Employee performance management

A culture of trust and belonging doesn't just happen. Here's how you make one.

Five subtle acts of inclusion leaders can start practicing right now.

What to do before, during, and after the meeting.

Trust is the basis for almost everything we do. It's the foundation on which our laws and contracts are built. It's the reason we're willing to exchange...

Overcome unconscious bias using humility and empathy.

Hated by bosses and subordinates alike, traditional performance appraisals have been abandoned by more than a third of U.S. companies. The annual review's...

When Netflix executives wrote a PowerPoint deck about the organization's talent management strategies, the document went viral--it's been viewed more...

Be curious and respectful.

To fix the problem, you need to understand what’s causing it.

For years managers have been encouraged to candidly praise and criticize just about everything workers do. But it turns out that feedback does not help...

Over the past five years, there's been an explosion of interest in purpose-driven leadership. Academics, business experts, and even doctors make the case...

Present performance appraisal techniques evaluate behavior by making subjective and impressionistic judgments rather than quantitative judgments and providing...

Be clear, be specific, and end with a plan to move forward.

New research shows that outstanding performance is the product of years of deliberate practice and coaching, not of any innate talent or skill.

It’s about dignity, fairness, and restoration — not blame.

In some companies, having an executive coach is a badge of honor. But many top managers are finding that the advisers hired to solve their performance problems only make matters worse.

Eight ways to keep their poor performance from dragging you down.

It has to start with buy-in from the top.

Like many other companies, Deloitte realized that its system for evaluating the work of employees--and then training them, promoting them, and paying...

Research shows that many people--even those with seemingly enviable careers--grow dissatisfied in their jobs in their mid-40s. They may regret past choices...