Uber’s hyper competitive culture likely drives its winner-take-all performance management model. The culture might also have created a hostile environment in which employee complaints like those ...

Managing employees really shouldn't be as hard as it is. For the most part, employees are pretty predictable. They are going to adjust their behavior to fit in with their co-workers. Left to ...

Over the last 10 years, there has been a shift away from the outdated, annual performance review model, towards a new, flexible alternative – continuous, or agile performance management. This new ...

Employees frequently have to deal with demands for improved performance. The demands are typically accompanied by simplistic solutions, such as fire more people, tighten your performance standards or ...

The June 17 memo from the Office of Personnel Management’s acting Director Charles Ezell, “Performance Management for Federal Employees”, reflects an important development for managing employee ...

There is a long standing belief in business that people performance follows the Bell Curve (also called the Normal Distribution). This belief has been embedded in many business practices: performance ...

We've come a long way from the time when the father of scientific management, Frederick Winslow Taylor, yearned for a worker "so stupid and phlegmatic that he more nearly resembles an ox." Or have we?

Many employers still rely on traditional performance management approaches that put people into boxes. The Employment Rights Bill creates an urgency to build more proactive, human-centred ways to help ...

Head over to Google and search for the term, “performance review,” and you’ll be instantly flooded by news stories on the latest companies to do away with it. My guess is that half the Fortune 500 ...

To fix performance management systems, C. Allen Gorman, Ph.D., industrial-organizational psychologist at the University of Alabama at Birmingham Collat School of Business, suggests implementing a ...