For many supervisors, giving an annual performance review is like going to the gym: They dread doing it and it’s sometimes painful when they do, but they know it must be done. There’s no way to take all the stress out of performance reviews. But in a recent NextGen online training, two speakers from theRead… Read more »
Individual development plans allow us to assess what we’d like to achieve and improve. Here’s how to create an effective one.
Annual performance reviews needn’t be a dreaded rite of passage for managers and leaders. They can be opportunities to open up conversations about passion, purpose and possibility.
Among managers, 95% dread providing performance reviews. Employees don’t enjoy it much more. Here are some ways you can improve this process.
Performance-based reward systems can have significant effects on employee motivation. This sounds simple but is actually very difficult to implement. Learn how you can best reward and motivate your agency’s employees.
There are a number of benefits to automating the employee performance management process. Read them here!
Many government agencies are still using pencil-and-paper-based performance management systems that simply no longer work. Learn how incorporating technology into your performance management can help.
Agencies use performance management programs to inform employee decisions related to compensation, transfers, promotions and workforce cuts. But sometimes perceptions of the fairness of these programs can affect employee motivation. Learn how you can navigate in your agency.
Does a great employee show signs of wanting to leave? Don’t let your high potentials go that easy. Learn how you can identify flight risks and motivate future leaders to stay.
To foster the development of the agency’s leaders of tomorrow, agencies need to build action plans to grow leadership bench strength today.