December 29, 2016

7 Game Changing Moves to Score Big on Performance Reviews

performance reviews

Are you winning employee performance management in your organization? Within the past decade, HR departments have realized the importance and effectiveness of feedback; In fact, companies who implement regular employee feedback have turnover rates that are 14.9% lower than companies where employees receive no feedback. Simple tactics and strategies can turn your company’s performance management loss into a victory. Use these 7 moves below to score big on performance management. 

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December 12, 2016

The Quick Performance Review Guide Every Manager Needs

performance review guide

77% of HR execs believe performance reviews aren’t an accurate representation of employee performance. Despite this, there is a right way to complete them in order to get the most out of the process. Aside from how you provide continuous feedback to employees throughout the year, how you conduct the actual performance review is also just as important. And, it all starts with planning.

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January 12, 2016

Employee Compensation: Retaining Your High-Performers

employee-compensation copy

Forgive us if you’ve heard this before… but in order to actually keep quality employees you have to put forth a strong effort to improve communication, hire strategically and increase company morale.

Take this into consideration: Companies that up their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition. No seriously, it’s true. This survey by Gallup proves it.

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October 28, 2015

Don’t Get Stuck in the Past with Performance Management

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You’ve looked far and wide for a solid reason to keep the performance appraisal aspect of your performance management system around. You know the metrics from the evaluations are key to improving the business, unfortunately your managers and employees aren’t so keen on the lingering practice.

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October 22, 2015

Maybe Real-Time Feedback Isn’t for You: Don’t Leave Employees in the Dark

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Employees love the one-on-one feedback. They want, and need, to know their problems and successes regularly, but unfortunately real-time feedback doesn’t always fit into everyone’s schedules. On the same note, as great as it might be for some organizational cultures, it might not be ideal for your team. Is real-time feedback too much for your organization? How do you decide what to do when it you can’t integrate it into the feedback strategy? Ultimately, it’s your culture, but it’s only partially your decision, and you need to take into consideration employee needs as well as company requirements.

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April 8, 2015

6 Surefire Ways to Conduct the Worst Performance Appraisal Ever

Everyone makes mistakes, including during performance reviews. Despite the fact they are supposed to help solve issues in the workplace, individually and team-oriented on a grander scale, managers sometimes make these 6 mistakes during the appraisal.

Unfortunately, these erroneous habits can make for the worst performance appraisal ever. Don’t worry though, there is a bright side… we’ve given you ways to correct these blunders and turn them into your own performance appraisal best practices. Continue reading 6 Surefire Ways to Conduct the Worst Performance Appraisal Ever

March 24, 2015

How to Improve Employee Performance in 4 Steps

The performance appraisal. Love it? Hate it? Honestly, when it comes to employee performance there really isn’t any other way to improve the quality of their work. However,there are ways to botch the process if you don’t conduct these vital performance methods correctly. Whether your organization likes formal performance appraisals or prefers a casual, real-time approach, there are ways to make sure your team gets the most out of your feedback. Thorough communication and preparation lay the groundwork to improve employee performance. Here are four ways to get started: Continue reading How to Improve Employee Performance in 4 Steps

February 4, 2015

3 Steps You Should Take Before the Next Round of Performance Reviews

Supervisors need performance appraisals and so do employees, if not for the direct impact to drive business, at least for the professional satisfaction of both parties. In order to better employee performance, they have to know where their shortcomings lay first before they are criticized for underperformance. Performance reviews help to keep this growth system regulated to get the most out of the entire process.

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November 11, 2014

Don’t Slam the Door on Exit Interviews

Performance reviews and exit interviews might seem like very different animals but they share an important quality: both are opportunities to gather essential information for the future success of our people and our organizations.
Performance reviews accomplish this when managers ask the right questions—e.g., how their reports feel about their own contributions, their interactions with coworkers, and the growth and development the company is providing. (If you’re interested, you can read more on this topic in past posts, “The Art of Effective Performance Reviews,” and “Meeting Employees’ Needs: Culture Management, Engagement, and Preventable Turnover.”)

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November 4, 2014

Performance Review Beat Down or Blueprint for Improvement?

Perspective makes all the difference.

Take a recent infographic from employee communications firm, GuideSpark, for example. At first glance, it seems to offer a pretty solid beat down of performance reviews:

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