Shelly Morales’ Post

Are traditional performance reviews still serving us well? Join Ilene Schaffer, MA, PCC and Tami Rosen, a leader who has revolutionized #HR practices at Apple, Goldman Sachs, and Pagaya. They discuss how embracing continuous learning cycles can replace outdated review methods, fostering a culture where feedback drives growth and innovation every day. Plus, you'll learn actionable insights for creating work environments that prioritize growth and well-being. 🔗 Tune in to #WhatsPossible to learn how you can transform your organization's approach to performance reviews. https://lnkd.in/ezVZYngd #HRInnovation #LeadershipDevelopment #PerformanceManagement #ContinuousLearning"

Is your employee evaluation still based on the nine-cell grid of performance and potential? In our Measuring Culture series, Niels and Marloes talk about the common pitfalls organisations face during cultural development. Niels emphasises the misconception of expecting quick changes and the challenge of altering ingrained habits. Niels suggests connecting what has been achieved (performance) to how that has been achieved (behaviour). Have a look at the video to find out Niels’ view on which comes first: performance or behaviour, and what to do with people who score high on performance, yet low on behaviour. Overall, he shares some solid advice for anyone trying to make big changes in their workplace. Please reach out to Niels Kooi for more information on this topic! #InspiringPeople #MeasuringCulture #Performance #Behaviour #NineCellGrid https://lnkd.in/grfrkVAY

Annual reviews feeling outdated? You're not alone!   🌐 Modern employees operate more and more in project and team mode, in a very agile competitive and technological market. They expect rapid and regular feedback on their performance.   🌐 Meeting your manager once a year is no longer enough to adjust objectives, evaluate the results, encourage and congratulate.   Below - we look at the approach taken by several organizations who are revolutionizing performance management.   These examples underscore a broader trend where companies are moving away from traditional approaches, embracing agility, and fostering cultures of continuous improvement.   Embrace strengths, continuous learning, and turn performance discussions into a dynamic journey. 🚀   Head over to Pacific Northwest Recruitment for more HR strategy, talent management, and organizational development insights! 🏔️ #talentmanagement #humanexperience #peoplefirstculture #performancemanagement #annualreview

Building a performance process CAN be satisfying, meaningful and worthwhile for everyone! Join me for a conversation with Culture Amp's Senior People Scientist, Lauren Oldham as we discuss how a thoughtfully designed, positive, performance management process will retain and motivate high performers, improve wellbeing, and boost an organisation's performance. Register: https://lnkd.in/gFbwe7FT Netwealth - See Wealth Differently (ASX:NWL) Matt Heine #highperformance #peoplefirst #positiveperformance

🚀 Transforming the Game: The New Era of Performance Management 🚀 In the fast-paced world we live in, the way we manage performance is evolving right before our eyes! Gone are the days of the dreaded annual review. Welcome to a future where feedback is instant, growth is continuous, and technology leads the way. 🌟 Our latest blog dives deep into this transformation, shedding light on how modern performance management practices are not just changing—they're revolutionizing the workplace. From continuous feedback loops to data-driven insights, we're entering a new age where employee development and organizational success go hand in hand. But what does this mean for you and your team? How can you leverage these changes to enhance productivity, satisfaction, and overall growth? Our blog, backed by compelling metrics and sprinkled with wisdom from industry giants, has all the answers (and then some!). Let's embark on this journey together and unlock the full potential of our teams. Because when it comes to performance management, the future isn't just bright; it's dazzling. 💡 Dive into our blog and discover how you can be at the forefront of this exciting evolution. #PerformanceManagement #EmployeeGrowth #FutureOfWork #Leadership #Innovation https://lnkd.in/g_U_eijr

#PerformanceManagement is more than just an annual review—it's a critical process that shapes the trajectory of people's careers as well as the overall success of organizations. But there's a slippery slope when #equity isn't built into the foundation. When performance ratings are poorly defined or inconsistently applied from the start, it sets off a chain reaction of broken processes. Unclear criteria lead to biased evaluations, which then influence promotions, compensation, and development opportunities—often perpetuating #inequity rather than correcting it. It's crucial that we get it right from the beginning. Effective performance management systems must be transparent, consistent, and aligned with clear, measurable criteria. This isn't just about fairness—it's about building a thriving, #inclusive workplace where every individual has the opportunity to succeed. Join me today at 1:30p EST as we talk all about the importance of equity in performance management- sign up with the link in the comments!

Let's face it: unconscious biases can creep into evaluations. And when they do, they lead to unfair outcomes and missed opportunities. But it doesn't have to be that way. Pando, our expert advisor in performance calibration, empowers us to create a fairer workplace with research-backed strategies to overcome biases in performance reviews: ✅ Hiring based on pre-defined expectations and job levels aligned to experience and specific behaviors. ✅ Pre-documenting performance expectations and goals so that they are explicitly outlined before reviews begin. ✅ Using competencies (defined by job level) to create contextualized structure in performance conversations and greater objectivity in ratings. ✅ Fostering an inclusive culture and integrating values into performance reviews to ensure holistic evaluation of employees. ✅ Establishing salary bands tied to competencies for each role. 💡 Dive into Pando's free crash course with research-backed strategies to build a performance program that fosters a more equitable, inclusive, high-performing organization: https://bit.ly/3wYDWPV #BiasFreePerformanceReviews #FairnessAtWork #HackingHRxPando #diversityandinclusion #performancemanagement #performancefeedback #talentmanagement #inclusiveworkplace #performancecalibration

I was on the hunt for a performance management assignment for my compensation class, but ended up discovering something truly amazing: The Future of Performance Management course. It was a delightful surprise! While diving into it, I came across some eye-opening ideas about compensation in the modern work world. One that really got me thinking was how our performance management systems are rooted in the industrial era's assembly line mindset. https://lnkd.in/e7R4z4UQ #performancemanagement.

In framing uncertainty as opportunity, it can transform the culture of the organization and employees’ perception of it. https://hubs.li/Q02mYDsf0 via Harvard Business Review #BusinessLeadership #MotivatingPeople

Unconscious biases indeed play a significant role in evaluations, affecting how we perceive and assess others. Unconscious bias refers to preferences or beliefs that influence our judgments without our conscious awareness. Unlike conscious prejudice, which we actively recognize, unconscious biases operate beneath the surface. These biases can lead evaluators to rate individuals differently, positively or negatively, than the objective criteria (such as rubrics) would suggest, addressing unconscious bias requires ongoing effort and a commitment to creating an equitable workplace. Let’s strive for evaluations that truly reflect merit and potential.