For any employee, dips in performance are inevitable. The challenge therefore, is to help them. In order to identify performance issues in time, you need to ensure you have a strong feedback culture so that you have the proper foundations to have the conversation.
As HR, you know an important part of company culture is ensuring there is clarity and alignment across the board. So how can you support the company in creating alignment between individuals, teams, and overarching company objectives? One way to do so in line with the performance management process, is goal setting, using the popular methodology: OKRs.
Even if you have your own HR budget to invest in new tech, to introduce a successful change you first need to gain complete executive buy-in. If you can convince your executive team that your solution will have a positive impact on your results, they’ll “buy-in” to your plan.
Choosing the performance management system that’s right for you is never easy, particularly when it comes to driving adoption. That’s why it’s critical that your adoption plan takes into consideration people’s mindsets, and your company culture. One way of improving your chances of success is to look for a vendor that is focused on successful adoption.
The ability to track and measure your people’s performance with hard data is a real privilege of today’s HR landscape. While it’s not really necessary to collect terabytes of data, it is critical you at least have enough information to strategize and optimize your people processes. Here are the top five metrics your performance management system should help you track.
In the era of job hopping, employee engagement is your key to creating a culture that attracts and retains the right candidates. So if you want to ensure your employee engagement is strong, add these 7 steps to your strategy.
Even if your business isn’t ready to completely ditch the performance review, regular performance check-ins are a valuable addition to the performance management process. Here are a three benefits your company will experience by supplementing your review cycle with check-ins.
The annual performance appraisal is no longer the appropriate way to enhance today’s work environment. Instead, employees expect to receive helpful feedback straight away. By using real-time feedback and regular check-ins, you can support more consistent professional development.
Giving feedback may associated with the thought of having a difficult conversation. That’s why it’s important to develop good conversation skills, to develop a resilient feedback culture.
Traditionally the performance management process has been HR’s responsibility, but it can be difficult to know where to start to build one that fits your organization’s unique needs. Discover Impraise’s three most common strategies to develop a successful performance management process.
Managing people is a skill that comes naturally to some, while others have to work hard to master it. Being able to assess an individual’s ability to manage others successfully, is especially important from an HR perspective. To make this simpler, we have listed the 4 key things successful managers have in common so you know what to look for in your next round of interviews.
While your department may have to kickstart your new feedback culture, what you want is for your employees to eventually take ownership. When you’ve reached the point that employees are keeping your feedback culture alive and vibrant on their own, your company will experience the full benefits:
Almost everyone is hesitant when completing a self-assessment. Is it better to be critical or promote the job you've done? Read this article for the top 5 things to know about self-assessments.
Self-evaluations are an important part of the performance review process. You need to ask the right questions to prompt reflection and provide some guidance. Here are our top 18 examples.
Marie Gould Harper, Program Director at the American Public University shares her opinion on how HR departments can help make the performance management process more valuable for managers and employees alike by looking at team and project outcomes, not just individual performance.
Leadership skills are not the same as management skills. Leadership is a lot about trust while management is mostly about coordination and controlling of processes and people.
There are many challenges that all managers face. We’ve compiled a handy list of these challenges with tips on how to combat them, become the best manager possible, and support your team on their way to success.