Expert insights. Personalized for you.
Recorded Wednesday October 29, 2014. This week on the HR Happy Hour Show, Steve and I were joined by Linda Jonas, International traveler, and Director of Marketing for Small Improvements , an HR technology provider of tools that provide a simpler, easy to use, and more engaging approach to performance management, workplace feedback, 360-degree reviews, and more. Hosts: Trish McFarlane , Steve Boese. Guest: Linda Jonas. MORE
The rest in football (soccer) is a lot of things like training facilities, the size and quality of the field, tactics, medical staff, fans, coaching staff and of course the manager (which is equivalent to the CEO). What about manages, leaders and CEO’s of companies? MORE
Vic Buzachero, corporate senior vice president, innovation/HR/performance management for Scripps Health. You can identify your hospital’s champion physicians, nurses, and staff and use them to educate and coach the others.” by Derek Irvine. Recognize This! MORE
Sixty percent of best-in-class organizations consider employee recognition extremely valuable in driving individual performance. Yet the report goes on to say that “only 14% of organizations provide managers with the necessary tools for rewards and recognition.” MORE
You’ve heard of actors “phoning in” a performance—just going through the motions without making much of an effort. The result is usually pretty dismal: a performance that lacks meaning or merit. Well, performance reviews are no different. MORE
When most of us hear the term “performance management,” we think of performance appraisals , mentoring, employee learning and development —all of the things that happen well after we hire people into our organizations. MORE
HCM practitioners such as CHROs, CLOs, CTOs, VPs, directors, and managers will find value in the show’s ability to provide current research data laced with rich perspective that they can use in discussions with their internal organizational leaders. MORE
We will be attending the HR Technology Conference in Vegas from October 7-10th, 2014 to showcase 7Geese and how our hundreds of customers use it to do continuous performance management. We will be previewing our newest feature called Cycles that’s designed to help companies move away from annual reviews to continuous performance management. Performance Management hr tech conference MORE
The rest in football (soccer) is a lot of things like training facilities, the size and quality of the field, tactics, medical staff, fans, coaching staff and of course the manager (which is equivalent to the CEO). What about manages, leaders and CEO’s of companies? MORE
“All leaders do some coaching. If nothing else, they offer input through performance reviews. Frequent reviews , feedback , assessments and mentoring are all essential to good performance management and boosting employee productivity. MORE
Work is happening in real-time and employees now expect real-time feedback to achieve their objectives and to improve their performance. Everyone seems to agree that traditional performance reviews are broken but how do you create a more continuous performance management process in your organization? Below is a list of the functions of the performance review and how you can make them more continuous. MORE
Over the last 20 years, organizations have redesigned, reworked, and revamped performance management time and time again. They’ve tried different rating models, feedback tools, manager coaching, recognition programs, continuous performance management, and more. MORE
Aubrey Daniels , the clinical psychologist who is often called “the father of performance management,” believes the performance appraisal process is flawed and in need of radical change at many organizations today. MORE
Is "making teams better" the new holy grail of performance analytics? More quantitative attention is being paid to how well players improve the in-game performances of their teammates. Indeed, how can the coaches improve the TQ—Teamness Quotient—of their players’ performances? MORE
Why It is Time to Rethink Performance Reviews The RiseSmart Team Thursday, October 16, 2014. If you want a high-performance organization, you have to reverse the destructive effects of conventional performance management [KP1]. MORE
Management. Coaching & feedback. Performance Mgt. A system of performance management, including objectives and key results. Performance Management. Ninety-two percent of companies don’t think their performance management process is worth the time they are spending on it—they find it complex, burdensome, and not doing what it is supposed to do. MORE
Bad managers are the number one reason employees quit, but good managers have the power to drive results. With these kinds of results on the line, who wouldn’t want to give their managers the tools they need to become great at their jobs? MORE
How does a business assess the effectiveness of their management? There is a CEO and a set of executive officers managing the core and the administrative functions of the business. Which managers have the best safety records, the best customer satisfaction, and the lowest absenteeism? MORE
Are you watching the 2014 winter Olympics? Everyone can get behind their country’s favorite medal winners, but what really creates exceptional athletes is phenomenal coaching. The same principle applies to how managers inspire successful employees. MORE
Attention managers and team leaders! Instead, he says, leaders should remember that they’re in a position to provide useful support, guidance, mentoring and coaching —but only by treating others as their equals. MORE
