Organizations continue to make decisions on how they will handle performance management (PM) in 2020. Examples of questions that organizations are grappling with include: How much should you consider the impact of COVID-19 on your assessment? How can an organization be equitable—and continue to show empathy— when managing performance? Since the COVID-19 pandemic has impacted organizations in …
COVID-19 has forced many organizations to rethink how they will handle performance management (PM) in 2020. In this HBR article, a few strategies are offered to answer questions such as: How do you begin to evaluate your employees’ performance at such a challenging time? How much should you consider the impact of Covid-19 on your assessment? …
As organizations continue to determine 1) how and if they should adjust performance goals and, 2) how and if they should adjust how they evaluate and reward employees, in response to the coronavirus pandemic, this article by Marc Effron provides guidance. And while there are several insights in the article, a central premise is that organizations will …
With remote work becoming more of a norm for many organizations due to the coronavirus, there have been a few articles discussing the potential implications of remote work on performance management (PM). Part of the discussion focuses on a segment of managers, who are not accustomed to managing workers remotely, that express concern that remote …
The impact of the coronavirus continues to force organizations to rethink and reimagine their workforce practices. One such practice is performance management (PM). With dispersed, distributed, and remote workforces–PM needs to take into account the realities of digital workflows and interactions. In many cases, productivity now demands more aggressive and actionable measures, which in turn …
Teamwork and collaboration (T&C) are hallmarks of many high-performing cultures. Although continually crucial to organizational effectiveness and performance, T&C is even more vital in today’s workplace, given the prevalence of matrixed structures and cross-functional teams that operate as part of larger networks that work on shared goals to achieve shared results. One potential enabler of …
The ability to give, receive, and act on feedback is vital to individual and organizational productivity and performance. With this as the backdrop, many organizations have spent the past few years redesigning their approach to performance management to make it simpler and more continuous, where managers and their employees are better equipped to exchange real-time …
Over the past several years performance management (PM ) has been one of the most debated HR business-related practices across many organizations. During this time, organizations began to increasingly modify and revamp their PM practices due to growing discontent with traditional PM practices being time-consuming, demotivating, overly administrative, rigid, low value, and out of touch …
Copyright ©2023. All Right Reserved.