Why are companies looking backwards at past performance when they should be planning how the employee can excel (and be happier and more fulfilled) in the future? Paul Burrin explores.
Formal, once-a-year performance reviews are still commonplace and the norm in offices up and down the country. They are often anxiety-inducing affairs that don’t end up being as bad as employees fear they could be.
One of the greatest challenges businesses face now is the rapid flow of information and resulting public opinion. I need only point to the recent article in The New York Times on Amazon’s company culture and the resulting groundswell of negative opinion. Although the article doesn’t feel intended as a takedown piece, it’s a very…
It’s easy to sit down with a colleague and provide them with positive and glowing feedback. It’s quite another feat to tell someone they are under-performing or not quite good enough. Over and over again, managers tell me how often they avoid having these difficult performance discussions. Why is giving constructive feedback so hard to…
Managing poor performance is one of the more challenging aspects of an HR professional’s role, especially when performance concerns are intertwined with medical issues. Trying to safeguard the needs of a business whilst navigating a path through legal hazards can be a thankless task, particularly in the context of business managers who have been reluctant…
Globoforce, a leading provider of social recognition solutions, today announced the results of its 2013 UK Workforce Mood Tracker. The survey found that 66 percent of UK workers surveyed do not believe that yearly performance reviews are an accurate appraisal of their work, and more than 75 percent place greater value on peers’ opinions versus…