Performance appraisals are both one of the most crucial parts of a successful business, and one of the most ignored. On the one hand, optimistic HR experts … Read more
How a Tech-Forward Company Is Managing Performance
Here at Vulcan — the umbrella company for a host of signature entities owned by the late Paul Allen — we have a hashtag we like to use: #OnlyAtVulcan. We … Read more
3 Rules to Make Performance Management More Effective
As humans our core values define and shape us and serve as internal beacons to guide our actions and behaviors. It is the same for any organization’s … Read more
Autonomy is Key to Building an Entrepreneurial Culture in a Large Enterprise
The great paradox of success is that as enterprises get bigger and more established, they have a natural tendency to lose the very entrepreneurial edge … Read more
Overcome Your High Performer Bias to Improve Your Whole Team
Everyone loves high performers — hot shots who deliver exceptional work on a regular basis are unique. However, there’s a problem I frequently observe … Read more
How the ‘D’ Word Can Improve Performance
Sometimes saying that you are “disappointed” is a very powerful statement. Several years ago, I watched a hospital president speak with … Read more
Your Execs Are Fooling Themselves When It Comes to the Feedback Office Workers Want
Think your office workers are satisfied with the level of performance feedback they receive? Think again. New data suggests that if you’re still … Read more
10 Must-Have Features For Your Performance Management System
HR departments across nearly all industries are constantly trying to improve systems and processes to help increase employee engagement, recruit and retain … Read more
Use Feedforward to Make Performance a Partnership
You may not like getting feedback, but you can’t deny its importance. Receiving robust feedback – even when it’s negative in nature – is a key driver … Read more
When the Going Gets Tough, Here’s What to Do
Every business and staff member go through tough times that might lead to distractions, a drop in motivation or a change in priorities. The only certainty … Read more
What If Everyone Had a Personal Coach at Work?
What’s better than a performance review? If you said a poke in the eye, you’d be right there with the vast majority of workers. Kris McGuigan … Read more
How to Use Data to Improve Customer Service Performance
The relationship between increased employee engagement and a company’s revenues are strong. Multiple studies, including research from Gallup, have found … Read more
6 Steps to a More Effective Performance Management Program
Traditional methods of managing performance aren’t working anymore. Companies are moving away from traditional performance management tools, like … Read more
Purpose, People and Process: The 3 P’s of Effective Performance Management
Editor’s Note: It’s an annual tradition for TLNT to count down the most popular posts of the previous 12 months. We’re reposting each of the top 30 … Read more
Best Practices In Starting a Continuous Performance Program
Ongoing performance check-ins are shaping the future of talent management. Held weekly between managers and their direct reports, these brief meetings – … Read more
Best of TLNT 2017: Your High Performers Are Watching How You Treat Low Performers
Editor’s Note: It’s an annual tradition for TLNT to count down the most popular posts of the previous 12 months. We’re reposting each of the top 30 … Read more
The Next Step In Performance Management Is to Be Comprehensive
In past years, annual performance reviews were deemed necessary to ensure fair labor practices and standardizing pay and performance. However, in recent … Read more
Is Cultural Alignment Even Possible?
“Culture is everything people do.” — Unknown There are over 58,000 results when you Google “cultural alignment.” I will save you the reading time and … Read more
Surprising Research Says Negative Feedback Is Effective (and We Might Even Prefer It)
Few people like hearing bad news about themselves. Getting a tough performance review or being called out for a mistake challenges our status and triggers … Read more
The Folly of Assessing Workers On Results
Here’s a disruptive thought: “What if getting results and appraising people based on getting results are not the same? What if focusing on … Read more