Performance management consists of two parallel processes. The first is the informal, day-to-day management of individuals and teams by their immediate line manager. The second is the formal framework within which the performance of individuals and teams is assessed and improved.
Billed as a business fable, this latest work from employee recognition specialists Gostick and Tanner combines snappy ideas with, unfortunately, toe-curling whimsy.
The timing of this book is perfect, as the shift from appraisal schemes to performance management is hitting its stride
On-call time and rest periods
MacCartney v Oversley House Management, EAT, 31 January 2006BACKGROUND Mrs MacCartney was one of two...
Firms are being urged to work 'smarter' by taking part in Work Wise Week in May.
..yet doing well is key to pay deals
An employee has sent me an e-mail complaining about his workload
It's often down to HR to be the bearer of bad news. But there are ways to do this without causing more upset than necessary.
I was interested in your report on under-performing staff, particularly the fact that 96% of organisations report issues with poor...
I was astounded to learn that employers are wasting more than £30m a year on under-performing staff. The knock-on effect...
In the context of total UK payroll expense, your figure of £32m is an insignificant number. It appears to have...
I agree with your conclusion that “if you do what you’ve always done, you get what you’ve always got”.After 20...
Your 'Tough Love' survey regarding under-performing staff (Personnel Today, 14 February) will touch a raw nerve with organisations of all types and sizes.
The Tough Love survey of 800 HR professionals reveals that 96% of respondents have issues with poor performance, with 29% admitting that it is a major problem.
Dealing with performance management leaves many employers with a bad taste in their mouths, according to our Tough Love survey. What can HR do about it? Johann Tasker investigates
Why organisations need to be more effective when dealing with poor performers
