The process of instilling a sense of urgency about performance is sometimes a difficult task. Many organizations struggle to get managers to buy into the need to focus on accountability for results. Look inside most organizations and you will likely find a charade of sorts taking place on a daily basis. Managers routinely talk about results and the need for accountability for those results. But look deeper and there will undoubtedly be a lack of a defined methodology for conveying what is important and creating alignment with organizational goals and objectives. And accountability will be nothing more than a buzzword.
|Mar 24 2015||How to Improve Employee Performance in 4 Steps|
|Mar 17 2015||Should Employee Performance be Judged on a Bell Curve?|
|Mar 10 2015||Why Performance Management Requires Leadership|
|Mar 03 2015||How Should I Prepare My Team for a 360 Degree Feedback Session?|
|Sep 18 2014||New Reviewsnap White Paper Examines How Employers Are Transforming the Performance Review Process|
|Aug 05 2014||Case Study Reveals How PrimeSource Secured a Better Performance Review Experience with Reviewsnap|
|Jul 01 2014||Case Study: Union Bank & Trust Calls on Reviewsnap To Reinvigorate an Outdated Performance Review Process|
|May 08 2014||Case Study: Athletico Rehabilitates its Performance Review Process with Reviewsnap|
"We have found the system to be simple, flexible and has relieved the workload of our HR department considerably. The ability to send automated emails to all staff or individuals, the ability to upload our new reviews without manually entering them and the ease of reporting has been the key factors in our successful working relationship with Reviewsnap. We’ve found the support staff to be responsive, helpful, highly competent and patient as we made the journey from paper to online."