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 ...
Improving performance requires trust, empathy—and a bit of tough love. Frances Frei, professor at Harvard Business School, says that trust, empathy—and even a bit of tough love—are all ...
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 ...
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 ...
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 ...
The "HBR Guide to Performance Management" provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization.
Many companies track KPIs as a way of predicting performance. To really exploit the predictive power of KPIs, though, you need to map how the KPIs for your key stakeholders feed into each other ...
Managers have long been told that feedback is critical to organizational success. They attend training after training to learn how to give effective feedback in order to manage underperformers and ...
