Organizations with higher employee engagement perform better than those with low employee engagement levels. Jim Harter discusses key factors to drive employee engagement improvements, and Performance Scoring runs parallel to these factors. The Performance Scoring Team reviews the article and discusses the importance of employee engagement and development from a talent management and retention perspective.
Employee feedback is not doing what it was intended to do – develop and grow employees. People are not responding to the infrequent and subject feedback that traditional methods provide. Performance Scoring’s Employee Feedback System gives employees the feedback they want, managers the data they have been missing, and increased business results that everyone wants.
Understanding and improving the employee experience with Performance Scoring is critical to the short and long term success of a business. Shankar Iyer discusses the correlation between the two in a recent CMSWire article, reviewed by PS.
Many forward-thinking businesses have done away with the traditional approaches (annual employee reviews, performance appraisals, etc.) to performance management for a more modern approach that focuses on coaching and employee development via feedback. The federal government is following suit and has made proposed changes to performance management, this is the subject of Ralph Smith’s recent FedSmith.com article, reviewed by Performance Scoring. Performance Scoring’s Performance Management System is the ultimate tool for organizations to effectively manage employee performance through continuous feedback.
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