Performance management isn’t about annual reviews — it’s about creating a system where employees consistently deliver against business objectives. Organizations with effective performance practices see higher productivity, lower turnover, and stronger financial results. By setting clear goals, providing regular feedback, and using performance data strategically, HR leaders can directly impact revenue growth and workforce efficiency.
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Key Data & Trends
61%
HR pros report that fewer than half of managers effectively address underperformance or improvement areas among direct reports
43%
HR pros say their organization does not provide adequate training and resources for managers to conduct effective performance reviews
62%
U.S. workers say they receive timely feedback from their manager
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Latest News
Use this PIP notification letter to effectively address performance issues, set clear goals for improvement, and foster employee accountability and growth.
Use this PIP form template to effectively address employee performance. Create a clear plan, track progress, and show your commitment to employee growth.
When outdated leadership ideas linger, they don’t just slow progress — they shape how people think, act, and connect at work. Alex Haslam, co-author of “Zombie Leadership: Dead Ideas That Still Walk Among Us,” discusses why these poor leadership practices keep coming back and what it takes to break the cycle.
AI is reshaping recognition. HR leaders must balance automation and authenticity to keep appreciation meaningful and human at its core.
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Member Resources
Enhance your performance management system with actionable guidance on reviews, improvement plans, and legal considerations for HR leaders.
Determine when and how to use a performance improvement plan (PIP) to improve employee performance, document progress, and promote fair outcomes.
Progressive discipline policy and procedures can provide a structured corrective action process.
Use this quick guide to learn what you need to know about performance appraisals.