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John Courtney

John runs Demand Generation at PerformYard. He loves process and [adj] [verb] [modifier].

Email: jcourtney@performyard.com

Author's Posts

How the Right System Can Identify Poor Performance

by John Courtney on July 17, 2018

Did you know that managers spend about 17% of their time working with low performers? Yes, you read that right. Your managers spend almost 1 day of each week dealing with poor performance. When you take a deep look at it, these poor performers are costing your company a lot.

When your company has many departments and businesses processes, it won't be easy. But, tracking poor performance in your business isn't impossible.

It doesn't matter how big or small your company is. The best way to do this is by using the right employment performance management system.

Still, think we're barking at the wrong tree? We're going to show you how using the right system will help you identify low performance.

Read on to learn how!

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3 Examples of Performance Management Processes (to inspire your next review cycle)

by John Courtney on July 12, 2018

There is a large body of online content offering general tips and guidelines on performance management. And sure, they can be helpful. But they can also be a bit...one-size-fits-all.

Performance management should be unique to the needs of your organization. Rather than speaking in broad terms about what makes for a great performance management process, let’s take a deeper look at three examples (extreme examples) of performance review processes, and the management strategies that support them.

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A Beginner's Guide to Performance Management Software

by John Courtney on July 2, 2018

In business, performance is everything. If your employees are not performing at the highest level possible, your organization's productivity will plummet. And your profits will tank.

If you fail to take effective action, you just may end up going out of business.

Tracking the performance of your company is what will allow you to grow and succeed. But, to do so, you need the right software and systems. We've compiled a beginner's guide to performance management software to help you out.

Let's get started!

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Heuristics in Performance Management

by John Courtney on June 26, 2018

Ever since the HR world woke up to the idea that the workplace is dependent on humans and not red tape, the idea of using behavioral insights to guide business decision-making has been gaining traction.

Behavioral economics is one of those HR "trends" that we know is important, we just don't know how...exactly. We're going to take a closer look at one of the main principles of behavioral economics to get a firm handle on how it might be helping or hurting.

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Balancing Structured Reviews and Unstructured Feedback

by John Courtney on June 11, 2018

Sometimes it can feel like we’re forced to choose; between a tightly managed stack and rank annual review system, or thoughtful in-the-moment feedback from manager coaches. Popular headlines are often about “Dropping the Performance Review” in favor of feedback, or “Why X Company is Going Back to Performance Reviews.”

The reality is that most organizations choose to land somewhere in the middle. HR finds ways to provide the right amount of structure to achieve the organization’s goals, while still giving managers and employees the flexibility to engage in one-to-one feedback.

With this in mind we asked 4 practicing HR influencers, from 4 very different organizations, to tell us how they think about structure and flexibility when setting up a performance management program.

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Perfect Fit Performance Management

by John Courtney on June 6, 2018

The Colorado Health Foundation is bringing health within reach for all Coloradans by engaging closely with communities across the state through investing, policy advocacy, learning and capacity building. The Foundation’s mission is to improve the health of Coloradans and is grounded in the belief that health is a human right.

Today over 60 employees work together in the Uptown neighborhood of Denver, Colorado. Their roles vary from technology to communications and finance to philanthropy/grantmaking.

The Human Resources (HR) team has implemented a truly thoughtful performance management program they call Staff Excellence. The program provides the structure for regular conversations between employees and their managers while also giving every department, team and person the flexibility to make it work for them. Most importantly, it is a perfect fit for the Foundation.

We sat down with Alison Jeske, Human Resources Manager, to learn more about the program.

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Our blog is chock full of insights for HR professionals on performance management best practices, achieving goals, boosting productivity, and increasing engagement. 

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