Hated by bosses and subordinates alike, traditional performance appraisals have been abandoned by more than a third of U.S. companies. The annual review’s biggest limitation, the authors argue ...
Both small-scale studies and large research initiatives show the culture of a team — or the habits and norms of behavior among its members — has a big impact on its performance.
He is a recognized expert in strategy and performance measurement who helps managers, executives, and boards create successful organizations in the private, public, and not-for-profit sectors.
Performance management practices and systems often encourage teams to “innovate and deliver,” pushing them toward high standards while asking them to be flexible and experimental. But new ...
Performance reviews are an important tool to help managers and organizations motivate and engage their workforce. Narrative-based feedback provides employees with more personalized analysis and ...
A Performance Improvement Plan (PIP) is a formal approach to remedy an employee’s performance gaps, including failures to meet specific job goals or behavior-related concerns. The plan outlines ...
An underperformer on your team may not realize they have an inflated view of their own less-than-stellar performance. Clearer feedback or stronger supervision may help them thrive, but it’s also ...
Teams need to be able to take risks—from making hard decisions, to naming inconvenient truths, to having a hard conversation—in order to be successful. But human biology makes risk-taking the ...
Pay-for-performance (PFP) is considered one of the strongest tools to motivate employees, yet despite its popularity, it can sometimes create stress for workers that results in decreased ...
