Performance Management


Developing High Potential Millennial Leaders – Building Executive Bench Strength by 2025

Blog | Author: Charlotte Hughes | Source: HCI | Published: 2 days ago

In the next 5 years, millennials will make up half of the US workforce. Surveys indicate two thirds of this growing talent pool plan to leave their organizations within the next 3 years.  Engaging and retaining high potential millennials in particular is a high priority to ensure a pipeline of leaders to drive future company growth.  

Read more

Today's Lesson: Social Learning

Article | Source: Bloomfire | Published: September 14, 2015
Check out this infographic to learn more about the trends in social learning and how it can make collaboration easier, allow work to be done more efficiently, and to satisfy both employees and customers. Read more

Giving New Leaders an Edge

Blog | Author: International Coach Federation | Source: HCI | Published: August 25, 2015

For first-time leaders, finding the right support early in their transition to a new role can make the difference between failing and thriving. 

Read more

Performance Review – No, There is NOT an App for That!

Blog | Author: Bill Catlette | Source: HCI | Published: August 18, 2015

There are several reasons that pressure to eliminate or make significant process changes to performance appraisals has built up over tha last several years. Among the reasons that this topic has reached a boiling point is the much documented dislike by all parties involved.

Read more

The Mid- Year Review Process – Some Suggestions to Make It Better

Blog | Author: Fabio Malagisi | Source: HCI | Published: August 13, 2015

It is August and I’m sure many of you are busy working on mid-year reviews. If you are anything like me, you loathe this process, where you are forced to offer feedback confined in a company matrix and spend more time filling out forms and going through long approval processes than actually talking to your employees. I think we’d all be better off without the formal processes and instead putting our energy toward continuous coaching. However, I know as well as anyone that we don’t always have a choice as many companies require this, so for those of you are that are working through this now, here are some suggestions to make this process a little more meaningful for yourself and most importantly, your team.

Read more
Syndicate content