A variety of companies have realized the importance of creating a learning culture—one that values continuous learning as an ingredient for success for both the organization and the employee. In fact, “the single biggest driver of business impact is the strength of an organization’s learning culture,” says Josh Bersin, principal and founder of Bersin by […]
Category: Feedback / Evaluation
While feedback and evaluation might be more of a human resources task, how that feedback is gathered, and the best way to conduct evaluations can often be improved with training.
Yesterday’s post covered the pros and cons of employee self-assessments, and today’s post will cover how to effectively implement them.
Both employees and managers perform better when they receive regular feedback, and employees state that they desire more feedback from their bosses, leading many organizations to get rid of their annual employee performance reviews or supplement them with more regular forms of employee feedback, like employee self-assessments.
Since the early 2000s, seminal studies have revealed that employees aren’t actually motivated by compensation and financial incentives alone, although they both help some. But still, most Human Resources managers and learning and development professionals believe that to retain employees and keep them engaged, they must pay them more or offer them more ways to […]
In a previous article, we discussed the concept of After-Action Reviews (AARs), a military practice that involves extensive analysis of training events after the fact.
Businesses and the employees who populate them are often so busy moving from project to project that they don’t have time to sit down and evaluate what went well and what went wrong.
Employee reviews are a key part of any employee development process. It’s crucial to provide regular feedback for employees on what they are doing well, what they need to improve upon, and what you and the company see as their future in the organization.
In a previous post, we discussed the results of the State of Continuous Performance Management Survey. The survey results showed significant reductions in some of the negative impacts of only performing annual reviews when companies instead utilized what is known as continuous performance management.
Feedback is crucial to employee development, both to reinforce positive behaviors and to address and correct negative behaviors. Additionally, regular feedback is important in helping employees advance in their careers within the organization. Unfortunately, many organizations continue to limit their formal employee feedback to an annual review.
Work has changed and with that comes a need for a change in performance management.