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Mission to modernize performance management
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6 Performance Management Lessons Learned from Marathon Training

Today is a sacred day in Boston as the annual Patriot's Day Boston Marathon runs from Hopkinton, MA all the way into the city.  Thousands of runners will take part, and for all of them, the day is the celebration and achievement of months and months of focus, training, coaching, learning and athletic performance management.

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TalentFirst Appoints Julie Zadow as CMO

TalentFirst Appoints Human Capital Management Leader Julie Zadow as Chief Marketing OfficerCompany Sets Stage for Rapid Growth in Burgeoning Performance Management Sector BRIDGEWATER, NJ—March 29, 2017—

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6 Tips for a Performance Management Spring Cleaning

With the first days of Spring finally here, it might be time to take a pause and assess your people leadership score for the first quarter of the new year.  Q1 is inevitably the time when businesses come out punching, charging at the new year's goals and objectives, ready to jumpstart the strategic plan, duel with the competition, and drive immediate results for the quarter and beyond.

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Don’t Manage Performance. Enable It.

I’ve worked for all kinds of managers in my career, from nurturers to narcissists and everything in between. And I’ve taken the lessons I’ve learned about being managed to heart, using those lessons as a guide to try to understand what works – what makes a difference and has impact – when leading teams today.

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Keeping Performance Management Compliant

Everyone knows the problems with the current state of performance management. Performance reviews are dreaded by employee and manager alike, they happen far too infrequently and any feedback is soon forgotten, until the annual performance review cycle starts up again the next year. But rather than continuing the vicious cycle, companies can disrupt performance management by adopting the solutions that enable managers to deliver useful, targeted feedback year round.

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Coaching Can Make the Difference

“Give a man a fish and you feed him for a day. Teach a man to fish and you feed him for a lifetime.” There’s a reason why this adage has stood the test of time. By only meeting someone’s immediate need – food – you are disregarding the fact that they will need to continue to eat every single day. If they aren’t given the tools, training and support they need to catch their own fish when they get hungry, then they might as well be, well, a fish out of water.

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Impact performance through training-make it more than just another "TO DO"!

Training and development efforts are a critical component to a successful performance management strategy and ongoing learning opportunities to motivate employees. Ask just about anyone if they want to learn and you will likely get a resounding, "Yes!" Why then, does completing a training activity often become a thorn in the side of managers and employees alike? There are many factors that can impact the value of training within your organization and unfortunately turn learning opportunities into tedious "to do's".

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What does "engagement" look like?

These days, in the world of HR and Talent Management, "employee engagement" is a hot topic. Although the idea of engagement certainly isn’t new, the term is definitely being used and sometimes misused a lot! With growing trends around new approaches to performance management, the concept of keeping employees engaged is a big focus for many organizations. So what exactly is engagement, and why does it matter? If people are getting their work done each day, isn’t that enough? The short answer to that question is, nope! Simply put, employees who are not actively engaged impact the bottom line.

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Calling All Coaches! (This means EVERYONE)

When I first started to write this article I had planned to call it just "Calling all Coaches," but then I quickly realized that this title would potentially scare away a large part of my intended audience. The reason for the title addendum is the varying use and definition of the term "coach." Outside of the business world the definition is pretty clear; a coach is typically the leader of a sports team who guides his or her players in all activities ranging from teaching basic skills, to giving instruction during practice

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Talent Management – Is it the all you can eat buffet of HR?

Ask ten people to define talent management and chances are, you will get ten very different definitions covering everything from how you hire to how you fire. But no matter how you define it, there is one common element at the root of talent management - people. Ideally, talent management should be a series or set of integrated processes that impact every stage of an employee’s career with the goal of keeping them engaged, motivated and productive in order to help a company meet its strategic and operational goals.

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