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

BlogBlog

Do You Need Feedback on Your Feedback?

December 12, 2018 | Jenna Filipkowski | HCI

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.

ToolTool

How to Ask for Feedback

November 28, 2018 | Human Capital Institute (HCI)

Feedback is information about our efforts toward a goal. It is personal, but ultimately it is data to use.

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ToolTool

How to Give Feedback: Style

November 28, 2018 | Human Capital Institute (HCI)

Content and delivery are important parts of effective feedback. Use this questionnaire to assess the way you give feedback to others.

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How to Give Feedback: Techniques

November 28, 2018 | Human Capital Institute (HCI)

For feedback to be effective, one or more of the following would occur next: coaching, expectation setting, action planning, and reflecting.

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How to Receive Feedback

November 28, 2018 | Human Capital Institute (HCI)

To help build a feedback culture at your organization, use these five steps for receiving and responding to feedback.

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