Rising stars are great performers and a welcomed advantage for any leader. But if you’re not careful with how you manage them, you can easily lose them to … Read more
WOW Hiring Managers by Projecting a Candidate’s Performance and Promotion Trajectories
Imagine a recruiting session with your hiring manager where you are selecting from among three finalists who all seem to be about equal in their required … Read more
The Next Step In Performance Management Is to Be Comprehensive
In past years, annual performance reviews were deemed necessary to ensure fair labor practices and standardizing pay and performance. However, in recent … Read more
6 Reasons Not to Use SMART Goals For Everything
You’re probably familiar with the concept of SMART goals. SMART is commonly defined as Specific, Measurable, Achievable, Realistic, and Time-bound. … Read more
3 Secrets to Building High Performing Teams
Whether you’re scaling a large organization or building a new company, hiring and retaining top talent and building a high performing team is absolutely … Read more
A Strategic Plan Without a Talent Strategy Isn’t a Plan
“So what happens if I create strategy and ‘ignore’ the talent side since we have never paired the two together?” As a senior faculty member for the Human … Read more
The More You Use Data, the Better the Business Performs
Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. I came to this organization because in my prior life as a … Read more
How to Drive Your A-List Talent Out the Door
Jennifer is A-list talent. She has a rare combination of high powered analytical skills and high emotional intelligence, which makes her outstanding at her … Read more
The Future Is 4 Years Away. Is Your HR Team Ready?
When the international law firm, Eversheds, working with the Winwark research group, launched the HR 2020 project, its objective was “to study the future … Read more
Why Employee Rankings Aren’t Evil
Each year’s Harvard Medical School graduating class includes one doctor who is ranked at the bottom of the class. To be clear, this individual was the … Read more