Lead on Purpose

JULY 28, 2012

As the feedback received by fellow peers is anonymous it promotes more of a positive performance review process. This is because the manager (or employee being reviewed) will not know who said what about him or her that may lead to unnecessary hostility and resentment in the workplace.

360-Degree Feedback 165

360-Degree Feedback Management Politics Survey 165

ExactHire - Leadership

MAY 12, 2017

One of the hottest trends in human resources over the past few years is to rethink the performance management process and abandon the forced ranking systems of old. You Must Treat Hyper Performers Differently. And, unlike a Bell curve, there aren’t an equivalent number of people above and below the mean.

Tips 59

Tips Human Resources Motivation Long-term 59

Strategy Driven

OCTOBER 29, 2014

StrategyDriven Project Management Forum. StrategyDriven Podcast Special Edition 45 – An Interview with Sharon Armstrong, author of The Essential Performance Review Handbook. StrategyDriven Succession and Succession Planning Forum.

Efficiency 70

Efficiency Armstrong Human Resources Handbook 70

You're Not the Boss of Me

APRIL 4, 2010

If, when new projects are begun, it seems that the same people volunteer to work on them & the rest tend to look quickly into their laps, you probably don’t have shared leadership. There are a lot of reasons why people do not volunteer to undertake new projects. And then hold them accountable for it.

Leadership 41

Leadership Blog McCarthy Trends 41

Harvard Business Review

APRIL 2, 2015

These ongoing transactions explain why engaged workers are also more likely to report their manager knows what projects or tasks they are working on. They don’t save those critical conversations for once-a-year performance reviews. They are also more likely to say their managers hold them accountable for their performance.

Management 8

Management Emotional Intelligence Human Resources Report 8

Harvard Business Review

DECEMBER 31, 2015

The project was launched in 2013, and the RFID system was rolled out in stages starting in the summer of 2015. This Emergency Department-Clinical Engineering Learning Laboratory (ED-CELL) team comprises physicians, nurses, other health professionals, systems engineers, scientists, informaticians, IT personnel, and project managers.

Technology 8

Technology Mayo Health Care Engineering 8

You're Not the Boss of Me

MAY 18, 2009

It also reminded me of our very human tendency to jump right into action before we have spent any time at all finding out what’s actually going on. Many moons ago I was part of a team building course in Toronto. Our goal was to successfully overcome the obstacles and complete the course in the best possible time. So, how do you stay in “O”?

Schein 40

Schein Blog Learning-by-Doing Delegation 40

Harvard Business Review

NOVEMBER 9, 2016

Efficiencies gained in human resources and housekeeping can free frontline unit managers and clinical staff to spend more time at the patient’s bedside. Managers should know that their participation in standardized work is one way to earn good performance reviews and promotions. Use Early Wins to Build Momentum.

Health Care 8

Health Care System Metrics Operations 8

Harvard Business Review

NOVEMBER 26, 2012

Human Resources groups have many line responsibilities of their own, such as succession planning, setting pay scales, and selecting the benefits package. They also work with other departments to help hire and train the human capabilities they need. But performance assessment is completed by employees and managers.

Management 8

Management Policies Competitive Advantage Webinar 8

Harvard Business Review

JANUARY 24, 2018

” But don’t let the conversation turn into a performance review. Over the course of her career, Tania Salgado-Nealous, vice president of human resources and operations at Vectorworks, the design software company, has had to tell many people that they’ve been passed over for promotions. ”

How To 8

How To Case Study Human Resources Follow-up 8

Harvard Business Review

AUGUST 15, 2016

At one 170,000-employee big box retailer, linking the feedback systems would require approvals from three different senior executives, the CMO, the chief human resources officer, and the president of retail. The Common Myths About Performance Reviews, Debunked. The only person who could drive a linked system was the CEO.

Survey 8

Survey Retail System Automotive 8

Harvard Business Review

JUNE 19, 2017

biweekly) meeting with a team involved in a particular project or initiative to review how things have gone since the last retrospective. Often, the time between “retros” is short, to allow new ideas to be tested and to review their efficacy. A retrospective is a regularly cadenced (e.g.,

Agility 8

Agility Software Incentives Banking 8

Harvard Business Review

JANUARY 9, 2015

Difficult conversations — whether you’re telling a client the project is delayed or presiding over an unenthusiastic performance review — are an inevitable part of management. How should you prepare for this kind of discussion? How do you find the right words in the moment? As a result, we tend to avoid them.

How To 8

How To Construction Case Study Performance Review 8

Harvard Business Review

SEPTEMBER 12, 2014

Your Brain Will Thank You Kill Your Performance Ratings strategy+business No one likes performance reviews, and one reason is that we''ve seemingly locked ourselves into a doctrine of numerical rankings. It’s not the high performer, but the senior executive who oversees the ranking system."

Performance Review 9

Performance Review Review Quinn Health Care 9

Harvard Business Review

MARCH 16, 2017

” Daniel (not his real name) was a VP human resource manager at a Fortune 500 company. Managers conduct annual performance reviews that they log in a centralized system. The performance reviews weren’t structured, and only 55% of managers filled them out. A lot, it turns out.

Process 9

Process Performance Review Analysis Survey 9

Harvard Business Review

SEPTEMBER 30, 2016

Performance reviews haven’t disappeared quite yet. “Despite all the buzz about abolishing formal performance reviews, the vast majority of organizations continue to employ traditional vehicles for sharing performance-related information,” reported a recent study by Human Resource Executive.

Management 8

Management Performance Review Review After Action Review 8

Harvard Business Review

APRIL 22, 2011

Between the inner and outer doors of Circale Corporation's headquarters building, human resources VP Nils Ekdahl crossed paths with CFO Anita Fierst as he was leaving for lunch. "We Milanese had begun visiting other companies, gathering information, and studying best practices in the area of performance review.

Case Study 12

Case Study P&L Performance Review Review 12

Harvard Business Review

JANUARY 31, 2017

What information can you gather from annual performance reviews or culture-survey data — or simply from informal conversations? Another organization I know includes “vacation days taken” at the top of each employee’s performance review, prompting manager attention.

Organization 8

Organization Attrition Performance Review Human Resources 8

Harvard Business Review

MAY 5, 2017

’” Mark encourages his team members to work remotely on projects that require intense concentration. Wade Vielock had worked as a manager at Employer Flexible, a Houston-based human resources and recruitment company, for a year before he was transferred to San Antonio. It’s fine.’”

Proposal 12

Proposal How To Case Study Motivation 12