Performance Management
Get practical tools to manage your team’s performance including how to set goals, give feedback, delegate tasks, and run performance reviews.
How to Give Constructive Criticism Without Hurting Feelings
Purpose: Giving feedback is one of the most powerful leadership skills—but it’s also one of the hardest to get right. For years we’ve been fine-tuning our Delivering Feedback workshop, and we’ve distilled everything into this blog. You’ll get a deep dive into how to give constructive feedback that drives real improvement—without sugarcoating or discouraging your team.
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Performance Improvement Plan
Purpose: Performance Improvement Plans are used to notify the employee that their job is in jeopardy due to a policy infraction or poor performance. This notice should be written BEFORE the conversation. After this discussion, the employee should be made aware that continued violations will result in termination. Supervisors should consult with HR before administering the PIP.
5 Things The Best Managers Do During Performance Reviews
Purpose: After more than a decade of leading teams and running performance management workshops, we’ve spotted a pattern. The best managers—the ones whose teams truly thrive—share five key habits when it comes to delivering performance reviews. We’ve got space for one of them here: They focus on performance AND development. For the breakdown of the full five habits:
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How to Make Every Performance Review Simpler
Purpose: One of the most crucial skills for any manager is the ability to provide ongoing feedback to their employees, yet so many fail to do so. Managers often wait until the end of the year to tell employees how they’re performing, which can be shocking to employees who thought everything was just peachy. We’re giving you three things all managers can do throughout the year to make every performance review simpler and avoid conversations that catch employees by surprise.
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