Many organizations are facing challenges that require more flexibility, faster decision-making, and enhanced collaboration across different departments, units, or even functions. The University of Minnesota is no exception.
This issue provides a refresher on what works in the performance review process while highlighting the best practices supervisors should consider before the review discussion.
When discussing bias in performance management, it’s common to talk about bias as it relates to performance evaluations – what ratings people are receiving and feedback objectivity. Yet there are practices we can apply to mitigate bias at every stage of effective performance management.
Adjusting our expectations for performance and productivity doesn't mean lowering our expectations. Instead, it means acknowledging the challenges that we've faced and offering feedback and support with grace and compassion to those we supervise, as well as ourselves.
Setting goals can be a painful, meaningless exercise for everyone, or it can be a powerful way to drive performance and keep your staff engaged and challenged. Here are some ideas for getting the most out goal setting.
Research suggests meaningful performance management is possible using a more fluid process involving many discussions and interactions throughout the year.