Even with modern orientation and on-boarding practices, performance evaluations, management training sessions, and a solid reward system, it can still feel like a cold, sterile environment, as opposed to one that fosters engagement and growth. Many managers can’t answer these questions. MORE
You can’t have a performance management system without someone that oversees the everyday happenings around the office. However, just because the organization’s management has a hand in the performance of their employees doesn’t mean that’s where the buck stops. MORE
of the organizations represented by our response pool conduct performance appraisals! of respondents believe performance evaluations are not a good idea and would like to see them abolished altogether. Performance evaluations are conducted annually for 4.8% manager level, 26.3% MORE
The holidays are a good time to think about remodeling and since it''s hoops season, I think it''s time to have a room - to be named later - which includes portraits of basketball coaches absolutely losing their *. At Kinetix , we have some themed conference and breakout rooms. MORE
A couple of weeks ago, we published a post examining the myth that everyone hates performance reviews. It referenced a study that looked into how people respond to receiving negative feedback in a performance review. But the fact remains … negative feedback is an inevitable and invaluable part of performance reviews. After all, managers need to let their direct reports know where and when they’re missing the mark. MORE
“Talent management? Globalized HR & Talent Management. Fix Performance Management. Performance Management. Managers still the weakest link in organizational performance. Copyright 2014 Deloitte Development LLC. TA Program Management. MORE
Will more openness cause managers to be more cautious and risk-averse in their pay decisions? Enter Exhibit 2: The "Blowing Up Performance Appraisal" Movement. Pay-for-performance in organizations that have elected to kill performance ratings is necessarily different. MORE
As we reach the end of 2014, we take a look back at some of your favorite articles. 2014 Employer Holiday Practices Survey (Slide Show). Today, things not to include, plus an introduction to a timely BLR Bootcamp on performance management. MORE
In yesterday’s Advisor , we presented some of the results of our 2015 Performance Management Survey; today, the rest of the results, including the role of HR and the top five errors supervisors make. Performance Appraisals. Performance review software is not an option for 63.4% MORE
It offers employers this piece of sage advice: “When it comes to sustaining star talent, think like a good coach: Once you land top performers, you must motivate them to stay—and continually raise their game.” They don’t wait for annual performance reviews to roll around to talk turkey. MORE
Emelo is president of mentoring and collaboration software company River; Simeon is director, HP Global Performance Management. HR had formal performance processes at midyear and year-end, but where was the training? Coaching. Performance support. MORE
You''re a manager. Employee Relations Performance Management I know, it''s simple. But I got in thrown in my face yesterday, and it was a good refresher. Sometimes you have to course correct with people who work for you. MORE
As we reach the end of 2014, we take a look back at some of your favorite articles. Today, things not to include, plus an introduction to a timely BLR Bootcamp on performance management. The 10 Sins of Performance Appraisers. MORE
Let’s presume for this moment that you have hired your employees wisely — they have the skills, experience and behaviors necessary to perform the required tasks. Now you need to have a plan in place that can support the employee to raise his performance. MORE
"Collaboration is a key driver of overall performance of companies around the world. As a general rule, global companies that collaborate better, perform better. Those that collaborate less, do not perform as well. His management career is finished.at MORE
High-impact HR has caused a radical shift in the way performance is being measured and managed in order for companies to be able to attract, engage, and develop their top performers. Evolution of a new performance model is a process of continuous innovation. MORE
Emelo is president of mentoring and collaboration software company River; Simeon is director, HP Global Performance Management. You don’t start out by saying, “We’re going to get rid of our LMS (Learning Management System).” Thursday, December 11, 2014. MORE
Reviewsnap
JULY 29, 2014
When most of us hear the term “performance management,” we think of performance appraisals , mentoring, employee learning and development —all of the things that happen well after we hire people into our organizations.
The HR Capitalist
DECEMBER 23, 2014
The holidays are a good time to think about remodeling and since it''s hoops season, I think it''s time to have a room - to be named later - which includes portraits of basketball coaches absolutely losing their *. At Kinetix , we have some themed conference and breakout rooms.
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The HR Capitalist
DECEMBER 10, 2014
You''re a manager. Employee Relations Performance Management I know, it''s simple. But I got in thrown in my face yesterday, and it was a good refresher. Sometimes you have to course correct with people who work for you.
