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.
2:0461% of a manager’s rating is a reflection of the manager and their biases, not the employee they’re rating! This video illustrates why performance reviews aren’t all they’re cracked up to be.
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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.
1:16Similarity Bias occurs when people prefer models they see as similar to their own. See how Similarity Bias can sabotage performance reviews in this video.
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.
3:10Contrast 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.
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 Discover why companies are ditching outdated reviews and rankings, and the simple, yet powerful process that's replacing them.
1:22The Halo Effect occurs when our impression of someone is skewed by one positive trait. See how the Halo Effect can sabotage performance reviews in this video.
0:58The Horns Effect occurs when a negative trait overshadows a person’s many positive traits. See how the Horns Effect can sabotage performance reviews in this video.
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.
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.
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.
In a collaborative work environment where teamwork is valued, forced ranking is more divisive than motivating. Discover a performance management practice that works better.
If your organization is one of the 70% reconsidering performance management, discover the 5 key elements of any good performance management system and how to ensure they fit into your new plan.