Performance Management

Improve performance management with ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards

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.

Learn More about Performance Management with our Top Resources

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A Remedy for the “Underperforming” Performance Review

October 29, 2015 | Mike Ryan

If you are looking to do away with your current process completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare.


No Review, No Problem [Infographic]

October 21, 2015 | Jenna Filipkowski | Human Capital Institute

Performance management is THE topic for discussion for HR right now. Organizations are taking a closer look at their performance management processes and deciding what to keep, revise, or remove. Besides being the second most disliked activity by ...

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Manager Accountability is Pivotal to Successful Performance Management

October 15, 2015 | Vicki Foley, A.C.C., Carla Lorek

If the traditional, annual way of approaching performance management is not working and managers are not engaging their employees in regular performance and development discussions that they crave, how can we expect our employees to be engaged, perform well, and develop their potential? More importantly, what are organizations doing to make sure managers are held accountable for performance management and as developers of talent?