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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.


Author's Posts

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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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.

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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.

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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.

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Topics: Performance

Not All Positive Feedback is Created Equal

by Jon Malpass on April 22, 2014

The carrot or the stick. Teaching a behavior is often a combination of feedback that rewards desired actions and punishes undesired outcomes. While this is an easy concept to understand, not all reinforcement is effectively delivered.

This is especially true in the workplace where recognizing a job well done is an important part of a high performance culture. Not only does it boost morale, it also helps define the behaviors and outcomes that your company values. However, if it isn’t done right or with the right frequency, your positive feedback might not be making an impact.

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Topics: Performance

It Takes a Village to Manage Talent

by Jon Malpass on April 15, 2014

Managing talent in any organization is a large undertaking with many roles and inputs. In other words, to paraphrase the African proverb once made famous by Hillary Clinton, “it takes a village” to make a talent management process work well.

In a useful talent management process, from the top to the bottom of an organization, no matter how big or small, there is a job for everyone. By including multiple perspectives and areas of expertise, inputs from executives and HR can be complimented and enhanced by the experience of line managers and employees that are immersed in the day-to-day work of your company.

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Topics: Performance

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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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