Group items tagged

Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway

I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)

The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.

Interesting video on making a positive performance review instead of the more common negative focused review.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

"Don't scrap it, Fix it!"

Good article. I found many of these same alternatives in other reference material. And the author is correct on how many annual reviews become less productive than the daily interaction. We practice month one-on-ones at Amazon and often those feel like scripted messes instead of productive interactions, I find more practical advise in review the days problems like we had to after Saturday and the programming issue which impeded my workers for 45 minutes until an engineer could reset the robotic delivery field. Anyway, I agree that major changes need to happen before performance reviews become anywhere near as constructive as the type of conversation I had with my boss yesterday.

Should daily or weekly conversations about employees work - especially pats on the back for a job well done - replace the typical performance appraisal? Interesting read.

This is very interesting and I can understand where this article is coming from. There is a joke with the director of talent management because as she is busy overseeing goal setting, annual performance reviews, talent planning, etc. but the folks in her own department don't have goals! There is a big difference between understanding the value in something finding time to do the work yourself.

Performance reviews are almost always painful experiences for those giving and receiving them. Here are the 10 biggest mistakes that are made.

Something like this seems like it may be helpful for any industry and the person conducting the review or being reviewed.

Good common sense approach to setting the format for a positive performance appraisal.

It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

Some interesting points

Fun fact - this is actually the system my organization uses. I am on system administrator on the roll out and implementation of Cornerstone into our organization. This year will be the first year our employees are setting goals in the system so next year we will actually being doing performance reviews in the technology. We currently just have a paper performance review process, so using Cornerstone will hopefully be more efficient.

The term performance management often strikes fear in the hearts of supervisors and employees alike.

Having the right leader in place who sees that performance management is an ever evolving piece of the puzzle is the key to empowering employees to deliver their fullest potential.

Volunteer performance review. Is this typical? Are volunteers usually evaluated on any consistent basis- yearly, after so many times volunteering, or any other way?

The research shows authentic self-expression is the key component of high self-esteem.

Managers, not HR, must lead the charge to engage employees. Senior Management touts the value of employee engagement so why is the responsibility often delegate to the HR department?

And to add a little humor to the subject of performance appraisals ....

Love it, thanks for sharing!

Good Ol'Dilbert, a laugh when you need it most.

Level 5 Leadership

Never underestimate the quiet ones - they can have can have the biggest impact.

As I read this I was drawn to section on cognitive constructs. I found it very interesting and the openness of which the author references the need for future research makes me wonder if we are getting closer to understanding the cognitive sciences or just beginning to grasp how big this issue could be.

Good ideas for starting an onboarding plan and ideas to being. Will come in use as I develop a plan

Callie - good article - onboarding should start with the first click - I was reviewing my company's website today and for the career section, it's down until the 10th, not a good sign for those seeking opportunities with FFIC.

Seems easy enough...

I love the idea of 360's. This is one thing our company has essentially put on hold since financial times have been more difficult. It can be expensive to administer this type of feedback for employees, especially if it's a large organization. However, I believe getting feedback from your peers can sometimes be more important than your boss. Your peers are those who interact with you everyday and can truly provide a first hand perspective.

The "workforce of one" model of people management-sculpting work to fit every employee instead of...