Finally, the next-generation performance management, when done properly, will include an evidence-based evaluation framework that measures the impact of what is working and why.

I base promotions and raises on a performance management system. This kind of structure lets me look at how my employees contribute to the company and conduct themselves as members of their teams.

Traditional performance management systems focus largely on helping people to “know” what they should do. But people don’t do what they know they should do; they do what they are in the ...

Traditional performance management systems often fail because they rely on infrequent, hurried evaluations, rigid and poorly defined rating criteria, and a top-down approach. Lacking employee input ...