The One Step All Leaders Should Take to Drive Results!

The one step that all leaders can take to drive results is supported by mom and empirical research.  It is simple and straight forward. Even a five-year-old can do it. Say “thank you.” When employees are recognized and thanked by…

Big Changes in Performance Management! Are You Keeping Up?

Over the past decade, we have seen big changes in performance management. The trend continues. Out is the philosophy of “up or out,” take out the bottom 10% of employees annually, and only focus development and rewards on your high…

Performance Management Myths Debunked

Wharton’s Peter Cappelli and Martin Conyon took a deep dive into performance management data from a large U.S. corporation between 2001 and 2007.[i] They looked at performance scores and associated employment outcomes over these years. They found that several myths…

The worst kept secret in talent management

What’s the worst kept secret in talent management? It’s the fact that annual performance evaluations with ratings are subjective, demotivating, destroy collaboration and innovation, and are time consuming. Ultimately, they do little to motivate, align and improve the performance and…

Rewarding Success Comes Naturally. Do You Reward Failure in the Pursuit Of Innovation?

We are naturally inclined to cheer on a dramatic success and reward the winning outcome - the basketball player who makes the game winning shot at the buzzer, or the salesperson with the highest sales.  When a success is big…

360° feedback can make all the difference when paired with development! Learn how…

A general manager I worked closely with confided in me that 360 degree feedback and developmental coaching was the most beneficial development he received and enabled him to move into his general manager role and beyond.  It is too bad…

Traditional Performance Management Doesn’t Work Any More. Try this…

GE, Ford, Microsoft, Hewlett Packard and other well-known companies put “up or out” performance management systems in place in the 1980s. These systems rated employees on results and behaviors, and the ratings were used to make decisions about employee potential. …

Most companies do a poor job of recognizing employees. How does yours stack up?

Despite all of the research on employee motivation and the importance of recognition, most companies do a poor job of it. A recent survey by the American Psychological Association[i] found that, “Only about half of the U.S. workforce (51%) say…

Should your employees complete self-assessments? Here’s a better approach.

Many organizations believe that self-assessments are effective because they allow employees to inform management of their accomplishments and developmental needs. Unfortunately, self-assessments do not meet those expectations. The research on self-assessments[i] shows that they have low validity and high variability.…

Should you overhaul your performance management system?

Although it has obvious benefits for aligning, motivating and developing an organization’s workforce, performance management is the most hated of human resource processes. Performance management is often bureaucratic and time consuming, with long forms to complete, 360-degree feedback, rankings, forced…