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.
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.
Nowadays with so many solutions in the market, it can be difficult to know what to look for. When evaluating vendors, it’s helpful to keep at least two things in mind: a picture of what your ideal performance management solution will do for your business, and building a relationship with your vendor, as you will need their support throughout the entire process.
The season for performance reviews is here and you’re probably wondering what you’re going to say in your self-assessment. It encourages you to think about your accomplishments, as well as areas for improvement. If you don’t know how to write a self-assessment, we’ve put together a few examples for you.
It’s never easy to go through the performance review process, but when done properly it can derive a lot of value for you, your manager, and your company. By turning the feedback you receive into goals you can be more focused in your work, advance your career, and develop professionally.
When selecting a performance management system, the difficult part is knowing which one is right for your organization’s size, culture and needs. Writing a solid request for proposal (RFP) allows you to define your objectives, gaols, budget, key stakeholders and a well-thought out timeline before going into these conversations.
Traditional performance reviews simply don’t fit in today’s agile work environment. Learn what to avoid and where to start with creating engaging reviews processes that drive performance.
A new trend has emerged whereby companies and HR departments are shifting towards a more holistic People Enablement approach. Instead of a steady progression along a role-based pathway, leading organizations are shifting toward a model that empowers individuals to acquire valuable experiences, explore new roles, and continually reinvent themselves. Find out why People Enablement is here to stay.
With 2018 behind us, it’s time to think about what we can look forward to in 2019. The world of work has been going through some massive changes: from the rise of the gig economy, to increasing use of artificial intelligence, and the scary fact that 85% of the jobs that will exist in 2030 haven’t even been invented yet! How can one prepare for the unknown? Before you start thinking about how you will reskill, here are the top 4 trends you should watch in 2019.
Onboarding may not have been on your radar until just recently. Did you know what an important role it plays in the employee experience? If done right, you can even create brand ambassadors out of your new joiners. Here’s why you should start paying attention to it.
1-on-1s are fairly simple: just take 1 hour every two weeks for each team member and have an informal conversation about engagement, workload, team dynamics, performance and learning and development.