The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today.
Implementing Real-Time Feedback as part of the performance management process will:
The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today.
Implementing Real-Time Feedback as part of the performance management process will:
by Karen N. Caruso, Ph.D. posted in Performance Management
Despite the efforts that have been made by talent management experts over the past several decades to design performance management processes that actually improve performance, performance management has come under heavy scrutiny over the past couple of years. It seems the list of complaints about performance management is endless...
by Karen N. Caruso, Ph.D. posted in Performance Management
Industrial organizational psychologists are talent experts who study workplace issues of critical importance to business, including talent management, performance, coaching, assessment, selection, training, organizational development, and work–life balance. Each year the Society for Industrial Organizational Psychology surveys its membership to identify the 10 top workplace needs.
by Karen N. Caruso, Ph.D. posted in Performance Management
Google’s famous Project Oxygen study identified that the most important thing that managers can do to be successful is to coach. This includes asking questions versus providing answers, providing constructive feedback and holding regular 1:1 meetings. In fact, they found that higher scoring managers are more likely than lower-scoring managers to have frequent 1:1 meetings with their team members.
by Karen N. Caruso, Ph.D. posted in Performance Management, performance feedback
by Karen N. Caruso, Ph.D. posted in Performance Management
We all know that formal performance review discussions between managers and employees are just one component of an effective performance management process. The performance review discussion can be a powerful tool in building the employee-manager relationship when it is part of a continuous performance management strategy.
by Karen Caruso, Ph.D. posted in Performance Management, Employee Engagement, performance feedback
The topic of delivering performance feedback typically focuses on how to provide constructive or critical feedback aimed at improving performance. I have written several articles aimed at offering sound practices for improving employee performance using effective performance feedback and realize that I have not appropriately addressed the importance of positive feedback. I believe that both constructive and positive feedback are critically important for high performance but for different reasons.
by Karen Caruso, Ph.D. posted in Performance Management, Upward Feedback, Improving Performance, Competency Models, Bad Bosses
Why do bad bosses seem to go undetected or acknowledged by everyone except those who work for them? These menacing managers seem to hide in dark corners. It is extremely frustrating for anyone who is suffering under a bad manager that this person's poor performance or bad behavior is overlooked and tolerated by the organization. In my experience in working with senior leaders, these four reasons seem to top the list:
by Karen Caruso, Ph.D. posted in Performance Management, Upward Feedback, Improving Performance, Competency Models, Bad Bosses
The next time you have a moment to spare and have grown tired of reading online news and checking social media, do a search on "characteristics of a bad boss". The lists, articles, stories and images that will surface will likely make you laugh. There is no shortage of examples of what it's like to work for a bad manager. One of my favorite lists of characteristics was published on Forbes.com - 31 Telltale Signs You Are A Horrible Boss. Great list - but my guess is that if you are a horrible boss you will not likely see these telltale signs in yourself.
by Amanda Seidler posted in Performance Management, performance feedback, Product Feature Spotlight
What do you get when you cross the anonymity of 360 Feedback with the social media savvy set?
If you are tired of being told, “no, our software can’t do that” then it is time for you to Expect More from your Human Resources software vendor. viaPeople has been providing best-of-breed Performance Management, Real-time Feedback, Succession Planning and 360 Degree Feedback software to customers who Expect More since 2002. You have spent the time to develop HR processes that align with your culture and business strategy. You have the buy-in, now you need software. viaPeople allows YOU to DESIGN your software to work the way you want it. It is finally time for you to hear, “yes, we can do that.”
You can Expect More with viaPeople.