Everyone has an opinion, especially when it comes to performance appraisals. The internet is bursting with forum and blog posts by professionals denouncing the annual performance review process, touting it as a bureaucratic and ineffective waste of time. Annual performance reviews are time consuming and can be futile if only viewed as a nuisance. But what if we looked at performance reviews as more than just an annual occurrence? Maybe instead of trying to fit our performance management process into the mold of what we think a performance program should be, why not adapt it to the needs of our organizations?
by Kyle Lagunas HR Market Analyst, Software Advice
Mistaking a high-performing employee for a high-potential employee can be costly. As Vincent van de Belt, a consultant at Cubiks, points out, “If an organization is not able to distinguish between performance and potential, it will have difficulty identifying talent.”
For the first time in US history, the labor force is comprised of four generations; from the Traditionalists and Baby Boomers to the Generation Xers and the Millennials (or Generation Y). Each generation with its own set of characteristics, ideals, strengths and weaknesses. Having a multi-generational workforce can pose issues for managers if they do not understand each group’s preferred working and communication style and what motivates them to perform at high levels. Although not all workers will exhibit these characteristics, below are a few tips that may help you bridge the generation gap and support your recruitment, performance, and team building initiatives.
Managers have it tough; they are not only responsible for their own actions but also the actions or inactions of those they supervise. So what makes some managers so skilled in maintaining employee performance? It’s no secret that in order to be a good manager one must be approachable while still being authoritative, be a good listener while still being assertive, and create a positive work environment while still attaining company goals. But there are five ways a manager can have an impact on the performance of their employees.
Your company’s Total Rewards Package is one of the most important investments your company will ever make. A well-developed program can help attract, motivate, and retain top talent; reinforces your brand and differentiate you from your competitors; and raise employee awareness and appreciation by focusing on what you offer. So how does your Total Rewards Program stack up?
Measurement of employee performance has become a critical element of many company talent management strategies. Understanding how to accurately assess employee performance can enhance compensation, succession planning, training, and goal setting. One method getting a lot of attention is 360 degree feedback, also known as multi-rater feedback. Some estimates state that as many as 90% of Fortune 500 companies use some variation of multi-rater feedback. Before implementing a 360 degree feedback plan, there are a few things you should keep in mind.