A great process is superior to good intentions - and we should use that fact as we try to reduce bias in performance management.
What to avoid when confronted with new and challenging information.
Worried about global engagement numbers? Think again.
A research report on decades of learning and the next frontier for Talent Management.
What remains after intense debate marked the landscape of performance management over the last five years.
A simple yet powerful tool to drive insights, awareness and action.
Typical competency approaches don’t help managers to accelerate development or provide employee with a guide for managing their careers. A fundamentally different solution is needed if we want to grow better talent faster.
A new year brings new directions and we’re seeing some definitive Talent Management trends emerge for 2018.
Most companies hold talent reviews. Few execute them to their maximum benefit. Our experience conducting hundreds of talent reviews and building the process for complex global companies shows us that six factors create a successful talent review.
How to conduct an HR audit that really matters using science-based insights and practical experience.
And no, it's not the bottom 10%. That's too easy. You already know the bottom 10% won't be strong performers, even if a few escape that category with an occasional average year. Sound harsh? Keep reading.
The new year brings new goals, new challenges and new trends in the still-evolving field of talent management. We describe 5 Talent Management Trends for 2017 based on insights from HR leaders globally, our NTMN research, experiences at our clients and discussions at the Talent Management Institute
It's easy to avoid the private equity bears if you follow our simple wilderness safety rules.
Great goal setting is the surest, clearest path to increasing your organization's performance. We show you exactly how to get there.
It's opponents like to call it "rank and yank" and cast aspersions at the concept. However, ranking is a helpful, data-generating exercise that smart organizations use to sort and differentiate the investment in their talent.
The ability to accurately predict potential is the Holy Grail of Human Resources – long rumored, never found. So it’s curious that Human Resource consulting firms have recently put their sales and marketing teams in overdrive to convince you that they’ve identified the genuine item.
We avoid assessing our talent practices for the same reasons that we avoid scheduling an annual physical exam. In both cases, it’s in your best interest to make sure that little aches don’t become big pains.
There’s plenty of passion and noise behind the movement to eliminate performance ratings. Now might be a good time to examine what the science and practical realities say about the validity of this approach.
In an update to the original article, Marc highlights some current challenges and distractions that prevent companies from executing performance management fundamentals.