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 […]
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.
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.
According to studies, only 6% of organizations believe that their performance reviews process is worth it, 9 out of every 10 HR leaders don’t even think results from performance reviews are accurate, and 95% of managers aren’t satisfied with performance reviews.
In a couple of recent blog posts, we’ve been discussing the subject of employee discipline in the workplace. This is understandably a touchy subject for managers and employees alike.
We’ve been talking recently about the subject of employee discipline—arguably one of the least-comfortable aspects of any manager’s job. In a previous post, we talked about the importance of having clear policies for employees so that they know what type of actions and behaviors are counter to company policy, as well as what the consequences […]