Questions? Call us now at 888-745-0761

Jon Malpass

Jon Malpass is one of PerformYard's co-founders and is currently the VP of Product/Customer Success. Jon is very excited to help organizations manage their talent, drawing on his experience as an employee, leader, manager and mentor.

Email: jmalpass@performyard.com

Author's Posts

What is a performance gap? (And how can you close it.)

by Jon Malpass on July 18, 2018

The performance gap is one of the simplest but most overlooked business concepts out there. Miss it, and you could be putting the very survival of your company at risk.

Simply put, a performance gap is the difference between intended and actual performance. This can happen at any level of the organization. For example there can be a performance gap with one particular salesperson who doesn't hit their target, with an entire sales team who falls short of the goal, or with the sales process itself not responding promptly to requests.

Performance gaps are a real problem and you'll need to bridge them if you want to stay profitable long after the competition has come and gone. Let’s take a look at a few common causes for performance gaps and how to avoid them altogether.

Read More

Should you test your performance management process?

by Jon Malpass on May 22, 2018

When your top HR VP publicly speaks out against your current performance management process, you know it's time for a change.

In fact, that's exactly what happened with Adobe’s Donna Morris when, jet-lagged and pressured by a relentless interviewer, she accidentally told one of India’s biggest newspapers she wanted to scrap their performance management system. It was a major slip-up, but one that ended in Adobe’s epic performance management transformation.Truth is, most of us can "feel it" when our performance management system isn't up to snuff. But how to you turn a hunch into insights you can act on? One word: Testing.

Testing gives you the real-world data to back-up your performance management decisions and create a system everyone can be proud (and loud) about.

Read More

The Pros and Cons of 360 reviews

by Jon Malpass on April 5, 2018

There are times when a performance appraisal does just the right thing and times when it just makes matters worse.

Done right, a 360 review can be a smart and simple way to tighten the ship for smooth sailing. Done wrong, your 360 review may feel more like stirring the pot and can have some serious unintended consequences on your team's confidence and productivity.

Here's how to sidestep the pitfalls and make your 360 review a great experience for everyone.

Read More

Applying Psychology 101 to Performance Reviews

by Jon Malpass on June 19, 2015

For many college students, the introduction to psychology course can be one of the most popular classes on campus. Even though you might not have gone on to be a psychologist, what you learned in PSYC101 can still be useful as a professional.

Read More

Topics: Performance

Onboarding: Start Your Retention Strategy on Day One

by Jon Malpass on July 15, 2014

The first day at a new job is stressful. The pressure to start off on the right foot and make a great first impression can be intense. Right or wrong, on the first day it can feel like there’s a lot on the line, and on top of it all, it is all packed into a busy first day schedule.

While new employees realize the importance of having a great first day, many companies miss the opportunity to make a great first impression of their own. This isn’t to suggest that effective onboarding ends on the first day. On the contrary, onboarding exercises should continue throughout the first year, and then transition into your long term employee growth, productivity and retention strategy.

Read More

Topics: Performance

Strategic Planning: Be Ready for a Rollercoaster Ride

by Jon Malpass on May 19, 2014

Amusement parks have something for everyone. When it comes to planning your trip to your favorite theme park, though, that fact can be a gift and a curse. There’s a good chance folks will have fun, but the more people that you drag along with you, the harder it can be for everyone to do everything that they want to do.

The second you get through the gates and into the park, people get separated, heading off to do their own thing. A few people want to go to the water park, the kids can’t get enough of the bumper cars and you just want at least one ride on a roller coaster.

Read More

Topics: Performance

About this blog

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

Subscribe to Email Updates

Recent Posts