October 16, 2015 | By Mike Ryan
Organizations give the traditional performance review practice a failing grade. It needs change; it’s counterproductive, time consuming and, more often than not, de-motivating.
Whether you are looking to do away with yours completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare.
In this month’s Performance Perspective, Mike Ryan explores:
A remedy for the “underperforming” performance review
How you can say goodbye to built-in bias
Why you should offer opinions that matter
How Madison makes that all happen with Maestro, the most configurable cloud-based SaaS Social Recognition Technology