Unless you’ve been living under a rock, you’ve probably heard of “quiet quitting”. We’ll show you how to use upwards feedback to beat the phenomena.
Want real results? Then setting realistic and achievable SMART goals is the way to go. Here is an outline of the process and best practices to get you started.
Many employees tend to dread evaluating themselves. Luckily, there are some ways you can keep self-assessments honest and effective.
Research shows that intrinsic motivators are key to keeping your employees happy. Here’s how to create an effective development plan to motivate your team.
While some set realistic goals, others prefer “stretch” goals. How far is too far to stretch? And do stretch goals help or hurt in the long run?
Want to create more effective questionnaires for your next performance review? Here are some tips and tricks on how to structure your questionnaire, the types of questions to use, and more.
Trying to make pay decisions based on performance reviews can get in the way of employee growth. Here’s why, and what you can do instead.
Performance management processes are highly organization-specific, but an effective approach will involve planning, cultivation, and accountability.
There are many misconceptions about how OKRs fit into employee goals and evaluations. Here’s why organizations should draw a clear line between OKRs and employee performance management.
Invested a lot of time and energy creating a new performance management process? Ensure your efforts achieve impact by crafting a solid communication plan.
Your performance management approach determines what your company values and who feels valued. Here are five ways for HR leaders to embrace diversity and create an inclusive environment.
Small Improvements talked with HR professionals from three of Berlin’s most successful startups to discover how they created a culture of employee recognition.
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