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7 biggest misconceptions about the Performance Appraisal process

7 biggest misconceptions about the Performance Appraisal process

In the past, we have written at length about performance appraisals or reviews, as they are sometimes called. This article addresses some of the most common misconceptions around the performance appraisals. Misconceptions of the performance appraisal process: 1. Winging appraisals on the spot: Performance appraisals cannot and should not be done on the spot. Managers need

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June 26, 2018 0

How do good managers get the most out of performance evaluations

How do good managers get the most out of performance evaluations

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

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December 19, 2017 0

How to differentiate performance appraisal from performance management?

How to differentiate performance appraisal from performance management?

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

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December 13, 2017 0

Why we love data driven performance management? (And you should too!)

Why we love data driven performance management? (And you should too!)

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 &

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November 21, 2017 0