5 Signs Your One-on-Ones Aren’t Working | Harvard Business Review

Talent Management

One enabler of effective performance management (PM) is ongoing and frequent one-on-one conversations between managers and their direct reports. While this philosophy is widely endorsed, the value of these discussions can vary greatly and depend on multiple factors. With many organizations conducting mid-year performance check-ins this time of the year, this new HBR article shares some ideas …

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Performance Management that Puts People First | McKinsey

Talent Management

Despite years of redesigning and modifying performance management (PM), HR practitioners still report barriers to effective PM, such as inconsistent approaches and “shadow” PM practices. This new article offers insights for practitioners to consider as they strengthen the impact of their organizations’ PM. It emphasizes the need for a “fit-for-purpose” PM design focused on four …

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How Calibration Meetings Introduce Bias into Performance Reviews | Harvard Business Review

Talent Management

One of the primary goals of performance management (PM) is to provide unbiased and objective performance feedback and evaluations. Nonetheless, PM remains imperfect and vulnerable to bias. To address biases that could impact managers’ accurate assessment of their direct reports’ performance, many organizations conduct PM calibration meetings. During these sessions, managers and leaders discuss employee performance using formal ratings …

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Five Ways to Make One-on-One Meetings Between Managers and Direct Reports More Effective | MIT Sloan Management Review

Talent Management

If you find value in content like this, sign up for the Talent Edge Weekly newsletter. It’s free! One enabler of effective performance management (PM) is ongoing and frequent PM conversations between managers and employees. While this philosophy is widely endorsed, several barriers can impede these discussions, including a misalignment on topics that both managers and individual contributors …

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Setting the Stage for Team-based Performance Management | Deloitte Blog Capital H

Talent 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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3 Ways to Increase Manager Impact Throughout the Performance Cycle | Gartner

Talent Management

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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Outcomes Over Outputs: Why Productivity is No Longer the Metric That Matters Most | Deloitte Insights

Talent Management

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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Performance Management Playlist | Brian Heger

Talent Management

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: What PM practices do organizations use (and don’t use) today?  How can employee well-being be integrated into PM?  What are the triggers for when …

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Global Performance Management Report 2023 | The Talent Strategy Group

Talent Management

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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3 Resources for Mitigating Bias in Performance Management | Multiples Sources

Talent Management

One aim of effective performance management (PM) is objective and fair performance feedback and evaluations. And while organizations seek to achieve this goal, PM is imperfect and subject to bias. As organizations prepare for year-end performance discussions and evaluations, here are three references for mitigating PM bias. 1) Six Potential Indicators of Proximity Bias in the …

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