Cue the shaking of heads, the rolling of eyes and the murmurs of “not again” heard up and down the office corridors. The scene is familiar to anyone who’s participated in the annual performance review ritual. How could an event that’s so ingrained in organizational culture have become something of such overwhelming dread shared by so many involved in the process? Simple. By treating performance management as an annual event and emphasizing form over function and process over performance acceleration. Too often, the emphasis and energy involved are directed at compliance rather than at creating lasting value for the organization and its people.
|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|Jul 01 2014||Case Study: Union Bank & Trust Calls on Reviewsnap To Reinvigorate an Outdated Performance Review Process|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|
"I found Reviewsnap through an internet search. I needed a tool that could span the diversity of my workforce from novice to expert managers in the administration of performance reviews. Reviewsnap has been the perfect tool in this facet of organizational change for my company due to the tool itself and due to their understanding of superb customer service."
Sr. Director of Human Resources
National Automobile Dealers Association