Millennials have a bad rap for being an entitled, job-hopping generation. Is it possible that companies are behaving as though they are entitled to loyalty they no longer deserve – from any generation?
Today’s employees are autonomous, connected, and efficient, so how can companies provide them with learning initiatives that address their needs while also driving bottom line growth? Brett Wilson, Principal, Thought Leadership ...Read more
Leadership begins when you are able to lead from within. Once an individual allows inward fulfillment to be outwardly observed others will follow. Listen to retired Starbucks President, Howard Behar, as he shares lessons from his latest book, ...Read more
Learn how to encourage knowledge sharing, gather feedback, and pass along insights through digital/remote/e-coaching technologies, all without taking employees away from core functions.
Explore the human-centric and data-driven lessons learned from HCI's Performance Management Innovation Conference.
Is there a better way to look at performance management when ratings are so historically and intrinsically tied to compensation? Accenture thinks so, and is working to revolutionize the practice. In this HCI Keynote video, Rahul Varma ...Read more
We grow more when we believe in change, and our performance suffers when we don’t. A fixed mindset is the basic belief that your strengths and weaknesses are innate and immutable. A growth mindset combines effort and feedback as a means ...Read more
Are your talent management processes designed to cultivate performance and engagement, or are they focused on rigid compliance? In this HCI Keynote video, Elizabeth Blencoe, Melissa Davis, and Rhoda Milam of T-Mobile describe how this ...Read more
The annual review is out of step with modern organizations. Goals shift, strategies evolve, and teams change. In this HCI Keynote video, HCI faculty member Mark Hacker describes how the current trend toward agile performance management ...Read more
We have to deal with it once, twice and for the lucky ones even four times a year. It makes a small minority happy, a large majority upset and the overall organization better off, or so the theory goes. Yes, it’s the time of the season for performance evaluations. The nucleus of the meritocratic organization where the ‘good’ advance, the ‘challenged’ depart and the organization develops. Performance reviews just don’t take people into consideration.