In the age of the individual, performance management must shift from traditional reviews to consistent, ongoing feedback to change behavior and fuel sustained performance.
Few talent management processes are as fraught with risk as 360 performance reviews. But if they're managed with a mind toward the future rather than the past, employees walk away from them with a development strategy.
Regular one-on-one conversations are opportunities for managers to ensure there are no obstacles in an employee’s way.
Continual performance management means providing employees with constant micro-feedback and engaging them to set goals and improve now.
Do your employees have the ability to maintain performance toward a goal over time? Talent Management blogger Dan Bowling explores.
Periodic employee performance reviews help neither the employee nor the company to improve. According to Samuel Culbert, these one-dimensional measurements are destroying morale and killing the bottom line.
Talent Management blogger Dan Bowling writes performance management has made strides toward being a net plus in the business world.