In 1965 an article, “Split Roles in Performance Appraisal,” was published in the Harvard Business Review by three highly respected psychologists who were employed by General Electric: Herb ...

Psychological appraisals are seemingly the newest methods of performance appraisal. In this method, the evaluation of the individual is carried out by a highly trained psychologist.

It is common for 80-90 per cent of managers, executives and human resource professionals to report that the performance appraisal and performance management systems in their organisations are failing.

If you don’t feel a performance appraisal is fair, it won’t have a positive impact on your future performance. In fact, ... Psychological bulletin, 120(2), 189.

In his Psychology Today article "Time For CEOs To Scrap Employee Performance Reviews," Ray B. Williams indicates some studies show as much as 90 percent of reviews are ineffective at best.

To sum up, the ideal performance appraisal system for a flexi-work world must account for a holistic range of factors beyond purely measuring performance and productivity. It should prioritise caring ...

A performance appraisal is a regular meeting between management and an employee to review the employee's work and evaluate their contributions to the company.

Your performance does not define who you are, writes this performance psychologist and his coauthor. But our metrics-obsessed culture puts us at serious risk of burnout. Here’s a fix. This is ...

Question: My last performance review was not what I expected. It unfairly centered on my challenges and did not represent my wins. If I disagree with a performance review, can I fight it?

Performance cycles come under criticism for being time-consuming (if you’re a manager), biased (if you’re the employee), and generally an unpleasant experience (if you’re either).