Evaluations, Reviews & Appraisal

Are You Meeting Expectations Yourself?

You only need a simple, three point scale to evaluate job applicants as well as the performance of your present employees: “Will not meet expectations” or “Is not meeting expectations” “Will meet expectations” or “Is meeting expectations” “Will exceed expectations” or “Is exceeding expectations” Before you can do this though, you need a…

When Everyone is ‘Above Average’ No One Is

Note: This is the last of three articles dealing with managing performance and compensation in the post-ratings organization. Monday’s article discussed the broad issues raised when ratings are eliminated. Tuesday’s article presented the case for ratings. ———— Perhaps you have heard the following sentence described in a conversation about performance management, ratings, and…

You Are Rating Employees Even When You Say You’re Not

Note: This is the second of three articles dealing with managing performance and compensation in the post-ratings organization. Monday’s article discussed the broad issues raised when ratings are eliminated. Wednesday, the final article discusses ratings distribution. ———— Often, when bonuses or long-term incentives are distributed, complaints about “budget bottlenecks” can be observed. In…

What Do You Do After Ending Performance Ratings?

Note: This is the first of three articles dealing with managing performance and compensation in the post-ratings organization. The second article on bonus and comp distribution will post Tuesday. The third discusses calibration formulas. ———— Many early-adopter organizations who jumped aboard the train to abolish employee performance ratings are finding themselves on a…

Lifecycle Mastery: A Learning Culture is the Key to Getting Great Performance

This is part five of a six part look at how employers can master the talent lifecycle in a way that will help build a high performing workforce. Today’s post examines performance management. Previous posts are listed at the end of this article. ———— The point of performance management is clear — to…

Feedback By Tech Or Face-to-Face?

A common concern raised by HR and managers when they begin using a feedback tool is what kind of impact it will have on face-to-face feedback. Will it actually disrupt communication flows in the office, rather than improve them? As with all new technology, the benefits can be significant when integrated in a…

Here’s What’s Keeping You Up At Night

From concerns about how to motivate employees to meet company goals to worries over how to gain a “big picture” of company talent through data and analytics, a host of work-related issues haunted HR professionals in 2016, according to SilkRoad’s latest “What Keeps HR Up At Night?” report. Each year, SilkRoad aims to…

Feedback From A to Z

It’s no secret that feedback is a hugely important in the workplace. Giving and receiving useful feedback is a key part of both personal and organizational development. It impacts individual growth and allows people to work on self-improvement, whilst also pushing people towards organizational goals. We’ve put together a handy overview: all you…

5 Talent Management Trends That Are Changing HR

The new year brings new goals, new challenges and new trends in the still-evolving field of talent management. We describe below 5 talent management trends for 2017 based on insights from HR leaders globally, our NTMN research, experiences at our clients and discussions at the Talent Management Institute. In no particular order, we…

Managing Up: How to Bring Up a Difficult Issue With Your Boss

Note: This is a classic TLNT post on bringing up a touchy subject with your boss. During a coaching session, Whitney, a mid-level manager, told me that she wished her boss Liam had handled the situation differently. The “situation” was Liam not addressing Whitney’s counterproductive management style until Whitney did something that almost…

Here’s What Happened When Deloitte Dumped the Annual Review

This professional services organization tackles the burdensome problem of performance reviews with a program that provides more frequent opportunities to check in — with more effective results. Performance reviews are supposed to help employees stay on track, but at many companies they turn into a huge, time-consuming headache full of paperwork and tedious…

What Candy Crush Taught Me About Being a Good Manager

Business lessons can sneak up in the oddest of places. Even viral online games can give us insight into important organizational processes. I’m not afraid to admit it; I’ve been playing Candy Crush Saga off and on for a few months. For those unfamiliar, it is a highly addictive game where you work…

Do You Remember Everything You Did In 2016?

Recognize This! – Technology can help us look back at all we have done over the year, celebrating accomplishments and increasing our sense of meaning and belonging through work. The year’s end offers an excellent opportunity to look back at all of one’s accomplishments. Not merely for the sake of nostalgia, taking time…

Your Performance Management Process Has to be Uniquely Yours

A recent review of performance management methods asked the question: what do the best performance management processes have in common? After reading the paper and reflecting on my own experiences, I decided the answer to this question is “nothing and everything.” Nothing in common The best performance management processes have nothing in common…

Smaller Companies Are Just Better At Performance Management

Although my professional experience is in very large organizations, we now work with smaller clients. This work has helped to change my paradigm about those processes that organizations put in place to engage their workforce, and measure the progress of engagement. This revelation – that big companies try to mandate relationships between leaders…