In yesterday’s Advisor we heard from Steffen Maier, Cofounder of Impraise on how unconscious bias plays a role during performance appraisals, and how to overcome those biases. Today we have more tips.
Tag: Performance appraisals
In a previous article, we discussed the concept of After-Action Reviews (AARs), a military practice that involves extensive analysis of training events after the fact.
Employee reviews are a key part of any employee development process. It’s crucial to provide regular feedback for employees on what they are doing well, what they need to improve upon, and what you and the company see as their future in the organization.
Feedback is crucial to employee development, both to reinforce positive behaviors and to address and correct negative behaviors. Additionally, regular feedback is important in helping employees advance in their careers within the organization. Unfortunately, many organizations continue to limit their formal employee feedback to an annual review.
In a previous post, we discussed some of the challenges inherent in traditional methods of employee assessment, specifically the fact that review of résumés and in-person interviews tend to focus too much on the objective skills of the employee rather than the subjective needs of the organization.
As the economy, markets, technology, and consumer preferences change, businesses must change and adapt, as well. And, as those businesses change and adapt, so, too, must the business units that support them. It’s easy to conceptualize this in terms of “traditional” functions like operations and marketing, but what many people don’t realize is that the […]
Back in March, I wrote about the revival of Will & Grace, though we all know it is really the Jack & Karen show. Over the years, we have seen the softer side of Karen Walker, which lies far (really far) below the surface of her martini-swilling, insult-slinging, pill-popping, Botox veneer. In the series revival, […]
Performance reviews can either hurt or help, says Attorney Susan G. Fentin. If an employee is fired for poor performance, but his or her appraisal was good, the appraisal can show pretext. However, when a poor appraisal is followed by a lack of improvement by the employee, your appraisal can demonstrate a legitimate (and nondiscriminatory) […]
Yesterday, we shared the results of BLR’s 2014 Performance Management survey (BLR is CER’s parent company); today, the rest of the results.
If it’s not review season at your organization, you probably aren’t thinking about performance evaluations. Often review time comes around just once a year, and it’s not top of mind any other time—possibly because so many people dread the process. For human resources professionals, that process can be even more stressful than it is for […]