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Performance Appraisals

All I Ever Needed to Know About Performance Management I Learned From Little League Baseball

April 16, 2010
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Commentary: You can learn things from big-name management gurus, but coaching a bunch of scrappy 9-year-olds is a smarter play. They can really show you what it takes to develop high performance players—on a sandlot or in your workplace.
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<i>Dear Workforce</i> When Should Organizations Use 360-Degree Feedback

April 13, 2010
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We are getting set to formalize our review process. How do I know if 360-degree performance appraisals are right for our company?
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<i>Dear Workforce</i> What Should We Do With Subpar Managers?

March 16, 2010
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How could we develop a set of solid competencies for our managers? Our goal is to measure performance in a methodical, ongoing fashion, paying special attention to developing low performers.
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The Last Word Accentuate the Positive

February 18, 2010
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Focusing on what people do right is the way to get more of what's right out of them.
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Employee Engagement Workers Want FeedbackEven if It's Negative

February 18, 2010
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The best way to drive employee engagement is for managers to accentuate the positive in employee performance. The second best engagement approach is to focus performance discussions on employee weaknesses. Worst choice: Give no feedback at all.
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<i>Dear Workforce</i> We Are Ready to Unfreeze Pay. How Should We Start

February 16, 2010
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We are in the process of contemplating lifting our current wage freeze for 2010. The issue is that our employees have staggered review dates. What is the best way to lift the wage freeze equitably so that is fair to all employees?
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<i>Dear Workforce</i> What Is a Reasonable Level for Employee Engagement

February 16, 2010
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While recognizing that it will vary between industries and indeed countries, how should our organization determine a reasonably satisfactory level for employee engagement? In particular, how do we get serious about driving engagement higher, and measuring its impact on our employees’ morale/satisfaction, as well as our business?
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Why Integrity Doesnt Drive Performance

January 19, 2010
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Commentary: If you want a performance management process to reinforce or build cultural values at your company, you’ll need more than lip service to those values. You’ll need to make some current team members a little uncomfortable with your view of values, and possibly even make them think that they don’t belong at your company.
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<i>Dear Workforce</i> Is Our Forced Ranking System Still Valid

November 17, 2009
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How is the economy affecting the use of forced ranking? Our company is trying to figure out whether we should use it to address some internal issues regarding performance and succession. Is there a recommended minimum number of employees against which a “forced” performance rating distribution should be applied? Alternatively, what other strategies could we use in place of forced ranking?
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