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.

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The Role of the Leader in Filling the Magic Cup

July 18, 2016 | Howard Behar

Leadership begins when you are able to lead from within. Once an individual allows inward fulfillment to be outwardly observed others will follow. Listen to retired Starbucks President, Howard Behar, as he shares lessons from his latest book, The ...

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Data-Driven Performance Management

July 2, 2016 | Brooke Orr

How do you move from a one size fits all performance management process to one size fits one? In this HCI Keynote video, Brooke Orr discusses how Coca-Cola used data to transform its performance management approach and iterated toward ...

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Performance Management: A Better Way

July 2, 2016 | Rahul Varma

Is there a better way to look at performance management when ratings are so historically and intrinsically tied to compensation? Accenture thinks so, and is working to revolutionize the practice. In this HCI Keynote video, Rahul Varma discusses ...

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