Performance Reviews | Page 2

The "annual" performance review system is broken. And fixing the system won't be easy. But start with more frequent, less critical feedback.

Feedback is the breakfast of champions -- but you have to be able to hear the message and choose to act on it.

Feedback should be tailored to the individual, well thought out and delivered close to the event. Anything else will limit the motivational effect.

Managers and employees alike are stressing because they're about to have their dreaded year-end performance review. Fix that.

Many employers are hesitant about making the transition to data and analytics in employee-performance assessment. Here's how to ease that problem.

When you set objectives, your job is to clearly relay your expectations to the employee.

Businesses pursuing the best and brightest will have to ditch the old-school hiring playbook. Today's tech stars are all about experiential learning -- and they expect companies to keep up.

Effective leaders manage performance by continually reinforcing their criteria for success.

But the answer is definitely 'yes' if you're at a startup and your employees wear many hats.

Older generations are not that different from millennials. Millennials are just more likely to voice their wants.

There are other factors in a successful company than just financial reports.

Measuring the right KPIs will provide meaningful data on a program's success.

Resolving to simplify your company culture is a great first step toward meeting your 2016 goals.

How one-sided, infrequent and focused on the past are your performance reviews?

Got a non-performer in your midst? Show him, or her, the door.

If you follow this plan you will gain a lot of insights that ultimately help people put themselves in control of their work, their future and ensures the company has a talent pool that is motivated to perform at their best.

It's time to change how we evaluate performance. Try implementing these practices right away.

And while you do, keep an eye on the legal implications, both pro and con for your company.

Have an objective compensation system that lets employees focus on intrinsic rewards.

Performance feedback, especially the negative kind, is an invaluable gift. No, really.

Distractions are epidemic and surveillance is bad for morale. The solution is engaged leadership.