Performance Management

Only 18% of executives think their appraisal system is effective. And 30% of employees say it actually decreases their performance. Discover industry best practices and begin designing a performance management system that actually improves performance.

  • How to Transform Performance Reviews into Professional Development

    How to Transform Performance Reviews into Professional Development

    How do you revamp your performance management system into one that drives ownership, performance, and entrepreneurialism? Focus on personal and professional development--and use the GROW Model.

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  • Are You Susceptible to Similarity Bias?

    Are You Susceptible to Similarity Bias?

    Similarity Bias occurs when people prefer models they see as similar to their own. Do your performance management practices leave you vulnerable to Similarity Bias? Take this quiz to find out.

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  • Are Your Performance Reviews Susceptible to Any of These Biases?

    Take an assessment
    to find out now.

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  • Are You Susceptible to Contrast Bias?

    Are You Susceptible to Contrast Bias?

    Contrast Bias occurs when managers compare performance to other employees instead of an established standard. Do your PM practices leave you vulnerable to Contrast Bias? Take this quiz to find out.

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  • Are You Susceptible to the Horns Effect?

    Are You Susceptible to the Horns Effect?

    The Horns Effect occurs when a negative trait overshadows a person’s many positive traits. Do your performance management practices leave you vulnerable to the Horns Effect? Take the quiz to find out.

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  • Are You Susceptible to Recency Bias?

    Are You Susceptible to Recency Bias?

    Recency Bias occurs when people emphasize very recent events instead of events over time. Do your performance management practices leave you vulnerable to Recency Bias? Take this quiz to find out.

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  • Are You Susceptible to Conformity Bias?

    Are You Susceptible to Conformity Bias?

    Conformity Bias happens when we model our behavior to fit the behavior of others. Do your performance management practices leave you vulnerable to Conformity Bias? Take this quiz to find out.

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  • Are You Susceptible to the Halo Effect?

    Are You Susceptible to the Halo Effect?

    The Halo Effect occurs when our impression of someone is skewed by one positive trait. Do your performance management practices leave you vulnerable to the Halo Effect? Take this quiz to find out.

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  • The Unintended Outcomes of Unconscious Bias in Performance Management

    The Unintended Outcomes of Unconscious Bias in Performance Management

    More than 60% of a rating is a result of manager bias, not employee performance. This e-book illustrates the most common biases and how to overcome them in your performance management.

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  • Development Dialogue Worksheet

    Development Dialogue Worksheet

    A guide for monthly manager-team member discussions. Check out this worksheet we use internally to make sure our performance management conversations drive long-term growth and professional developmen

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  • Bias in Performance Management

    Bias in Performance Management

    61% of a manager’s rating is a reflection of the manager, not the employee. Tell us about your performance management practices to see how vulnerable your organization is to bias.

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  • The Recency Bias2:15

    The Recency Bias

    Recency Bias occurs when people emphasize very recent events instead of looking at events over time. See how Recency Bias can sabotage performance reviews in this video.

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  • Performance Reviews Are So Old School32:30

    Performance Reviews Are So Old School

    70% of companies are reconsidering their performance management strategy. Discover why companies are ditching outdated reviews and rankings, and the simple, yet powerful process that's replacing them.

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  • 4 Reasons to Dump Traditional Performance Management

    4 Reasons to Dump Traditional Performance Management

    Only 10% of enterprise companies think performance management is a good use of time. Learn why it’s time to dump your outdated PM process, and what the best companies are doing instead.

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  • The Unintended Outcomes of Unconscious Bias in Performance Management

    The Unintended Outcomes of Unconscious Bias in Performance Management

    HR Managers have a problem. Managers can’t reliably rate their employees. In this infographic, discover the 6 biases most likely to impact your performance management system and what to do about them.

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  • Accountability or Ownership

    Accountability or Ownership

    Accountability creates compliance, but ownership creates commitment. Commitment transforms performance and innovation. Learn how to use the performance wheel to develop ownership in this article.

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  • The Conformity Bias1:04

    The Conformity Bias

    Conformity Bias happens when we model our behavior to fit the behavior of others rather than using our own judgement. See how Conformity Bias can sabotage performance reviews in this video.

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  • It's Time to "Stack and Yank" Forced Ranking

    It's Time to "Stack and Yank" Forced Ranking

    In a collaborative work environment where teamwork is valued, forced ranking is more divisive than motivating. Discover a performance management practice that works better.

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  • Is It Time to Blow Up Performance Reviews?

    Is It Time to Blow Up Performance Reviews?

    Does the annual review actually improve performance? Is there something better? NY Times Bestselling Author Alan Fine uses his experience coaching professional athletes to illustrate the answers.

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  • 7 Must-haves for a Performance Management Makeover

    7 Must-haves for a Performance Management Makeover

    In considering replacements for your legacy performance management system, there is no one-size-fits-all approach, but there are 7 practices that are critical fundamentals in any system.

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  • It’s Time to Say “You’re Fired” to Termination Culture

    It’s Time to Say “You’re Fired” to Termination Culture

    Jack Welch is famous for his “hire the best; fire the rest” mentality. Here are 5 reasons you should invest in employee development instead. A better way starts with empathy, compassion, and coaching.

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