How to Transform Performance Reviews into Professional Development
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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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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.
2:15Recency 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.
32:3070% 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 Discover why companies are ditching outdated reviews and rankings, and the simple, yet powerful process that's replacing them.
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 Learn why it’s time to dump your outdated PM process, and what the best companies are doing instead.
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.
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.
1:04Conformity 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.
In a collaborative work environment where teamwork is valued, forced ranking is more divisive than motivating. Discover a performance management practice that works better.
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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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.
