The only worst thing than training your employees and having them leave is not training them and having them stay. Henry Ford It’s been a long time since Henry Ford said this, yet it is still very relevant today. Employees are the backbone of an organization. It is important that they be skilled in their
Employees are the most critical asset of any organisation. They play an important role in ensuring its long term success. Thus, it makes sense that companies take extra efforts to streamline their performance management process. Companies with successful performance management process are able to engage employees and ensure that they are extracting the best out
Performance evaluations have long been an important part of many companies’ work environment. You get to efficiently determine how the success of employee contributions will be assessed. Good managers, however, take this opportunity to ask well crafted questions to get a better understanding of the employee’s goals, required outcomes or outputs. These questions are aimed at uncovering
Usually performance management and performance appraisal are used interchangeably. They may have some similarities but they are definitely not the same! For one, performance management is a comprehensive approach that involves the maximum amount of dialogue among all the stakeholders. Performance appraisal on the other hand is primarily a top-down assessment for grading/rating employees performance periodically. While performance appraisals
December is the peak time when you, as a manager, have to wrestle with the notion of how best to address performance management process in your organisation. Your team members may have delivered great performance throughout the year but you have to acknowledge many other aspects apart from this. It is the company mandate after
We have consistently written about how annual performance reviews (done traditional way) rarely provide any value in today’s dynamic work environment. A typical performance management process consists of self-assessment by employee followed by response from direct manager & then a face 2 face discussion. The process is designed to bring to fore important achievements &
Performance review is the workplace equivalent of a report card that help employees identify their strengths and weaknesses. In the past we have written a great deal about the frequency of these reviews. Now we would like to explain what goes into the actual process. It is imperative that performance reviews are carefully crafted and
Performance appraisals form an essential part of the HR department as they provide important and useful information for the assessment of employee’s skill, knowledge, ability and overall job performance. These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many methods that organisations
One of the many responsibilities of a manager is conducting fair and accurate performance reviews. These reviews are required to determine employee compensation, promotions, terminations and/or training and development requirements. If not done in the right manner it can alienate good employees and further affect their performance levels without even addressing the real problems. We
When it comes to annual performance reviews, very few employees or even managers actually look forward to it. Managers have to fill out lengthy and tedious forms for their entire team. Whereas employees dread these infrequent, one-sided appraisals. Silicon Valley companies have led the way in replacing annual reviews with frequent, informal check-ins between managers