Many employees dread performance reviews or feel like they are a waste of time. Employees see performance reviews as a place for their boss to tell them how terrible a job they have done over the past year. It’s time to change that narrative and flip the tables on your boss by asking them questions in your performance review. A performance review is a chance for you and your boss to sit down and discuss your performance over the past. It’s also an opportunity for you to ask questions and get feedback. By asking the right questions when it’s your turn, you can show your boss that you are commit ..read more

Have you ever felt like you were performing well at your job, but were unfairly looked down on by your boss for a mistake you made a long time ago? Do you ever find yourself judging someone too harshly or too positively based on one aspect of their personality, performance, or history during performance reviews?  If the answer is yes to either of these questions, then you have experienced the halo/horns effect. This phenomenon occurs when we form judgments about people based on a single event or characteristic of theirs instead of looking objectively at the person and their performance as ..read more

A performance review is a process of evaluating an employee’s performance on numerous parameters. It outlines various aspects of performance and provides in-depth feedback to employees so they can work productively. While filling out a form about an employee’s performance is fairly easy, providing additional comments can be a considerable challenge for a manager. Performance review phrases are the words that a manager must use to provide open, actionable, and genuine feedback to an employee. Also known as “performance review comments,” they help in describing and identifying an employee’s beha ..read more

Annual performance reviews are outdated. They do not provide clarity regarding an employee’s performance, moreover they can lead to disgruntled and unproductive workforce. But still many organizations are using them to conduct yearly performance evaluations. A research conducted by Gallup found that 86% of employees do not feel that their reviews provide fair picture of their performance. In this article, we will discuss some reasons for ditching your annual performance reviews and adopt a continuous evaluation performance evaluation system. Problems With Annual Performance Reviews Here are so ..read more

Engaging employees has become one of the most challenging tasks for managers these days. They look for different solutions to motivate them. But do motivated employees mean engaged employees? According to Paul L. Marciano’s Carrots And Sticks Don’t Work, engagement is something intrinsic, deep-rooted and that cannot easily be altered, but motivation is strongly influenced by external factors. One can only have their employees engaged when they start looking for ways to engage their employees instead of ways to motivate them. Reward and recognition programs are said to be one of the most profit ..read more

There’s a new kind of performance management on the block: “social performance management.” Successful performance management requires effective goal-setting, team collaboration, recognition, engagement, and frequent feedback. Traditional performance management systems miss out on these drivers, which can lead to low morale among employees, and thereby poor organizational performance. Most companies have realized that their performance management (PM) systems don’t really work anymore. And they are increasingly looking at new ways of measuring an employee’s performance. One of those ways is so ..read more

Moving from traditional paper-based performance reviews to web based performance appraisal system can feel like a stressful experience. It is mainly because you are moving away from something that you know about to something that is new to you. The idea of floundering in the dark with a software you don’t know about and having others floundering with you is not appealing. It is even worse when employees come to you with problems and you don’t know how to deal with them because you are not equipped to do so. If you experience all of this, then you are only going to associate new software with b ..read more

Whenever you take a look at companies that perform exceedingly well, time after time, year after year, you will find that there’s one factor behind it. And that is a performance oriented culture. A culture of high-performance can be an incredibly motivating force and change the course of an organization. But how does focusing on performance orientation in an organization’s culture help? For one, a culture of high performance does not just spring out of the woodwork in the organization. Cultures such as these have to be built from the ground up. So when you look at companies with lauded high-p ..read more

Once you’ve decided you are going to set Objectives and Key Results (OKRS) for your employees or for yourself or even just for your team, you might find that you are stumped about what to do next. Logically speaking, you know the next step is going to be writing out goals and objectives. However, writing good goals and objectives is not an easy task. Especially when you are doing it for someone else. You cannot sit down for 15 minutes and dash off a set of employee goals and objectives. If you can, that is great. But more often than not, employee goals and objectives require a fair amount ..read more

A lot of the times, the time for performance appraisals rolls around, before you even realize that it’s that time of the year again! Lest you feel like the annual performance appraisal has snuck up on you and left you feeling under-prepared and overwhelmed, we’ve got a performance appraisal checklist to tide you through! These checklists will tell both employees and managers what you should do before a performance appraisal, during and after the process as well! Performance Appraisal Checklist For Managers The following performance review checklist will help managers in conducting a detailed ..read more