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.
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.
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.
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.
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.
Are you wondering how on earth you’re going to get the annual performance review crossed off your to-do list? Here are our top tips to make them more efficient and stop dreading them.
59% of office workers feel performance reviews have no impact on how they do their job. For something which takes up a lot of time and energy, it’s simply not seen by many as something worth doing. Is it time for you to redesign your performance reviews? Here are 7 considerations to keep in mind.
Performance reviews are valuable for both the employer and the employee. They provide an opportunity to assess performance, goals and objectives and also to plan for the future. Yet, despite the benefits, they are almost always universally despised by both managers and their reports alike.
Thinking about revamping your performance review process but aren’t sure if it’s the right time? It may seem safe and comfortable to stick with the familiar, but holding on to an outdated process may be hurting you more than you think.
Here we’ll explain how performance reviews got such a bad rap and why it’s necessary to overhaul the process and rebrand it for your workforce.
Objectivity is the most important part of having an effective performance appraisal system. Unfortunately, this isn’t always the case.
Just like Mondays, everyone hates performance reviews. Find out what your employees actually want and how to deliver.
Checking in with your team-members doesn’t have to be a long, drawn-out or difficult process. It’s an easy day-to-day practice which can be integrated with your daily workflow.
The feedback in a 360 review is about spotting strengths, and possibly weaknesses, which are used to plan personal growth and map specific paths for development.
Morgan Stanley, the American multinational financial services corporation, announced that it would be removing the long used 5 point scale to determine employee performance