In previous posts I praised Microsoft’s rejection of individual performance ratings as the building block for an effective performance management system, and described why rating people on a list of ...

In today’s workplace, leaders are being asked to support employee well-being on top of doing more with less. The tension between performance and people is real, and many organizations are feeling the ...

Performance evaluations rarely work as well as we need them to. In fact, 95% of managers are dissatisfied with their performance evaluation processes according to SHRM. The reasons why almost ...

One critical question that I had contended with for sometime as a public service institutional reformer is, why it has been so very difficult to institute performance-oriented values and systems (PMS) ...