Basic business practice dictates that organizational goals and objectives should “cascade” down through an organization, from the highest-level strategic goals to tactical goals at the division, department or team level, and then ultimately should be linked to employees. Establishing achievable goals at each level through careful research demonstrates an organization’s commitment to its high-level strategy.

But time and time again I hear that pay for performance (PFP) programs aren’t endorsed by upper management, [...]

As I’m doing my own professional goal-setting for 2007, I’ve been thinking…

Implementing an employee pay for performance (PFP) program seems like a no-brainer. But actually, they often end up failing and doing more harm than good to employee morale.

Why? Some common mistakes include:

• All employees essentially receive the same increase regardless of their achievements. This produces a sense of entitlement and undermines the whole purpose.
• Employees don’t have a clear understanding of the relationship between [...]

It’s important to cast a broad net when considering the role of employee performance and talent management in your organization. On some level, employee performance management impacts all the most important people issues in an organization. It includes the entire relationship an organization has with its people, and helps it to achieve company goals through conversations between management and employees.

By establishing an effective employee performance management system, a work environment is created in [...]