5 Strategies to Conquer Your Performance Management Program
Running a successful performance review program isn’t easy. Taking it to the next level with an effective, meaningful, and ongoing performance management process that produces true indications of retention and productivity is the stuff HR Heroes are made of. Many HR professionals understand that monitoring their employees ultimately builds a stronger workforce, but they don’t know how to establish a process that produces fair, actionable results in the most efficient manner possible.
In this week’s webinar, TalentGuard will share 5 easy-to-implement strategies guaranteed to step-up your company’s performance management process, including:
- Making your once-a-year performance appraisal a year-round evaluation process to ensure continuous employee development
- Discovering the importance of focusing on goals and behaviors
- Incorporating coaching to ensure effective feedback between managers and employees
360 Degree Feedback: Webcast Video
Are you wondering how you can improve your 360 degree feedback process? Check out our webcast “Five Common Mistakes Made in 360 Degree Feedback Surveys.” During the webcast, we to take an in-depth look at the following topics: Using generic rather than role specific competencies–hear why you need to consider using role specific competencies Moderated or unmoderated reviews–learn […]
Common Mistakes in a 360 Degree Feedback Review
Common Mistakes in a 360 Degree Feedback 360-degree feedback is a powerful tool for employee development, but it can be undermined by common mistakes in its implementation. Avoiding these pitfalls can help you make the most of this feedback system and drive meaningful growth within your organization. Using Generic Rather Than Role-Specific Competencies One common […]
360 Degree Feedback: 5 Common Mistakes Made
Have you ever wondered, “How do I effectively use 360 degree feedback to reveal predictors of success and make corrective decisions about the people working at my company?” John Rice recently posted a blog, “360 Degree Feedback or face-to-face conversation?” in which he says it’s not an either/or, but a both. “To all intents and purposes, we would agree that an […]