Reviewsnap
MARCH 10, 2015
You can’t have a performance management system without someone that oversees the everyday happenings around the office. However, just because the organization’s management has a hand in the performance of their employees doesn’t mean that’s where the buck stops.
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Bersin with Deloitte
APRIL 17, 2019
Over the last 20 years, organizations have redesigned, reworked, and revamped performance management time and time again. They’ve tried different rating models, feedback tools, manager coaching, recognition programs, continuous performance management, and more.
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HR Daily Advisor
DECEMBER 19, 2014
As we reach the end of 2014, we take a look back at some of your favorite articles. Today, things not to include, plus an introduction to a timely BLR Bootcamp on performance management. The 10 Sins of Performance Appraisers.
7geese
OCTOBER 22, 2014
Work is happening in real-time and employees now expect real-time feedback to achieve their objectives and to improve their performance. Everyone seems to agree that traditional performance reviews are broken but how do you create a more continuous performance management process in your organization? Below is a list of the functions of the performance review and how you can make them more continuous.
Cornerstone On Demand
DECEMBER 10, 2014
Let’s presume for this moment that you have hired your employees wisely — they have the skills, experience and behaviors necessary to perform the required tasks. Now you need to have a plan in place that can support the employee to raise his performance.
All Things Workplace
NOVEMBER 24, 2014
"Collaboration is a key driver of overall performance of companies around the world. As a general rule, global companies that collaborate better, perform better. Those that collaborate less, do not perform as well. His management career is finished.at
Achievers
FEBRUARY 19, 2014
Are you watching the 2014 winter Olympics? Everyone can get behind their country’s favorite medal winners, but what really creates exceptional athletes is phenomenal coaching. The same principle applies to how managers inspire successful employees.
|
RecognizeThis!
NOVEMBER 24, 2014
Vic Buzachero, corporate senior vice president, innovation/HR/performance management for Scripps Health. You can identify your hospital’s champion physicians, nurses, and staff and use them to educate and coach the others.” by Derek Irvine. Recognize This!
HR Daily Advisor
NOVEMBER 21, 2014
As we reach the end of 2014, we take a look back at some of your favorite articles. 2014 Employer Holiday Practices Survey (Slide Show). Today, things not to include, plus an introduction to a timely BLR Bootcamp on performance management.
HR Ringleader
NOVEMBER 3, 2014
Recorded Wednesday October 29, 2014. This week on the HR Happy Hour Show, Steve and I were joined by Linda Jonas, International traveler, and Director of Marketing for Small Improvements , an HR technology provider of tools that provide a simpler, easy to use, and more engaging approach to performance management, workplace feedback, 360-degree reviews, and more. Hosts: Trish McFarlane , Steve Boese. Guest: Linda Jonas.
Reviewsnap
AUGUST 12, 2014
You’ve heard of actors “phoning in” a performance—just going through the motions without making much of an effort. The result is usually pretty dismal: a performance that lacks meaning or merit. Well, performance reviews are no different.
HR Daily Advisor
JULY 15, 2015
of the organizations represented by our response pool conduct performance appraisals! of respondents believe performance evaluations are not a good idea and would like to see them abolished altogether. Performance evaluations are conducted annually for 4.8% manager level, 26.3%
Visier
NOVEMBER 5, 2014
How does a business assess the effectiveness of their management? There is a CEO and a set of executive officers managing the core and the administrative functions of the business. Which managers have the best safety records, the best customer satisfaction, and the lowest absenteeism?
Reviewsnap
JULY 22, 2014
Aubrey Daniels , the clinical psychologist who is often called “the father of performance management,” believes the performance appraisal process is flawed and in need of radical change at many organizations today.
HR Ringleader
NOVEMBER 11, 2014
HCM practitioners such as CHROs, CLOs, CTOs, VPs, directors, and managers will find value in the show’s ability to provide current research data laced with rich perspective that they can use in discussions with their internal organizational leaders.
Reviewsnap
JUNE 11, 2014
Sixty percent of best-in-class organizations consider employee recognition extremely valuable in driving individual performance. Yet the report goes on to say that “only 14% of organizations provide managers with the necessary tools for rewards and recognition.”
HR Daily Advisor
NOVEMBER 25, 2014
Emelo is president of mentoring and collaboration software company River; Simeon is director, HP Global Performance Management. HR had formal performance processes at midyear and year-end, but where was the training? Coaching. Performance support.
