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Negative performance reviews can often blindside the most prepared of employees. After all, you don’t walk into a performance review expecting a completely negative review. And even if you do, sometimes the extent of the negativity might take you by surprise.
This article is going to focus on what should you do, in case you ever do receive a negative performance review.
Continue reading “How To Deal With A Negative Performance Review”
Most companies these days allow their employees to work from home. There are many reasons why employees feel more comfortable to work from home than working at an office. For some it is about working without distraction or pressure, for some it is about avoiding traffic and the list goes on.
Continue reading “A Guide To Performance Reviews For Remote Employees”
During my research on performance reviews & management, I came across many articles, blogs, and a lot of opinion pieces. These articles mostly spoke about how it fosters a genuine partnership between line managers and their employees resulting in overall organizational success.
But, after some time, I noticed something. Many people more often than not conflate performance management with appraisals. Here is the thing, performance reviews are not only about appraisals, they are also about, you know performance.
Continue reading “7 Myths Uncovered About Performance Management”
We all know how important it is to give an accurate performance review. Your performance reviews can either encourage your employees or completely destroy their self-confidence. But managers are human and they tend to have favorites in their team.
Continue reading “How To Give An Unbiased Performance Review”
We come to office with the best of intentions. That is, we come to office and we intend on having supremely productive days where we breeze through all our work and then feel satisfied because there’s no better feeling than accomplishing all the things on your plate.
Continue reading “8 Tips To Improve Your Productivity In The Workplace”
Productivity is a crucial aspect of any organization. And your organizational productivity mostly depends on the productivity of your employees, therefore it is important to get your employees work smarter.
One of the biggest misconceptions about performance reviews is that employees often confuse them with pay rises/appraisals etc.
Continue reading “Should We Link Performance Reviews to Pay Rises?”
Every manager wants their employees to be enthusiastic at work and be productive. But are they helping their employees stay motivated and use their talents to the fullest?
Continue reading “Don’t Just Review Employee Performance, Improve It!”
We all know how important it is to review employee performance. These are actually meant to solve issues at your workplace and help your employees improve themselves at every step.
Continue reading “Worst Possible Ways To Conduct A Performance Review”
At the beginning of the year you devised some killer performance management strategies. At least on paper they seemed unshakable and looked like they would change the course of your organization.
Continue reading “So Your Performance Management Strategy Failed. What To Do Next?”
Emails are distracting. If you are an active professional, chances are you are used to check your mail every few minutes or distracted from whatever task you are doing by the telltale ping of an email notification.
Filling out a form about an employee’s performance is fairly easy, but when it comes to providing additional comments, this is the step where many managers stumble.
Continue reading “The Good, The Bad, The Ugly: Examples of Performance Review Wording”
What is the responsibility of an ideal manager? To increase productivity in their organization by building trust and fostering a healthy relationship with their employees.
But many managers still seem to have no idea, how important it is to keep their employees happy and engaged. So we, at Engagedly have collated a list of possible mistakes a manager makes that can kill employee engagement.
Continue reading “14 Mistakes That Can Destroy Employee Engagement In Your Organization”
Employee performance review is a huge responsibility. You have to keep track not only of employee performance throughout the year but also the areas where employees require improvement.
Most employers avoid these reviews because of their elaborate nature. Many employers debate that performance management should be trashed. But are they that useless?
Continue reading “Thank Us Later – 4 Reasons To Start Thinking About Performance Reviews”
Performance reviews. Two words which don’t leave a pleasant taste in many an employee’s mouth. And most managers share the same opinion. Yet employee performance reviews form an integral part of HR processes in companies the world over.
Continue reading “The Truth about Employee Performance Reviews In 5 Minutes”
The very word ‘ratings’ is polarizing, especially in the context of performance appraisal forms. But like any aspect of performance appraisals, ratings have both pros and cons.
Ratings can be very helpful in the sense that they can quickly help you categorize and sort an employee’s skill sets. They can help show an employee the areas in which he or needs more improvement. They can also be used to boost employee morale and motivate them to better.
Continue reading “Should You Use Ratings In Your Performance Appraisal Form?”
Business leaders are often seen talking about employee engagement, performance reviews, and management. Organizations constantly strive to standardize their administrative processes and tools to improve their overall efficiency. But why is it important to have a performance management system?
Continue reading “Performance Management – Are You Doing It Right?”
I was recently talking to a friend about her annual performance appraisal. It had been delayed for a while and my friend was getting antsy. She was worried about the fact that the lateness did not bode well for her career, or it meant that the security of her job was in danger. Actually, it was because the year before; the company had grown massively in size. And managers had teams that suddenly ballooned in size. The delay was because managers were struggling to marshal their own thoughts and manage newly expanded teams while simultaneously doing their own work. Sound’s nightmarish doesn’t it?
Continue reading “The Fault In Your Annual Performance Appraisal Process”
Here is a very common complaint about feedback by employees. They find the feedback their managers give them to be insufficient.
Nobody wants an entire day’s worth of detailed feedback. However, it is very demoralizing for an employee to go in for their annual performance review and then come away barely 5 minutes later with a sense of discontent.
Continue reading “Performance Appraisal: Do we reward managers for giving feedback?”
Once you’ve decided you are going to set Objectives and Key Results (OKRS) for your employees or for yourself or even just for your team, you might find that you are stumped about what to do next.
Continue reading “How To Write Good Employee Goals and Objectives”
Here’s a hypothetical scenario.
Continue reading “The Reason Why Google’s Objectives and Key Results Work”
