employee-performance-review 
Professional Alternatives
JULY 2, 2020
The COVID-19 pandemic has changed many things, including how performance reviews are conducted. How can you evaluate the performance of your employees at such a critical time since navigating the impact of the Coronavirus? Tips for Virtual Employee Performance Reviews. . 1) Think About Your Purpose.
DecisionWise
APRIL 19, 2024
With even a basic Google search you will find numerous articles and blog posts that offer practical advice on how to conduct a performance review. But what about those times when you are conducting a performance review for someone who is already a leader or manager in your organization? How or why?
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EmployeeConnect
OCTOBER 16, 2022
An employee performance review is a crucial HR activity that aids employers and employees in identifying potential for growth and enhancing performance. Businesses embracing continuous performance appraisal outperformed the competition by 24% more frequently. . Why are Performance Reviews Important?
15Five
FEBRUARY 5, 2021
Now, when was the last time you felt that way after a performance review? It’s no secret that performance reviews have gotten a bad rap in recent years. When done right, reviews can inspire the same motivation and drive in your workforce as that conversation did for you. But it doesn’t have to be that way.
Advertiser: Paycor
Nothing motivates employees more than a great boss. Creating consistent employee management practices help create a positive workplace culture and improve key performance outcomes across the board.
15Five
MARCH 9, 2021
Performance reviews aren’t simply a time to discuss performance. It’s a valuable development conversation that can uncover an employee’s unique strengths, align them with the company’s mission, and empower continuous development. Uncover your employees’ top strengths. But that’s no simple feat.
15Five
MARCH 3, 2021
For managers, helping employees map out their career goals and uncovering opportunities to lead them in the right direction isn’t easy to do during casual, weekly one-on-ones. So instead, we recommend conducting frequent performance reviews. Identify your employees’ strengths and seek opportunities to hone them.
Speaker: Dr. Robert Sniderman, President of The Entrepreneurial Edge, Inc. and HRFocus USA.
Research and feedback on traditional performance management systems indicates that the parties involved do not find the process valuable. Employees who receive “positive” performance reviews complain they are not good enough and employees that receive “negative” performance reviews complain they are inaccurate and not good enough.
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Traditional performance reviews aren’t working for employees (1 in 5 admit they’d rather call in sick than have one) and nearly 90% of business leaders are currently reevaluating their approach to performance reviews. The way we evaluate and develop talent is broken.
Speaker: Jo Weech, CEO & Primary Consultant, Exemplary Consultants
Since “Constant Change is Here to Stay”, why is it that the Annual Performance Review is holding its own after nearly a century of being in existence? In the 1950s, the US Government instituted the Performance Rating Act, whereby government employees could be rewarded for their work with bonuses and accolades.
Speaker: Jordan George, Director, Leadership & Talent Development
Each of these scenarios is but a minor annoyance in contrast to the most dreaded terror of all: the annual performance review. Despite its prevalence in the workforce, the traditional annual review process is notably, almost comically flawed. And it’s not just leaders that can’t stand them – employees hate annual reviews, too.
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Performance reviews are a proactive way to engage with your employees, provide clear communication about expectations, and acknowledge them for their hard work. We put together this checklist to help you evaluate your current performance review process and equip managers with the right tools to perform individual assessments.
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Traditional performance reviews aren’t working for employees (1 in 5 admit they’d rather call in sick than have one) and nearly 90% of business leaders are currently reevaluating their approach to performance reviews. The way we evaluate and develop talent is broken.
Speaker: Angie Wideman-Powell, Director of Human Resources, ClearCompany
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges. July 11, 2019 11.00
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
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