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PERFORMANCE MANAGEMENT: HOW TO START AND WHAT TO MEASURE

The past five years have seen an increasingly vocal opposition to the traditional performance appraisal process. Detractors call annual reviews “pointless,” “insulting,” and “dead.” Much of the corporate world agrees that employee performance assessment is antiquated and inefficient.


Read more at blog.continu.co

New Hire Performance Evaluation: The Most Important Performance Review of the Year

Your first performance review at a new job can be slightly alarming. Even more alarming when you are approaching your one-year anniversary with the company and don’t really know what to expect.


Read more at reviewsnap.com

Mastering The Difficult Talk: Discussing Low Performance

For any employee, dips in performance are inevitable, in part because of factors like fatigue and stress. The challenge, therefore, is to help them by: Calling attention to underperforming team members in due time Talking to the team member involved Recommending ways to rectify the problem, and Limiting underperformance in general


Read more at blog.impraise.com

TRADITIONAL VS. PROGRESSIVE PERFORMANCE MANAGEMENT

Ideally, performance reviews are supposed to be helpful, not only for the employee but the manager also. But with the way most organizations tend to run them, they breed disengagement more than anything else.


Read more at engagedly.com

Performance Appraisal: Let’s do it differently

As the year ends, India Inc. spends a huge amount of energy in performance appraisal. Time spent in an appraisal discussion is possibly half an hour on an average. However, total productive hours spent in this process is at least 2 full working days per employee, potentially 1% of any organization’s revenue.


Read more at peoplematters.in