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Performance Management Needs to Recover its Mojo

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees.

I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head:

“How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.”

This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty?

Here are a few reasons why:

  • Reviews are annual, not continuous.
  • They are filed away once signed, not used as a template for development.
  • They are egalitarian (e.g.; Everyone gets a 3-5% “merit increase”).
  • Employees can’t predict what is coming, and so get nervous about it.
  • Recognition programs outside the review process are subjective, and inconsistent.

The bottom line is that for too many managers performance management is a task that must get done to keep HR off their backs. HR managers must become nags, badgering the line managers to complete them, and the line managers and employees “brace themselves” to get through it. What a mess!

To clean the mess up, let’s start with some re-branding:

  • Create an ongoing “check-in” that happens monthly between manager and subordinate and takes no more than ten minutes.
  • Keep it informal, with check boxes lined up against the promised action items that were listed in the last annual review.
  • Mandate forward thinking, with emphasis on action rather than simply reviewing results.
  • Create a quarterly “check-up” that requires 20 minutes, and again covers action items and requires concrete next steps as its outcome.
  • Make the annual “review” a “career planning session” instead.
  • The pay increase expectations have already been set during the monthly and quarterly sessions, so no surprises there, reducing anxiety.

It is incumbent on the manager to fully accept his or her role as a talent developer and engagement “encourager” in this scenario. (In our opinion, managers who don’t take on this role as “job one” are not doing their job.)

In short, the goal is to make the “annual review” a rolling activity that goes on all the time, taking the uncertainty out of it and refocusing its goal on development rather than a burdensome process that weighs on everyone’s mind.

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For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

When Motivating Employees, Do Words Get In the Way?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How to Sell Senior Executives on the Value of Talent Development

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Temporary Project Teams Need Scaffolding to Work Well

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

To Manage or To Lead – That is the Question

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Break Conversational Habits to Break Out of Ruts

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Schedule that “Thirdly Review”!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Make Spring Fever a Productive Force at Work

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Change Happens Inside Out – Driven By Middle Managers

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How Quickly Does Your Culture Sub-Optimize New Talent?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How Do You Fix a Jerk at Work?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

More Grist for the “Why Are Employees Not Engaged” Chat Mill

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Tips for Kicking Off 2015

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement Must Address Professional and Personal Performance Factors

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Happy Holidays from Bovo-Tighe!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

2014 is Done – Time to Kick-Start January

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Happy Thanksgiving from Bovo-Tighe

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Defend Human Development Investments Strategically

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Be Great to Work With

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

November Productivity Makes Holidays Happier!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Downtime Conundrum – Taking Breaks Raises Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leaders Must Still Manage. You Don’t Get Off That Hook!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

It Takes Time to Change Employee Habits – And Lots of Support.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Recognition – Easy to Say, Hard (it seems) to Do

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Misguided Advice from Monster about Aspiring to a Leadership Role

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Launch Your Team Before You Launch Your Project

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Master the Art of Questioning (and Listening) to Better Raise Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Kick-Start Your Team’s Productivity Push for Autumn

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leaders Master the Art of Questioning to Raise Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Asking Silly Questions Makes You Smarter

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement is Personal, So Personalize Your Approach

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leaders: Spend More Time Leading People and Less Time Doing Stuff

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Take Steps to Run Better Meetings – Walk While You Talk

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement is Really Simple – But Does Take Energy and Focus

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Great Leaders See Themselves as Others See Them – And Engage Better

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Sayonara June! Hola July! Time for Mid-Year Resolutions.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Reset Your Leadership Mindset for the Next Six Months

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Great Leaders Make Life Better for Their Followers

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Defend No Process – Defend the Mission Against Old Processes

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How to Maintain Workplace Productivity During the Summer Vacation Season

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A More Productive Mindset for Work in Six Steps

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A Great Set of Productivity Tips – Read This Instead of Facebook at Lunch Today

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Honor the Last Full Measure of Devotion on Memorial Day

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

As a leader, you will get angry – How you handle that anger is critical to team productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Middle Managers Can All Lead – If You Show Them How

