As companies worldwide strive to optimize performance management, they often overlook a change that would simplify the process, build trust and increase accountability. They can eliminate the self-review.
The employee self-review continues to exist more due to benign corporate neglect than to conscious inclusion in the assessment process. Its presence can introduce bias, give cover to poor managers and create unrealistic expectations in employees.
5 Tips to Set Goals
Transparency about performance and potential remains an incredibly important topic with our clients around the globe. Yet, we find that the frequency of our client discussions about the topic is not correlated with a meaningful increase in transparency. We provide you with direct advice about how to move towards a more transparent organization.
(This article was originally published in Entrepreneur magazine in 2019) There’s an insidious set of forces working against your being a high performer. It’s not your jerk of a boss, the local cantina that starts happy hour at 2 p.m. or your inexplicably slow wireless connection. It’s a combination of click-bait misdirection (e.g. The 4 […]
Marc Effron shares his insights from the Harvard Business Review Publishing best-selling book One Page Talent Management. Hear the co-author of the “talent management bible” share his observations and advice on how to implement OPTM in your organization. Download a PDF of the OPTM Webinar.
Marc Effron shares three powerful areas where your organization should focus in 2021. He provides specific and practical advice about how to build your company’s capabilities, increase performance and make yourself an even more effective leader. Watch this powerful webinar with your team to plan for 2021. Download a PDF of the 2021 Talent Plan […]
It’s the missing foundation of talent management in most companies. Does your executive team agree about the best way to manage talent to achieve your business strategy? How do you know?
Our field gained traction about ten years ago when most companies were either adding or exploring how to add Talent Management as a function. In the years that have passed we’ve made amazing progress in some areas and shown our weakness in others.
Intense debate marked the landscape of Performance Management over the last five years.
After much uproar, the dust settled and presented new challenges and opportunities for HR professionals. Between the calls for change and the debate over validity – what has really changed?