Your organization’s success depends heavily on your employees’ performance. How do you inspire them to performance at their peak? How do you foster motivation? Keep employees focused on their professional development and the behaviors that enable them to achieve the goals in their role and project Key Results Areas (KRAs).
We suggest starting by setting simple—not simplistic—goals. Continue Reading »
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There are four communication skills that are fundamental to any type of effective consulting: neutral observation, feedback, active listening, and exploratory inquiry. Together, they offer a formidable method of communication that can facilitate improvement in processes, in interpersonal relations, and in group dynamics. Continue Reading »
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Performance reviews can be as simple as rating the Key Results Areas (KRAs) and the Developmental Goals in BLOOM®. While competencies and areas such as strategic initiatives, communication, and quality can be rated for each employee, perhaps what really matters is how well employees meet specific Key Performance Indicators (KPIs) and role expectations and whether they achieve goals for the career development and productivity. Continue Reading »
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BLOOM® has the capabilities to track and assign a variety of expectations to employees. While the system is flexible enough to handle nearly any structure, how we define different types of expectations is important to distinguish. Below we identify common types of expectations that are often assigned to employees. Then we define them from our perspective and explain how they are stored in BLOOM to integrate into each employee’s personalized performance plan review. Continue Reading »
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We have been talking a lot lately about gaining buy-in and developing manager rhythms for the performance review and planning process. What if you have done it all, but it still isn’t working? What if managers are still not following the easy performance review steps, not giving feedback, and not using the many great tools that you have put in place? Continue Reading »
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People love rhythm in the midst of change and chaos. Let’s face it: most of us are paddling as hard as possible to keep up with all of the internal and external demands of business. Creating a simple feedback rhythm with our people can make all of the difference in gaining credibility as their leader, and it doesn’t need to take a lot of time. First, we must change our mindset so the rhythm can flow in a new open space for feedback. Continue Reading »
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A successful performance management strategy requires keeping credibility and accountability at the forefront, and in our experience the most effective approach to strategic performance management is multi-faceted. Continue Reading »
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Before the current economic downturn, SHRM reported in 2006 that 40% of workers were likely to change jobs when the economy turns. Sound familiar? At Insight, we have used this statistic for years. What does it really mean? We believe that employees simply always want development and career advancement opportunities – no matter the times. Continue Reading »
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Transforming complex, low-value talent processes into efficient and streamlined simple BLOOM talent management is an important first step in performance management. However, if your goal is to achieve sustainable performance management, you can do so much more. Continue Reading »
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Think about why and how you use (or would use) a talent management system. Just to keep track of employee performance and compensation data? Consider the knowledge that data would provide if you connected it with your organization’s goals and initiatives. That’s what strategic alignment is all about – identifying the destination, the path, and the people to increase your chances of success. A strategic performance management system helps you stay on course, but when there are too many bells and whistles in the system it becomes bloated and unruly. Even turning off the complex features of other systems tempts clutter in your processes. Simplify! Continue Reading »
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Michael Connelly
Shelley Moore