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Stop Chasing HR Trends, Do This Instead

by John Courtney on April 17, 2018

Amy is an HR manager at a firm that isn’t tanking but isn’t exactly succeeding with flying colors either.

The company’s performance management system was outdated when Amy became head of HR four years ago. Since then, Amy has updated the system twice and swapped it out entirely three times. And for the time, money and energy it takes to get a new system up and running, it hardly seems worth it.

Amy’s problem might not sound unfamiliar. In fact, a large survey of organizations from Deloitte found that 89% of respondents either recently changed their performance management system or planned to in 18 months. Only 10% of the firms surveyed thought that their performance management system was "excellent" and succeeded in driving employee engagement and high performance.

Clearly, a change is in order. But is testing yet another performance trend really the answer?

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How can performance reviews support diversity and inclusion?

by John Courtney on April 12, 2018

Ask any HR expert and they'll tell you the performance review process has two main goals — employee accountability and employee development. But that's not the whole story. A truly great performance review strategy will also drive inclusion.

Inclusion and performance go hand in hand. In fact, experts like Bernadette Dillon, Inclusion Specialist and Director at Deloitte, report that companies with an inclusive culture are “twice as likely to meet or exceed financial targets” and eight times more likely “to achieve better business outcomes.”

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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.

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Are you asking the right performance review questions?

by Ben Hastings on April 3, 2018

At least half the pain of the performance review are all the questions that come with it. Most performance appraisals look like a dull, thick stack of paper reminiscent of a standardized test. There are so many questions packed in that any good ones get lost in an avalanche of bad or pointless ones.

Why do so many performance review questions miss the mark? In short, because the mark is hard to hit. Asking a question might seem simple but when you’re searching for a deeply insightful answer you need to use an even more insightful question.

There is both an art and science to nailing your perfect set of performance review questions, and while a quick Google search will yield tons of generic sample questions, it’s unlikely any of them will truly fit your unique business or team. But asking the right questions in your performance review means a lot to your employees and your bottom line. Good questions can improve work relationships and spur your people into actively solving problem for your customers.

To start learning about how to ask the right performance review questions, let’s break things down bit by bit. First, we’ll look at how to ask good questions in general. Then we’ll look at how to craft great performance review questions.

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From KPIs to OKRs: Your Quickstart Guide to Performance Acronyms

by Ben Hastings on March 27, 2018

When it comes to performance metrics, the business world loves a good acronym. KPI, KRI, KRA, OGSM, OKR and so many more swirl in and out of the business zeitgeist — it can easily become more confusing than helpful.

No one wants to be surprised by a new acronym during an important performance meeting, so we’ve compiled handy list of the most popular ones and added a quick, plain-english explanation of how to use them.

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Should Employees Score Their Managers? (Googlers Do)

by John Courtney on March 22, 2018

The idea of upward feedback, or employees giving managers feedback, is on an upward trend. And how do we know it's an upward trend? Because Google's doing it.

Google releases a 15-question/statement, mostly quantitative survey asking employees to rate their bosses. They base their questions on the eight factors they’ve seen consistently in their mostly highly effective managers — things like being a good coach, taking a personal interest, and being a good communicator and listener.

That might sound fitting for a company whose slogan is "Don't be evil", but does it make sense for everyone?

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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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