A blog from Australia that looks at technology, management, Human Resources and recruitment. If you specialist in the technology side of talent management then this blog is for you! Michael currently runs his own consulting business, Inspecht, specialising in HR technology and blogs on work life balance, productivity, HR management and change management.
As we all know, a key element of performance management and staff appraisals is feedback. But what if, despite your best efforts, your employees always get defensive and see your feedback as negative criticism.
This article by staff performance experts, mindgym, explores this very typical human response and advises you on how to share useful information without triggering a negative reaction.
Why are annual performance appraisals so stressful?
The 5 top drivers of stress in the annual performance appraisal process are easily overcome through crowdsourcing with social recognition.
Why does the traditional annual performance review continue to fail as both a performance measurement and management device? There are a litany of reasons but by far the greatest, most overriding reason for the failure of the annual review to accomplish stated goals is this: It’s Stressful!
Blogs on talent management thought leadership. He has over 30 years of consulting experience in HR and has helped numerous Fortune 500 firms in HR strategy, aggressive recruiting, retention, metrics and workforce planning. Search through his articles by topics such as talent management practice, performance, competitive intelligence and HR metrics & analytics.
Performance Management: How to Start and What to Measure
he past five years have seen an increasingly vocal opposition to the traditional performance appraisal process. Detractors call annual reviews “pointless,” “insulting,” and “dead.” Much of the corporate world agrees that employee performance assessment is antiquated and inefficient.
A delightful group blog overseen by Kris Dunn. The twenty talent management professionals take turns blogging daily on all matters in HR from the culture of companies to performance and more. They focus on the exciting stuff of talent management, rather than the “boring” HR stuff like legal issues. This means you can find explorations of bad HR examples, examinations of the future of recruiting tools and interview advice.
Performance Management in the 21st Century
Many organisations like Accenture and Adobe have realised that the annual performance appraisal process no longer fits their business model and was having a negative impact on employee engagement. In the first of a series of articles, MHR’s Emma Parmar looks at why we need to ditch annual appraisals, why they don’t work anymore, what damage they cause and offers advice and guidance on how to successfully manage performance.
Performance Management: Your Key to Retain Top Talent
Many organizations use performance appraisal as the strategic lever for individual and business performance. Rushed discussions where ratings are handed out, petty lapses are picked or payment is addressed and that’s what sums up the performance management for many companies. This may not be the best way to function when what you are dealing with is dynamic humans, their behaviour and ultimately trying to meet targets.
6 Strategies for Effective Performance Management
Of course, effective performance management is more than just creating a work environment that works: Effective performance management is about leadership, interpersonal relationships, constructive feedback, and teamwork. Even when it comes to the difficult HR tasks of managing a process your employees don’t care for or find value in, managing a paper process, aggregating data, and keeping other managers motivated to provide employees with useful feedback, there are strategies available that make these tasks more doable.
Creating Good Performance through Praise
Let’s look at how the technique of giving praise can be used by the manager to improve morale and increase productivity. You may feel that the act of praising good work is enough in itself but you may be missing vital opportunities to extend and enhance your employee’s motivation and output.
