Over the past 10 years, performance management has evolved from an annual process to an ongoing system designed to help employees grow and develop within your organization.
Which program management model is best for your company?
Performance management systems might not be one-size-fits-all, but many management programs do tend to have some common components.
Suzy's Chief People Officer Anthony Onesto on the Power of Play at Work
There's an epidemic of employees being stressed, anxious, and overworked. Most of them require larger, systemic changes, but one we can implement right away is more time for play at work.
How to Write Goals, the S.M.A.R.T. way
The two most popular frameworks for corporate goal setting are SMART goals and OKRs. This article focuses on the former.
How to set sticky goals for your employees
Part of the performance management process is goal setting in a way that aligns the organizational goals and business objectives of your company with the individual goals of your employees.
7 ways status updates can help with people management
Status reports are a key way that employees define their work and set themselves up for success, as well as a key way managers communicate with employees.
People Management Program Models
Typical platform configurations that we see our customers use for people management.
4 Ways to Improve Your Performance Management Process
To get to the best performance management process for your workplace, figure out what is and isn't working in your current process.
What is an OKR?
2min explanation of OKRs
A Practical Guide to OKRs
How to make OKRs work for your company
What is performance management?
When performance management is effective, everyone is happy. But what exactly is it?
The evolution of performance management
The story of how we ended up with performance reviews
4 tips for making goal setting work
Companies that focus on goals tend to do better across the board.
The value of performance management
Effective employee performance management is what naturally leads to strong employee engagement.
The Essential Guide to Business Performance Management
Use this guide as a foundation for business performance management.
That moment when your company needs an employee performance management system
There’s always a moment when you realize your company’s employee performance management system needs to change.
Quick Tips for Goals/OKRs
Here's how to make effective, useful, and -- most importantly -- achievable goals.
I thought I’d have to quit to get promoted. It turns out I needed something else.
When she hit a road block in her career, Jean Hsu found an unexpected solution.
Performance management for remote workers
Remote work is here to stay, with a 115% increase over the last 10 years. That means managing remote workers is a skill every manager will have to learn -- if it isn’t one already.
How to create a plan to improve performance
Use these easy steps to create a plan to improve your employee's performance.
Here’s everything you need to know about OKRs
OKRs help organizations stay aligned by connecting company, team and personal objectives to measurable results.
How to use public and private goals for employee development
How do you navigate meeting company objectives while still achieving the more detailed goals employees personally want to accomplish and develop at work?
Chris Tobin: How to Balance Compensation and Performance
Senior VP of People and Places at Affirm, Chris Tobin, talks about the need to codify culture through values, and then goes on to explain his compensation philosophy, and it's impact on employee development.
Four Elements of Effective Performance Management
Jack Altman of Lattice and Cassie Whitlock of BambooHR discuss how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
How to Align Your Company with OKRs
Jack Altman, CEO and Co-Founder of Lattice, explains why OKRS are important and how they can help companies stay aligned. He covers everything from how to write an OKR to how to roll them out at your company.
Performance Management That Puts Employees First
Get actionable advice for people management
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Performance Management Overview
Performance management is the workplace practice of encouraging a strong relationship and continual conversations between managers and employees that leads to better performance. Traditionally, performance management programs were used to evaluate employees work and were referred to as a performance appraisal process. This was often reflected in an annual review.
Performance management is an important component of the modern workplace and usually implemented by the human resources team. Studies have shown that employees are always looking for communication from their coworkers, managers, and leadership on how they’re doing at their job. Performance management is the system of informing them on their performance and helping them improve. Effective performance management can be used to make an employee feel more engaged in their work and more productive overall.
Employee performance management has changed significantly over the past few decades, but it’s often agreed that in a performance management process, you gather feedback, decide on goals, have 1:1s, and run performance reviews. The methods of performance management are often heavily influenced by a company’s culture. A company culture may focus more on one method over another, but often all methods are imperative to get a full understanding of an employee’s performance -- what they’re doing well, what they’re struggling with, what they could learn more of, what they’ve got potential in -- just overall, what they’re contributing to the company. This drives performance improvement and development planning for employees which is key for a flexible talent management system. Employee reviews are a successful methodology to evaluate individual performance over a performance period and drive high performance and employee development.
The performance management process is alleviated by using a data gathering performance management system, where all this information -- notes from 1:1s, job descriptions, strategic goal setting, regular status updates across teams, recording feedback, giving regular praise, and all the different types of reviews within performance reviews -- is put in one place. This allows people teams, managers, and leadership to see the full story that performance management tells about an employee’s performance and employee engagement.