We are implementing a project to evaluate jobs. Naturally, people are nervous. Many think the company is trying to find out who is underpaid or overpaid. (That’s not the case; this is simply a long-overdue project.) But people remain skeptical. How can we convince them the evaluation is not being done in preparation for cutting jobs?
How can I get my managers to complete performance reviews in a timely manner? Their approach is pretty scattershot and that makes it hard for us to evaluate talent.
Which appraisal system is best suited to our use of SMART goals, in which the exercises vary from project to project?Read More
Performance measurement and process improvement must go hand in hand for any organization intent upon creating competitive advantage.Read More
If HR behaves as “internal police,” it loses credibility with managers. There are better ways to monitor how appraisals are done.Read More
How do we prepare a performance management plan that utilizes "management by objective"? What are some key advantages to this structure, as well as potential pitfalls?
How should a new manager approach employees who aren't doing their jobs? All of our employees have job descriptions and written job expectations, yet many come up short when it comes to meeting them. One is a diligent manager who tries hard to create an effective branch—and to help employees develop their skills for possible career advancement. We are concerned she may be overcome by frustration.Read More
Thursday, May 26, 2011 at 2 p.m. ET / 11 a.m. PT Some companies are moving away from traditional, often unpopular annual performance reviews and turning to other approaches for evaluating staff and giving workers more frequent feedback. Join Workforce Management senior writer Rita Pyrillis in a live chat Thursday, May 26, at 2 p.m. ET / 11 a.m. PT. She will share her perspectives on the topic and discuss her May 2011 cover story, "Is Your Performance Review Underperforming?"Read More
Some companies are moving away from traditional, often unpopular annual performance reviews and turning to other approaches for evaluating staff and giving workers more frequent feedback.Read More
Once-a-year feedback via the performance review isn't cutting it anymore, and employees should take note.Read More