Individual performance feedback is one of the toughest management processes to get right because it runs against the basic human nature of social interaction in groups. Criticism, even if constructive, is difficult for co-workers to give and receive. Never the less, in turbulent markets, where flexibility is demanded from each employee, feedback is critical for collective success and value growth.
Andros Payne sheds light on why the majority of performance review processes aren’t working and what can be done to address common issues. Read full article below.
There’s increasing focus on “culture” as an elusive driver of value growth. Creating a “high performance culture” has become the mantra for transforming buy-outs to…
Read moreThe second installment of our interactive webcasts looks at organizational transformation. Join us for a lively discussion on this topic of vital interest for private equity.…
Read moreAlvin Toffler’s 1970 global best seller “Future Shock” described the disruptive impact of new technologies on business and society. His title is even more applicable…
Read moreReceive our news and valuable perspectives on organizational effectiveness each month.