1.0Inside Glintshttps://glints.com/sg/insideQin Enhttps://glints.com/sg/inside/author/teddynuts/Screw annual reviews. We do One-on-Ones. - Inside Glintsrich600338<blockquote class="wp-embedded-content" data-secret="fEiLax5Hti"><a href="https://glints.com/sg/inside/one-on-one/">Screw annual reviews. We do One-on-Ones.</a></blockquote><iframe sandbox="allow-scripts" security="restricted" src="https://glints.com/sg/inside/one-on-one/embed/#?secret=fEiLax5Hti" width="600" height="338" title="“Screw annual reviews. We do One-on-Ones.” — Inside Glints" data-secret="fEiLax5Hti" frameborder="0" marginwidth="0" marginheight="0" scrolling="no" class="wp-embedded-content"></iframe><script type="text/javascript">
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https://glints.com/sg/inside/wp-content/uploads/2015/11/OneOnOne_BIG_Logo.jpg19201080Performance management as practiced by most organizations has become a rule-based, bureaucratic process, existing as an end in itself rather than actually shaping performance. Employees hate it. Managers hate it. Even HR departments hate it. — Laszlo Bock, SVP of People Operations at Google Recently at our management retreat, the topic of performance management came up. First time for us (this is the year of many firsts). How should we manage, improve and optimise the performance of each and every member on our team? And correspondingly, how should we reward performance? The traditional way of an annual (or bi-annual) performance review […]