Performance appraisals are commonplace these days. Sometimes they are done well. Sometimes they are not. Over the years, we have developed a great deal of knowledge about what makes them work well.

Goal-based performance appraisal techniques use quantitative performance management indicators to determine how well an employee is performing against the group, or against goals set by management.

Performance appraisal systems help employees know what's expected of them and management know whether or not workers are meeting their goals. These measuring sticks falter, however when they raise ...

You should develop and distribute the new performance standards as close to the beginning of the new appraisal period as possible, since you want to begin addressing the new year‘s goals quickly.

During the review, you can make adjustments to the goals and request additional support or resources from others in the team. Creating goals is only half of the performance management process.

An honest performance review can have the same effect. So this year, don’t skimp on reality, even if it may hurt a little. You can’t build a bridge without making a few cuts. 2.

They concluded: “Managers can motivate performance and avoid unethical behavior if they implement challenging learning goals rather than assigning end-focused outcome goals.” 3.

Staff employees complete annual performance self-assessments by March 13; managers complete assessments by April 3. HR business partners collaborate with senior leaders to finalize performance scores ...

The COVID-19 pandemic has created a lot of uncertainty about the future. It has also posed challenges and altered the work priorities of some staff members. This in turn has impacts on many of the ...

While software programs can track performance appraisals, goal-setting and compensation, the trend to make performance management more personal is gaining steam – thanks, in large part, to ...