performance reviews

3. TASK-FOCUSED leadership cultures Many multinational corporations are task-focused: They have matrix structures where specific
The answer to effective performance management in my view is not doing away with reviews altogether. It's institutionalizing effective, actionable feedback - something managers and colleagues should contribute to throughout the entire year.
Ratings are a necessary evil and companies may go back to using them.
Once upon a time when I was a summer associate at a major investment bank, a Managing Director convened all the women in
For years, employers and HR pros have been searching for the elusive perfect employee engagement strategy. Organizations tried new benefit packages, overhauling company culture, and supporting career development.
While it must be recognized that there are systematic barriers and HR policies that formally contribute (or don't contribute) to gender equality, here are three practical tips that managers can employ if they want to start removing gender bias from their organizations
Actively. Why this answer? Because "to a great extent" means that you recognize the importance of the process of employee
The world of work is changing fast with unemployment on the decline and the Talent Wars in full swing. The major skills gap is still a reality and the buyer's market is highly competitive for qualified candidates.
I dread getting my annual judgement handed down to me. I am instantly transported back to the age where naps were part of school and when my favorite activity was building walls and knocking them down with my boyfriend, Clarence.
Saying that few people like performance reviews is a massive understatement. Employees find them painful, at best, and often describe them with words such as demeaning, irrelevant, and disrespectful.