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10 Ways to Completely Revamp Performance Management

Performance management programs are ready to be revitalized! Tell me if this sounds familiar: The black hole of making superficial adjustments to performance management perpetuates a system that continues to disappoint employees, managers, organizational leadership and HR. In my last HR Development (HRD) role, I was determined to fix the rampant problem of rating inflation, the under-use of Meets Expectations and the over-use of Exceeds and Outstanding. I camouflaged "Meets Expectations" with the more positive wording of "Solid Performer."

Jamie Resker

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How to Address Poor Work Relationships

In the best sense, the quality of our work relationships is meant to contribute to an "all hands on deck" mentality where everyone focuses on achieving results. In the worst sense, poor quality work relationships divert attention from results and create unseen "waste."

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How To Differentiate Performance Without Ratings

The biggest barrier to modernizing the approach to performance management is the HR-created need to have a "number" or category to help determine pay. If we get rid of performance reviews and ratings, how will we calculate merit increases? This question indicates that the real need is finding a method that effectively differentiates performance.