Performance Management

4 Foundations of a Great Performance Review Strategy

Performance reviews fail to address their goal of growing a workforce’s performance. As we move away from Industrial Revolution-era ways into a new wave of work, many are realizing that the old tools don’t cut it any longer. The old processes — lengthy, anxiety-provoking, developmentally weak, and siloed — misalign with innate human motivation. Knowing... Keep reading  


Performance Management

Writing Useful Performance Review Questions for Creative Employees

No calendar invite makes employees and managers alike squirm quite as much as the dreaded annual review meeting. It’s not just the clichés — like the “sandwich method” of delivering feedback (a piece of positive feedback, followed by something the employee can improve upon, ending with another example of something that’s going well…) — that... Keep reading  


Performance Management

5 Ways to Shine After a Critical Performance Review

Performance review season recently wrapped up and you may not have received the results you were hoping for. You love your job and pride yourself in being highly motivated, but with the recent feedback it may feel difficult to get excited for the year ahead. A study on the performance review process led by Adobe... Keep reading  


Performance Management

17 Inspiring Quotes for HR Leaders

‘Tis the season to get inspired. As 2016 comes to a close and the New Year is upon us, now is the perfect time to press the reset button, set new goals, and get excited for what’s on the horizon. Working in HR means being a leader by way of cultivating leadership in the workplace.... Keep reading  


Performance Management

Why HR Is Obsessed With Employee Performance Check-Ins

Adobe’s evolved performance management program is aptly named the Check-in. Think about the feelings the name evokes, especially compared to its predecessor, the performance review. The check-in is lightweight, friendly and informal. A performance review is evaluative and impersonal — going directly against the concept of psychological safety needed to hear feedback. The following video... Keep reading