Reviewsnap
SEPTEMBER 3, 2014
Attention managers and team leaders! Instead, he says, leaders should remember that they’re in a position to provide useful support, guidance, mentoring and coaching —but only by treating others as their equals.
Reviewsnap
MAY 6, 2014
It offers employers this piece of sage advice: “When it comes to sustaining star talent, think like a good coach: Once you land top performers, you must motivate them to stay—and continually raise their game.” They don’t wait for annual performance reviews to roll around to talk turkey.
Compensation Force
MARCH 7, 2014
Is "making teams better" the new holy grail of performance analytics? More quantitative attention is being paid to how well players improve the in-game performances of their teammates. Indeed, how can the coaches improve the TQ—Teamness Quotient—of their players’ performances?
HR Times
MARCH 28, 2017
High-impact HR has caused a radical shift in the way performance is being measured and managed in order for companies to be able to attract, engage, and develop their top performers. Evolution of a new performance model is a process of continuous innovation.
Bonusly
APRIL 5, 2017
Even with modern orientation and on-boarding practices, performance evaluations, management training sessions, and a solid reward system, it can still feel like a cold, sterile environment, as opposed to one that fosters engagement and growth. Many managers can’t answer these questions.
Reviewsnap
MARCH 4, 2014
A couple of weeks ago, we published a post examining the myth that everyone hates performance reviews. It referenced a study that looked into how people respond to receiving negative feedback in a performance review. But the fact remains … negative feedback is an inevitable and invaluable part of performance reviews. After all, managers need to let their direct reports know where and when they’re missing the mark.
HR Daily Advisor
JULY 16, 2015
In yesterday’s Advisor , we presented some of the results of our 2015 Performance Management Survey; today, the rest of the results, including the role of HR and the top five errors supervisors make. Performance Appraisals. Performance review software is not an option for 63.4%
All about Human Capital
SEPTEMBER 9, 2014
The rest in football (soccer) is a lot of things like training facilities, the size and quality of the field, tactics, medical staff, fans, coaching staff and of course the manager (which is equivalent to the CEO). What about manages, leaders and CEO’s of companies?
HR Daily Advisor
DECEMBER 8, 2014
“Talent management? Globalized HR & Talent Management. Fix Performance Management. Performance Management. Managers still the weakest link in organizational performance. Copyright 2014 Deloitte Development LLC. TA Program Management.
Compensation Force
JUNE 20, 2014
Will more openness cause managers to be more cautious and risk-averse in their pay decisions? Enter Exhibit 2: The "Blowing Up Performance Appraisal" Movement. Pay-for-performance in organizations that have elected to kill performance ratings is necessarily different.
HR Daily Advisor
DECEMBER 9, 2014
Management. Coaching & feedback. Performance Mgt. A system of performance management, including objectives and key results. Performance Management. Ninety-two percent of companies don’t think their performance management process is worth the time they are spending on it—they find it complex, burdensome, and not doing what it is supposed to do.
HR Daily Advisor
NOVEMBER 26, 2014
Emelo is president of mentoring and collaboration software company River; Simeon is director, HP Global Performance Management. You don’t start out by saying, “We’re going to get rid of our LMS (Learning Management System).” Thursday, December 11, 2014.
7geese
SEPTEMBER 23, 2014
We will be attending the HR Technology Conference in Vegas from October 7-10th, 2014 to showcase 7Geese and how our hundreds of customers use it to do continuous performance management. We will be previewing our newest feature called Cycles that’s designed to help companies move away from annual reviews to continuous performance management. Performance Management hr tech conference
Achievers
APRIL 8, 2014
Bad managers are the number one reason employees quit, but good managers have the power to drive results. With these kinds of results on the line, who wouldn’t want to give their managers the tools they need to become great at their jobs?
RiseSmart
OCTOBER 16, 2014
Why It is Time to Rethink Performance Reviews The RiseSmart Team Thursday, October 16, 2014. If you want a high-performance organization, you have to reverse the destructive effects of conventional performance management [KP1].
All about Human Capital
SEPTEMBER 9, 2014
The rest in football (soccer) is a lot of things like training facilities, the size and quality of the field, tactics, medical staff, fans, coaching staff and of course the manager (which is equivalent to the CEO). What about manages, leaders and CEO’s of companies?
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