Posted by Kathi Enderes and Nehal Nangia on May 9, 2019. Would you recommend your organization’s performance management approach? If you inadvertently shrugged, you’re not alone! In a survey of over 1,000 organizations, Bersin’s recent High-Impact Performance Management study found that performance management (PM) is the most universally hated people process.1 The Net Promotor Score2
Management
Posted on July 26, 2019. Organizations today are dealing with the evolving needs of the new workforce ecosystem that ranges from full-time workers to freelancers and gig workers. While each of these workers brings the talent and skills to perform their respective jobs, employers need to provide tailored support, guidance, and performance measures to optimize
Posted by Kathi Enderes on August 6, 2019. Who hasn’t set a goal to get more fit, learn a new language, or take a dream vacation? We frequently use goals in our personal lives because they help us stay focused on the things we want to achieve. Sometimes we set goals but we aren’t quite
Part 1 of a 3-part series Posted by Joan Goodwin, Diane Morris, Greg Scott and Josh Davis on September 10, 2019. Let’s start with the bad news: Performance management is the No. 1 “love to hate” talent program. According to a recent study of over 1000 organizations by Bersin™, Deloitte Consulting LLP, performance management has
Part 2 of a 3-part series Posted by Joan Goodwin, Diane Morris, Greg Scott, and Josh Davis on October 16, 2019. We’ve all been cautioned about the importance of preparation before taking action. This can be especially true for performance management transformations – sometimes organizations are so eager for change that they jump right in
Posted by Kathi Enderes and Nehal Nangia on October 17, 2019. Let’s imagine that you’re focusing on your health and fitness and want to incorporate walking into your daily routine. Without setting a goal of how many steps to take every day, you’ll likely not get better at walking more, and without monitoring your progress
Part 3 of a 3-part series Posted by Joan Goodwin, Diane Morris, Greg Scott, and Josh Davis on Febuary 06, 2019.The pressure is on. Many organizations are realizing their performance management approaches aren’t suitable for the new realities of work and certainly aren’t agile enough to meet future needs. In fact, as reported in a
Posted by Kathi Enderes, Nehal Nangia on March 2, 2020. Are you acting with bias? You could find out by taking the Implicit Association Test1, a social psychology method of measuring the strength of associations that people have between concepts as well as evaluations and stereotypes.2 Many people have used this test to identify their
Posted by Bill Latshaw, Matthew Shannon on April 30, 2020. During times of crisis, long-term planning for future leadership development may seem like a distant thought; however, developing a leadership strategy is still crucial, even while prioritizing immediate needs for business survival. As organizations move through the three stages of crisis management1 —respond, recover, thrive—some
Posted by Julie Duda, Peter DeBellis,on May 4, 2020. With the advent of COVID-19, people are seeking the insight of their peers now more than ever. These interactions allow leaders to rise above the details of their own role to a broader view of the current challenges. They also afford something less tangible but no less