Retain Top Talent
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Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Curated by Barry Deutsch
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Reducing 'effort' in performance management backfires

Reducing 'effort' in performance management backfires | Retain Top Talent | Scoop.it
Many organisations are keen to reduce the effort that managers and employees put into performance management, but research suggests this doesn't make systems more effective.
Barry Deutsch's insight:

The article suggests research indicates that decreasing the time and effort spent in performance management has negative effects. Duh! It goes on to suggest ways to improve the traditional performance management process of annual reviews.

 

My recommendation is blow up your traditional performance management annual appraisal process. At best, it's a sadistic process that everyone hates and most feel is useless.

 

Instead, we should all be moving to a monthly, dynamic, coaching conversation of on-going performance management.

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The New Rules of Employee Performance Management

The New Rules of Employee Performance Management | Retain Top Talent | Scoop.it
Are you up to date on the new performance management approach?
Barry Deutsch's insight:

Out with the outdated sadistic approach to annual performance reviews. This article talks about how progressive companies are rethinking their approach to performance management and ensuring flawless execution among their employees.

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Recognize and Reward

Recognize and Reward | Retain Top Talent | Scoop.it
Companies should improve their performance management process to acknowledge employee performance and contributions.
Barry Deutsch's insight:

Interesting thoughts about performance mangement linked to rewards/recognition. Here are some of my favorite quotes from the article:

 

"biggest barriers to effective performance management, a top obstacle they identified was an inability to adequately reward or incentivize performance that exceeds expectations."

 

"a recognition or award—had the strongest link to effectiveness."

 

"Top-performing organizations, were significantly more likely than all other companies to reward employees with a financial bonus or a recognition or award."

 

How closely is your non-monetary reward/recognition system linked to your performance management process?

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