Short-term, cash incentives continue to dominate the incentive-pay landscape among American employers, according to new research released last month by the WorldatWork...
Performance reviews can bring stress to both sides of the table. However, with the right planning by supervisors, the meeting can be a productive, stress-free event.
Marjorie M. Mauldin, president of Denver-based Executive Forum and the author of Feedback Revolution, shares these tips on what to do when you’re given the straight...
If you haven’t found the time in a long while to review your people’s performance, should you just forget about it? Not at all, but as you embark on long-overdue...
Many organizations around the world use development plans to document their employees' development goals by itemizing the skills they need to improve and the learning...
Employers that track poor performance and can clearly justify reasons for discharge rarely lose lawsuits. That’s because, unless there is solid proof of bias, poor...
Pay for performance is as popular as ever, according to new research by the WorldatWork association and Korn Ferry, but how employers measure performance is changing.
The most common frequency for performance reviews continues to be annually. However, HR professionals say that reviews offer a more accurate appraisal of an...
Wafflers constantly change their minds and give wishy-washy answers to even the most simple fact-finding questions. To hold a waffler accountable, try these techniques.
Whether your next performance review goes swimmingly or becomes a half hour of frustration, here are six phrases that will likely paint a more flattering picture of you.
According to a recent Harris Poll Interactive Survey, 69% of managers dislike communicating with staff. Here’s how you can dramatically improve in providing clear...
At work, numbers speak volumes. If you can’t show, quantitatively, that something is improving, then how can you really know it’s improving? It’s not surprising,...
Question: "Where I work, we don't have performance evaluations, even though it's a big company. We never really know when or if we'll get a raise, and we don't have...
Many supervisors are sensitive about rating their people on the basis of a generalized standard or in terms of a numerical scale. Use these tips offered by Elwood N....
