Tag: Performance Management

As organizations shift increasingly towards team-based work, harnessing the potential of team-based performance management (PM) is paramount. While not a new concept, team-based PM is garnering increasing attention, especially considering the emphasis that many senior executives have placed on teamwork and collaboration when articulating the narrative of the “return to the office.” However, many organizations still prioritize individual …

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As performance management (PM) remains vital for enhancing individual, team, and organizational performance, this article explores three ways organizations support managers in developing PM capabilities. 1) Pfizer employs collaborative workshops to achieve ambitious team goals, addressing interdependencies, commitments, and collaboration barriers. 2) SABIC, a chemical manufacturer, integrates sensitive topics like wellbeing and burnout into PM to nurture psychological safety in …

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Organizations employ various measures to gauge performance, with productivity being a traditional measure. While definitions and measurements of productivity differ among organizations, one assumption is that higher productivity involves reducing inputs while increasing output. However, this new article highlights the shortcomings of relying solely on input-output or “do more with less” productivity metrics. The authors, including Talent Edge …

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As organizations use performance management (PM) as one enabler of business performance and stakeholder value, this one-page reference provides five resources to help answer questions related to PM. The five questions include:1) What PM practices do organizations use (and don’t use) today? 2) How can employee well-being be integrated into PM? 3) What are the triggers for when employee goals might …

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This report provides insights into the practices organizations use (and don’t use) today in performance management (PM). Based on feedback from over 300 companies worldwide representing all sizes, the practices are organized into five sections: goal setting, coaching and feedback, reviewing, training, and technology. A few findings include: 88% of companies have redesigned their PM in the last …

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Effective performance management (PM) happens continuously throughout the year. Nonetheless, this time of the year is often a reflection point as organizations determine what needs to be accomplished for the rest of the year and the goals and objectives they will set for the new year. As managers and leaders reflect on different aspects of PM …

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One tenet of modern performance management (PM) is that PM conversations between managers and employees should be ongoing and frequent. And while most subscribe to this philosophy, barriers can prevent and/or reduce the likelihood of these conversations from happening. These obstacles range from lack of time, employees not seeing the value in them, and previous …

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Most organizations rely on cross-functional and unit collaboration to drive business performance and results. And while organizations often include a “team” component as part of evaluating and rewarding employee performance, this article argues that performance management practices can still discourage cross-silo collaboration. The authors offer a four-part performance scorecard for every employee that establishes shared goals for …

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