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.
Recommended Performance Management Resources
Learn More about Performance Management with our Top Resources
Clarify the distinctions between change management and transformation, uncover and problem-solve common challenges for transformation, and explore how high-performing organizations approach learning.
Explore what exactly annual performance reviews get wrong and how that affects engagement, productivity, and the overall employee experience, what actually works when it comes to performance management, and actionable advice to start improving your organization's process and create performance reviews employees love.
Explore what a healthy feedback culture looks like and how to implement one in your organization, how the generosity gap in evaluating others can impact your company, and what happens when you avoid giving hard feedback and the one thing you need to get right in order to overcome this barrier.
Giving quality feedback can cause intense anxiety and receiving feedback gracefully is one of the hardest things to do. We want to be liked, after all. We want to appear as though we are competent in everything we do.
Discover techniques to become a leader or team member that asks for and welcomes feedback, how to accept feedback that ensures you continue to receive it, and ways clients have successfully come out from behind themselves by fearlessly implementing a continuous feedback model.
In our most recent Talent Pulse report, we found that 29% of organizations are moving from an annual performance review to a continuous feedback approach. This is great news as supportive, nonevaluative, timely, and specific feedback helps people achieve their goals at work. Yet our research shows that we all can get better at giving, asking for, and acting on performance feedback.
Explore how to avoid complication when getting away from traditional performance ratings, how to address compensation in the most modern work world, and how to identify potential incentive problems.
Explore why you should stop measuring participation in performance management and start measuring actual performance, how to get past “continuous” and into real-time feedback, and how data ties together goals, feedback, coaching, recognition and engagement.