When writing performance objectives, it’s easy to fall into the usual traps of being too vague, setting goals that can’t be measured and failing to tie them to company objectives.

If you consider a performance objective an end result, such as a sales goal, it's important to set realistic goals. To do this, use historic results as your starting point.

Performance objectives are derived from the duties and responsibilities of an employee's position. The job description identifies what the employee is expected to do, while the performance ...

I nterim Performance Evaluation: A discussion of an employee’s performance completed during the performance year that informs the employee of his or her progress toward achieving annual goals. P ...

Rajiv is CEO of Complygate which is an award winning HR Tech Startup, which helps SMEs and Tier 2 Sponsors comply with the Immigration Laws. Performance management is a key business process that ...

The modern business landscape is undergoing constant changes, fiercer competition, fast-paced technological advancements, and consumer behavioural shifts. Improving performance is one of the most ...

Employee performance reviews are a critical aspect of talent development, providing organizations with insights into both individual and collective contributions to overall goals each year ...

A performance improvement plan (PIP) needs to give the employee enough time to reach the requested goals and objectives. This means they can range from anywhere between 30 to 90 days, with regular ...