It’s that time of year again: annual performance reviews—a process that’s historically been time-consuming and stressful for both managers and employees alike.

There are a few workplace topics that consistently bring out strong feelings, and performance reviews is at the top of that list. While most people would agree that it’s a good thing to have a tool to ...

Imagine a performance review that’s not a stressful hurdle, but a springboard for growth. A conversation, not a checklist, that unlocks potential and fuels ambition. Believe it or not, this isn’t a ...

Continuous performance management can boost morale and improve communication. Learn how to implement continuous performance management in your company.

Annual and bi-annual performance reviews have been considered ineffective at improving employee performance. According to Gallup, “only 14% of employees agree that their performance reviews inspire ...

Melissa Phillippi has nearly 15 years of experience in HR and organizational management. The VP said she has seen managers get the same things wrong during these meetings. From taking calls during ...

To say managers and employees often approach performance reviews with mixed feelings would be doing a disservice to mixed feelings. While necessary, they’re rarely enjoyable for either party. At its ...

This post will explore 12 issues that make many performance reviews unproductive and outdated and share emotionally intelligent strategies to improve the performance review process. Many organizations ...

Opinions expressed by Entrepreneur contributors are their own. Performance reviews are riddled with bias. From assessing folks based on potential vs. actual performance to biased language in annual ...

Performance management reviews can create a particular kind of competitive environment that may work to the detriment of women, Harvard Business Review reported Dec. 13. In a new study, participants ...