Over the last 10 years, there has been a shift away from the outdated, annual performance review model, towards a new, flexible alternative – continuous, or agile performance management. This new ...

Employees frequently have to deal with demands for improved performance. The demands are typically accompanied by simplistic solutions, such as fire more people, tighten your performance standards or ...

The June 17 memo from the Office of Personnel Management’s acting Director Charles Ezell, “Performance Management for Federal Employees”, reflects an important development for managing employee ...

SIOP, the Society for Industrial and Organizational Psychology, has just published a video examining how to update performance management practices for success now and in the future of work. Presented ...

To fix performance management systems, C. Allen Gorman, Ph.D., industrial-organizational psychologist at the University of Alabama at Birmingham Collat School of Business, suggests implementing a ...

Credit: Getty Images These systems can feel punitive rather than developmental, leading to employee disengagement and feedback resistance. Healthcare organizations should prioritize transparent and ...

No matter your job title, all deliverables boil down to return on investment: How can this project be most beneficial and profitable for the company? When real-time, continuous feedback enters the ...

We've come a long way from the time when the father of scientific management, Frederick Winslow Taylor, yearned for a worker "so stupid and phlegmatic that he more nearly resembles an ox." Or have we?

The foundation of UAB's performance expectations is the UAB Success Model. The UAB Success Model is a tool to help individuals and teams understand how their role, job performance, and expectations ...