Quick: Think about the time in your career when you felt you were performing at your peak. What was going on that spurred you to perform at a peak level? WATCH: “ Reimagining Performance Management ” webinar with David Hanrahan. It seems intuitive, but thanks to research by the BI Norwegian School of Management, we know for certain that motivation drives higher performance. Innovating Performance Management. MORE

What Employees Really Want From Their Managers . Employees don’t quit organizations, they quit managers. . Re peated studies show that poor management performance is a major reason people leave their jobs. . In fact, employees who rate their line manager’s performance as poor are four times more likely to be job hunting – and 40% are likely to have interviewed for a new job in the last month. . Career Pathing Employee Engagement MORE

And it seems we aren’t alone: In the wake of the conference, The Society for Human Resources Management (SHRM) published two articles that echo our thoughts on where employee recognition programs and total rewards are heading. Employee Recognition Programs Will Help Performance Management. Motivated and engaged employees perform better — so why are organizations overlooking the role of employee recognition programs and total rewards in performance management? MORE

One of the key concerns for Human Resource professionals and CEOs is how to retain and grow high potential high performers. The impact economically caused by failing to retain high performers is huge. However, luckily there are proactive steps that you can adopt to retain as well as grow your top performers. Offer Clear Roadmap for Career Progression. This is mainly because they find their respective careers are not progressing as expected. MORE

The Missing Step to a High Performance Culture. Creating a high performance culture is the goal of all organizations and that begins with successful talent management. In our experience, high performance organizations are: . 4x more likely to have high-performance culture when incorporating competencies as part of the ir talent management process. . Competency Management MORE

Organizations worldwide endeavor to implement a robust and fair performance review system to evaluate and steer their employees towards continuous improvement. In addition, individual bias is seen as inherent in the traditional performance management practices. Introduction. MORE

One of the crucial steps in the performance management process is setting and communicating the goals of employees. This process entails setting specific and clear expectations from a performance standpoint for every employee. It also provides regular formal as well as informal feedback about the performance of employees regarding their set goals. The poll also revealed that around 44% of organisations were providing voluntary training to their managers. 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. But you can align these sentiments with the systems you develop, and it's easier to accomplish than you might think. In an Entrepreneur Magazine article, Andre Lavoie lists five simple things managers can do to show the love. MORE

Understanding the roles of the manager in human resources is crucial to the success of any organization. Many organizations with great business strategies, tools, plans, and products fail because they do not fully grasp the importance of human resource management. The world is evolving, and the need for a human resource manager is increasing. Every business needs to have an HR manager at the heart of it to face challenges and achieve the organization’s success. MORE