What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?
Content: Related Content
Related Content
- 3 Biases That Hijack Performance Reviews, and How to Address Them
- 360 Feedback: The Fundamentals
- 360-Degree Feedback
- 9 Magic Metrics Your Organization Needs to Adopt
- Abolishing Performance Appraisals: Why They Backfire and What to Do Instead
- Adam Bryant, David Reimer
- Ahead of the Curve: The Future of Performance Management
- An Imperfect Test: The Problem with Job Performance Appraisals
- Anna A. Tavis
- Appraisal Vs. Performance Management
- Appraising Performance Appraisals
- Assessments: Connecting Employees With the Performance Improvement Process
- Author’s Choice: Performance Reviews on Steroids
- Bill Schaninger
- Bob Sutton
- Bryan Hancock, Bill Schaninger
- Carole Robin: Feedback is a Gift
- Conducting a 360-degree Appraisal
- Cost of Measuring
- Dick Grote
- Dick Grote, Peter Drucker
- Discussing 360 Feedback Results: Meeting Guidelines`
- Don’t Redesign Your Company’s Performance Appraisal System, Scrap It!
- Don’t Waste Time and Money
- Douglas Stone
- Elevate Your Performance Review Conversations with these 12 Expert Tips
- Encouraging Your People to Take the Long View
- Extreme Review for Extreme Project Management
- Flawed Feedback: The Problem with Peer Reviews
- For Whom the Bell Curve Tolls
- Forced Ranking: Behind the Scenes
- Forced Ranking: Making Performance Management Work
- Forget About CEOs, How Should We Pay Employees?
- Four Ways to Improve Your Pay-for-Performance Plan
- Frank V. Cespedes
- Gallup
- Getting 360 Degree Reviews Right
- Good Job – Kind of, Sort of
- How Leaders Can Master the Art of Accountability
- Incentives for a Strong Leadership Culture
- Is Performance Management Performing?
- Iván Marinovic: Why Honest Job Appraisals Can Be Bad for Business
- Katherine Klein
- Kill Your Performance Ratings
- Marcus Buckingham
- Matt Wallaert
- Max Ventilla
- Meritocracy without the Numbers
- Passing Judgment
- Paul J.H. Schoemaker
- Performance Management and the Pony Express
- Performance Reviews: Perilous Curves Ahead
- Peter Cappelli
- Pull, Don’t Push: Designing Effective Feedback Systems
- Reinventing Performance Management
- Research: How Ranking Performance Can Hurt Women
- Retooling 360s for Better Performance
- Robert Sutton
- Sam Altman
- Scrap Performance Appraisals
- Setting Goals When Performance Doesn’t Matter
- Should Performance Reviews Be Fired?
- The Dangers of Using 360° Feedback for Performance Appraisal
- The End of Annual Performance Reviews: Are the Alternatives Any Better?
- The Folly of Forced Ranking
- The Four Disciplines of Sustainable Growth
- The Fundamentals of Performance Management
- The Key to Performance Reviews Is Preparation
- The Secrets of Performance Appraisal
- The Ten Most Common Errors in Developing Performance Measures
- Transforming Workforce Performance in the New Business Reality
- Try Feedforward instead of Feedback
- Uncommon Wisdom: Why Great Leaders Don’t Reward Results
- What if Performance Management Focused on Strengths?
- What Really Happens When Companies Nix Performance Ratings
- What Your Performance Management System Needs Most
- Why ‘Forced’ Job Rankings Don’t Work
- Why You Should Think Twice About 360 Performance Appraisal
Like this content? Why not share it?
There Are No Comments
Click to Add the First »
Click to Add the First »