Educating People for Humanity
Performance management is a process that involves monitoring, evaluating, and enhancing the performance of individuals, teams, and organizations to achieve strategic goals and objectives. It involves setting performance expectations, identifying performance gaps, and providing...
Performance Improvement Plans (PIPs) are formal documents that outline specific steps an employee must take to improve their work performance. PIPs are typically used when an employee is not meeting performance standards or when...
Informal and continuous feedback can play a significant role in performance appraisal. Here are some ways in which they can impact the performance appraisal process: By incorporating informal and continuous feedback into the performance...
Strategies to Mitigate Unconscious Bias in Performance Appraisal There are several strategies that line managers can use to avoid unconscious bias in performance reviews: By using these strategies, line managers can reduce the impact...
Unconscious bias is a type of bias that affects people’s judgments and decisions, often without them realizing it. Unconscious bias can influence performance reviews in various ways, leading to inaccurate or unfair evaluations of...
Performance review is a process that involves evaluating an employee’s work performance and productivity over a specific period. It is typically conducted by the employee’s supervisor or manager and can involve setting goals, assessing...
Here’s a brief explanation of each aim: Overall, performance reviews can be a valuable tool for enhancing employee performance, providing feedback and guidance, and identifying opportunities for growth and development. By providing regular feedback...
Performance appraisal is a process of evaluating an employee’s work performance and productivity over a specific period. It involves setting objectives, assessing progress towards these objectives, providing feedback, and identifying opportunities for growth and...
Goals should strike a balance between being specific and challenging enough to motivate and focus people’s attention, while also allowing for flexibility and considering other important issues related to the goal. Here are some...
Goals should always be “SMART” SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. The concept of SMART goals was first introduced by George T. Doran in a 1981 paper...