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Never Assume: Pursuit of Truth Makes Decision-Making Better

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Last Mile of Employee Engagement is the Hardest to Travel

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

We Love the Energizing Month of May

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Transformational Leadership Skill Spring Shape-Up

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Toyota Agrees: Machines Don’t Innovate – People Do.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Development Gaps Expose a Lack of Strategic Commitment

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

“Overnight” Organizational Change Takes Great Long-Term Leadership

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Does Your Online Presence Promote You?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leaders Don’t Pick Winners: Develop All of Your Team Members

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

May the Wind be at Your Back this St. Patrick’s Day

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Lessons for the Ides of March

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Our Foundations of Excellence Refresher

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Great Conversations Build Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

i4cp Research Isolates Six Key Employee Engagement Factors

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Tap Untapped Talent You Have Already Hired

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Each Great Leader is Unique, But They All Engage

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Annual Performance Reviews Should be the Icing not the Cake

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Resources We Rely On for New Ideas about Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Machines Don’t Innovate: People Do.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Hide From Your Manager to Get More Done!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Quotes to Get Your Mind Set for February

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Development Does Not Have to Cost an Arm and a Leg

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Why Does Leadership Development Fail to Create Great Leaders?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Sheldon Yellen: The ROI of Compassionate Leadership

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement and Workplace Safety – A Direct Connection

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

New Year Resolution: Make a Habit of Your Productive Mindset

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Lessons from Scrooge and the Grinch

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Merry Christmas from Bovo-Tighe

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A Culture of Agility Requires a Commitment to the Pursuit of Truth

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Lean Manufacturing Demands Fully Engaged Employees

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Happy Thanksgiving from Bovo-Tighe

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Rob Markey of Bain and Co.: Employee Engagement Rocks!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Flexible Job Schedules Can Win Employee Loyalty

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement a Strategic HR Imperative for 2014

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Maintaining Work-Life Balance During the Holidays

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Paradox of Employee Engagement: It Works Yet Few Companies Try

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Remember Veterans on Veterans Day with a Heartfelt Thank You

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Defuse the Gunpowder Barrel with Sustained Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Happy Halloween from Bovo-Tighe!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How Pessimists Keep Optimists in the Black

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Gallup Employee Engagement Results Not Budging

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Stop Being Nice at Work? Not So Fast!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Three Leadership Tasks That Unleash Team Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

What Prevents Teamwork From Adding Value?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How Can You Make a Vacation From Work Truly Stress-Free?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Have Employees Track Their Own Successes to Raise Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A Quick Cost/Benefit Analysis of Employee Training and Development

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Participates in 2013 CLO Forum

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Labor Day in the U.S.: A Connection to Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Great Employee Engagement Starts by Asking a Lot of Questions

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Inspiration for a Hot Day in August

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement Remains Elusive: You Are the Problem and the Solution

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

More Thoughts on the Great Value of Middle Management Leadership Training

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Working from Home Does Raise Employee Engagement, if Done the Right Way

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Define leadership more broadly. Anyone can lead, at any level.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Engaged Employees Accumulate Business Acumen

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Presents Dole Case Study at HR Star Conference

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Build a Corporate Culture that Embraces Change

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Happy Independence Day

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

CEOs Must Foster Culture Based on People – Not Process

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Gallup Confirms the American Worker Remains Unengaged

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Senior Consultant Steve Eddy Honored at the University of Nebraska

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Is it possible to be overworked and underutilized?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Create Great Leaders in Your Organization

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Retain Talent by Fostering Professional and Personal Growth

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Starts with Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Take the Time to Say Thank You to Those Who Died Defending Us

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

When Should You Micromanage Employees?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership in Public Management

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Time to Rehire Yourself?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Of Lollipops and Leadership

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Why We Love May at Bovo-Tighe

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Are Millennials Really Different About Job-Hopping?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe and Harvard Business School Are On the Same Page

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Lessons on Leadership from Britain’s Royal Navy

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Raise the Meaning Quotient for Employees to Raise Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employees Can Only Manage Their Time if the Organization Lets Them

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Goal Alignment Takes Work and Communication that Counts

