What’s the first thing you think about when writing an employee performance review?

Chances are, you dread delivering the pending performance review or have questions like:

Effective performance management in government agencies (or the public sector in general) can be challenging due to the size, complexity and multi-layered nature of government organizations.

OKRs, or Objectives and Key Results, is a goal-setting system used by organizations like Google, Spotify and Twitter, to set measurable goals within the performance management process.

The traditional approach to setting employee performance goals is for the manager to establish several goals at the start of the year with scant input from the employee.

Who’s helped you in your career?

An instructor, manager or colleague probably spotted your potential at some point and pushed you towards training that propelled you to the next level.

Your opinion of an employee’s work is valuable, but it can only go so far. In reality, many managers don’t work directly with their staff, and may not have an accurate impression of their performance.

When Douglas Conant took over as CEO of Campbell’s Soup in 2001, it was the worst-performing major food brand of its time.

Whether you call them employee performance check-ins, sit-downs or one on one meetings, frequent conversations with staff have a powerful effect on employee experience management and productivity.

In 2012, Adobe triggered a dramatic increase in its productivity after abolishing its annual performance review format. 

Totara offers a unique business model that is based on the philosophy that the organization and the learner should have freedom of choice.

Most talent management professionals agree that implementing continuous performance management is critical in today’s fast-moving world.

Agile performance management is a hot topic. Any manager or HR leader worth their salt knows why: 

What agile performance management tools do you really need? 

Did you know that a staggering 96% of employees want to receive regular feedback? 

After a trying few months, much of the world is now returning to something starting to resemble “normality.”

From micro-learning and informative, how-to videos to self-directed learning features, as the landscape of learning management systems (LMS) and performance management systems evolves, the objective for most organisations using the technology remains th