Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.
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Learn More about Performance Management with our Top Resources
Peter Drucker is credited with coining the phrase “culture eats strategy for breakfast”, referring to the importance of organizational culture for the success of a company. And since culture is derived from the leadership and employees, the assumption is that getting the best talent can ensure you create the best working culture for your business.
Now, what is that phrase regarding assumptions?
There’s a lot of work to do this year!
We’ve poured over responses from nearly 200 departmental business leaders and learning and development professionals who took the ...Read more
For too long organizations haven’t done enough to engage employees. With today’s workplace generational shift and changing business climate, companies need visibility into what keeps their best asset – their employees – engaged and productive.
If you’re like many of our members, your company is just coming out of yet another annual performance management cycle. And if you’re like most managers well, anywhere, you’re thinking wow, that took a lot of time and trouble. If you’re like a lot of employees, you’re bummed out about the whole experience you just had. And if you’re like me, you’re wondering… so… what did we get out of all that?
Imagine for a second that you approached your real-life relationships like companies manage their employees. You would only talk about your marriage with your spouse on your anniversary. You’d only recognize your ...Read more
Is human resources (HR) the organizational function that must lead when dealing with organizational change?
Or is managing change a fundamental leadership competency that a wide array of people from every function should have or develop? If that’s the case, should HR professionals themselves try to be change agents?
While answering email on Outlook, I got a popup asking if I wanted to proceed with archiving my old emails. I hit “Yes” with some reservation. Previously when I opted for this while trying to work, it slowed my use of Outlook down to a crawl and significantly reduced the speed of other programs, which caused my productivity to slow down as well.
Everything in our lives is getting closer to real time, and it’s time for talent management to make the transition, too. To give you a reasonable starting point, we suggest you focus on four key areas that you can ...Read more