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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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5 Personalities in Every Team (and How to Coach Them)

by John Courtney on March 14, 2018

If you’ve ever received career counseling, you’re no stranger to the many personality tests out there. At this point, it feels harder to avoid the Myers-Briggs than to take it.

And actually, that makes sense. Humans naturally want to build patterns out of the information we take in, in order to make faster, easier decisions about how to adapt and thrive in our environments.

If you're looking for ways to help your people adapt and thrive in your shared work environment, it can definitely help to know a few things about who they are and how they tick.

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Want Great Employees? Give them Great Jobs.

by John Courtney on March 8, 2018

We've all met the star performer who resigned shortly after being promoted.

For most of us, we see situations like this as wasted potential or a massive missed opportunity (and yes, it is both those things), but the truth is managing a team involves a very different set of skills than being an individual contributor — and just because a specific role or promotion is considered the gold star of workplace opportunities, doesn't mean it's right for everyone.

Same goes for the employee with a stellar skill set who's walking around the office with eyes glazed over. If you're ready to make your employees feel switched on — even proud — to work for you, consider letting them decide what job is best for them. Not the other way around.

For most organizations, that's going to require a major change in thinking. But companies like Facebook, Walmart and Managed by Q are already making the shift and reporting big returns in terms of happier, more loyal employees and a healthier bottom line.

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A Real-World Guide to Employee Recognition

by Ben Hastings on March 6, 2018

No matter where you look, you'll find a conversation about employee recognition.

Pepsico CEO, Indra Nooyi made headlines when she revealed that she writes 400 letters per year to the parents of her senior execs. And in his trending LinkedIn article, Global CTO at DailyMail Online and Metro.Co.Uk, Oleg Vishnepolsky makes a strong but surprisingly simple case for employee recognition.

His story is barely 300 words in length, yet it illustrates with perfect clarity just how easy it is to get employee recognition right.

So why do so many of us still miss the boat?

Employee Recognition: Here's how some of our favorite HR experts define it

Don't get us wrong, we love tech, but HR is overflowing with it.

With tools for everything from sending automated birthday GIFs to doling out points on a Slack scoreboard every time someone restocks the toilet paper—let's just say, it's easy to lose sight of why these tools exist in the first place.

So what is employee recognition, really? Here's how some of our favorite HR thought leaders define it.

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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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