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 It may seem safe and comfortable to stick with the familiar, but holding on to an outdated process may be hurting you more than you think.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
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 things to consider before filling out your self-assessment.
Goldman Sachs, one of the world's leading financial firms, is yet another Fortune 500 company to overhaul its performance management process.
Starting your first 360-degree review may seem overwhelming, but it’s easier than you think. Keep these steps in mind to facilitate a smooth transition.
Recent research from Deloitte showed that 58% of companies thinks that their current performance management process is a complete waste of time. Learn how to get it done the right way.