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Our Philosophy about the Pursuit of Truth Includes Your Health

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Three Key Drivers of Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Great Leadership is Built on Personal Accountability

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

March Madness is a Leadership Moment

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

May the road rise to meet you on this St. Patrick’s Day.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Tales from Top People – Courtesy of LinkedIn

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Marissa Mayer Should Focus on Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Accelerative Learning Article Now Posted on eZineArticles.com

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Drop Your Information Filters to Boost Engagement with Fellow Employees

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

More Thoughts on How to Engage Employees

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Quotes that make you think – Are you open to the truths you need to hear?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Passion at Work: Nurturing it Starts the First Day of Employment

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Summer Thoughts on the Pursuit of Truth

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Stop Hating Meetings: Fix Them Yourself!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

101 Steps Towards Better Leadership

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Transformational vs. Transactional Leadership: A Worthy Distinction

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Cure for Bad Meetings: Pay Attention and Contribute!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Caring for Your Employees Unlocks Great Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership Behavior Can Stifle Productivity – Even Unintentionally

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership: Its Trappings Lead Good People Astray

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Information Underload: Bad for Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Zen and the Pursuit of Truth at Work

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Client News: Shell Sets Record for Deepest Oil and Gas Well

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Client Newsletter – November 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Dumb Things Bosses Do

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Dumb Things Bosses Do

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Client Newsletter October 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Steve Jobs: A Born Visionary Who Learned to be a Leader

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Power Breeds Overconfidence in Leaders

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Do You Know All the Facets of Employee Engagement?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Coaching for Senior Executives Must Come Up From Subordinates

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe’s September Client Newsletter – 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Client Newsletter – Summer 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Presenting at the National Property Management Association Annual Education Seminar

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe connects with the HR community at the HR Star Conference

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Book Review: How to be Happy, Dammit!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Client Newsletter June 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

One-Foot-Out-the-Door Disease is Bad for Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How best to make leadership training truly work? Never stop!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Leadership: It all starts with you

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe Newsletter May 2011

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe at the Offshore Technology Conference

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Irrational Decision-Making: Embrace the Human Factor!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe’s March 2011 Client Newsletter

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

The Bombardier Case Study: Successful Commitment to Employee Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Talent Management: All agree we need it. Few act on it.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Influence Competence: Effective Employee Engagement Skills Under a New Name

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Talent Management: How It Helps With Crisis Management

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement: Have you thought about ice cream?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Tasked with Corporate Training? Seek Outside Help

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe explores Kazakh Psychologies of Achievement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Corporate Cultures: Bottom-up change is best.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Are people truly your company’s best asset? Can you prove it?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Compensation Plans vs Employee Emotion

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Pay-For-Performance versus Full Engagement

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

On Leadership: Would you work for yourself?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Employee Engagement is simply the Foundation for Excellence

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Why doesn’t employee training work better?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Change Management: The entire organization needs to participate

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Fostering Innovation: HR Must Lead the Way

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

About that left brain-right brain split: It doesn’t happen.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

With Leadership Development: Are We Smarter that Fifth-Graders?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe’s January 2011 Client Newsletter

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Bovo-Tighe December Newsletter

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Change employee behavior by changing their bad habits.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Be the first on your block to re-engage your employees.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Performance Reviews done well require great communication.

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

No One Was Ever Motivated by a Meeting

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

No One Ever Improved by Having Their “Performance Reviewed Annually”

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Corporate Mission Statements die on Plaques

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

Inhibit Intellectual Growth and Innovation in Your Company

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

How to incorrectly use ‘Management By Objectives’

For the most part, Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. I read a quote recently in an article by David Wentworth on i4cp.com that hit the nail on the head: “How did we get to a point where the term performance management instills fear and dread at its mere utterance? Employees tend to loathe the process…that does nothing to recognize their work, yet determines their pay for the next year. Managers see it as a huge time suck that culminates in a series of uncomfortable conversations and confrontations they would rather not endure.” This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Here are a few reasons why:

One comment

  • Great stuff my friend!Impressive post, a great deal of useful knowledge. I have been looking for such some info for some time and i got it here, thanks……

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