a year. So how can HR and organizations deliver the ongoing approach that managers and employees want?

White PaperWhite Paper

The 6 Key Elements of Performance Management Innovation

February 14, 2017 | Human Capital Institute

The shortfalls and failures of traditional performance management have become glaringly apparent for most of today’s organizations. Companies want to improve, but lack information around the how of implementing dynamic and innovative ...

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