What’s Wrong With Traditional Performance Management Goal Setting?
When HR sends a mandate mail to all employees for yearly goal setting and annual appraisal, most of the employees start procrastinating – “let me wait till the last reminder
Annual performance reviews – an archaic HR practice we must disrupt
COVID-19 has forced many companies to adopt flexible and remote working arrangements – hastening a trend that had threatened to disrupt the way we work for years now. While this
Rethinking Performance Management for Post-Pandemic Success
Performance Management for Remote Teams Remote working is not a new concept, but since the pandemic, it has changed from being optional to being a necessity. In fact, remote working
Relooking at productivity & performance post COVID
The COVID-19 crisis has shown how performance and productivity are driven by purpose, strengthened by regular communication, and at their peak in a flexible organizational culture. Over many years, performance
Design Your Performance Management for 2025 & Beyond (Part 1)
The Missing Design Thinking in Current Performance Management Process While implementing Performance Management solutions for companies across different sectors, I always try to answer the following questions, multiple times with
5 Ways to Improve Performance Reviews
According to Randstad Workmonitor survey in Q1 of 2019, 1 in 4 employees feel uncomfortable during performance reviews. Further to that, 47% of survey respondents based in Singapore only get
9Box Toolkit: How To Create And Use The 9Box In Performance
The 9 Box Grid is a simple, yet powerful tool that can be used to support all aspects of the Succession Planning Process – from assessment and talent review through
3 New Performance Features in 2020!
In case you missed the memo, PeopleStrong officially has a performance management platform. Originally known as Qilo, it was acquired 6 months ago and has since been rebranded into Performance
Here’s the biggest mistake you should avoid while implementing OKRs
One of the biggest reasons for failed OKR (Objective & Key Results) implementation is Cascaded OKRs. Cascading means that the business head’s Key Results are taken as the objectives for 
