Performance is all about value. Value to the company and to the team. Lets just measure the perceived value of people and stop trying to measure their performance.

The people who know you best are those you work with every day. I hear countless stories about "that lazy guy in...

"The trouble with most performance management systems is that they have forgotten the people."  This or something very close to that statement was uttered by McDonalds Chief People Officer in an interview Autumn 2011.  What we want to see evolve in organisations is an environment in which people want to...

The conventional model of Performance Management puts too much emphasis on the performance indicators and not enough on the performer. It also assumes that performance is simply a matter of doing the right things: follow the formula and you will get the desired results. What it fails to acknowledge is...

First of all, the performance discussion requires to be a dialogue between who produces the outcome and his coordinator/boss/superior. An exchange on what we wanted to reach, what we did reach & what are the main causes; input bottom-up and top-down, creating a joint understanding.

Secondly, in the same conversation...