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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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
General Electric operates in over 100 countries, employs over 300,000 employees around the globe, and is a leader in industries spanning from Aviation to Power to one of its newest additions, GE Digital. Despite its longstanding legacy as an ...Read more
To better understand the impact that ratings have, we surveyed nearly 10,000 employees in our 2016 Pay for Performance Employee Survey. These employees were from across the globe, spanning 18 countries, and from a representative sample ...Read more
Ironic, isn’t it? That the review process designed to help companies increase their employees’ performance doesn’t often receive a performance review itself? Performance reviews stick around and fail to improve quarter ...Read more
60% of workers want feedback from their managers daily, not just at an annual or bi-annual review. Clearly, we need to rethink our approach to performance management. In this original HCI Keynote video, Dorie Blesoff of kCura and Barry Rosen of ...Read more
Learn how to encourage knowledge sharing, gather feedback, and pass along insights through digital/remote/e-coaching technologies, all without taking employees away from core functions.
Explore the human-centric and data-driven lessons learned from HCI's Performance Management Innovation Conference.
It’s no secret that the shortfalls and failures of traditional performance management have become glaringly apparent for most of today’s organizations.Read more